#fridayfive – Your Personal L&D

June 16, 2017

This week’s Friday Five looks at your personal learning & development.

I work a lot with L&D departments – committed teams focused on providing the very best growth opportunities for staff across their business. In many ways though, it’s a thankless, hopeless task.

The reason?

Individual attitudes to learning.

No matter how good the L&D programme and support structures, the single biggest factor in the success of any investment of this type will always be the attitude of those engaged in the process.

Positive, self-motivated people with great attitudes will learn and develop themselves regardless of what the organisation does or does not provide. Here are five things to consider in the context of your own personal growth:

1. Master growth list – write down everything you can think of where learning new skills or developing a character quality would be beneficial to you in your work (& life more generally). Keep this as a master list. Add to it whenever you can.

2. Create & maintain your own PDP – lots of organisations encourage a personal development plan. In my experience, it’s the exception rather than the rule if these are current, active and influencing someone’s behaviour. Regardless of the degree to which your company helps with this, take responsibility for your own development. Own your PDP! Take the most important two or three things from your master list and make those your current growth priorities. If this is done in collaboration with your manager or coach, so much the better.

3. Set a goal – turn those priority areas into goals. Very specifically, what are you going to do and how much of it and by when exactly? Make it visual. Put it somewhere you are continually reminded of it. Best way I know to do this is the LMI Goal Planning System (if you don’t have a great system for planning & tracking your goals, drop me a line and I’ll be glad to share it with you).

4. Take systemised action – I would say ‘take action’, but it’s such a common story that we learn something (we go on a course…read a book…do some online learning etc), go away and do something as a result, which is great, but then fail to build the infrastructure around that action so that it keeps on being done. For example, a manager learns about how to have an effective one-to-one with their team members, goes away and does nine brilliant one-to-ones in month 1….and it never happens again! Systemised action means booking those meetings into the calendar as recurring appointments for the next 12 months! Learnt something new on Excel? Set a reminder every day at 9.27am to review and practice that action for as long as it takes to never forget it!

5. Review & share – the very best way that any learning and development is cemented is when you review and share it with others. Simple stuff. Rarely done.

“How was that course / book / webinar?

“Great, thanks.”

“That’s good. See ya.”

Or…

“Could we grab a coffee and take 15 minutes to review what I learned on that course, what I’m planning to do differently as a result and how best I might be able to share that with the rest of the team?”

I hope that’s prompted some useful reflection about your own learning & development. Have a great end to the week and if you have any suggestions for topics in this #fridayfive series, I’d love to hear them.


Step back. It’s wonky!

May 4, 2017

Two weeks ago I had the privilege of spending a few days with many of my LMI colleagues from around the world at our annual convention in Florence. Our flight from London went into Pisa so, having never set foot in Italy before, it would have been rude not to stop and have a look around. As every good tourist does in that small-ish Italian town, we headed in what seemed like the direction of that world-famous wonky tower.

pisa

It’s more wonky that I thought!

You can’t see the tower from miles away so it came as quite a shock when we rounded a corner and there it was, leaning away, just like in the pictures. Having seen it’s picture dozens of times, I was still amazed, when confronted with it in real life, at just how much it leans. It’s impressive!
Something I then found very interesting. The closer I got to it, the less obvious it’s lean became. It’s basic physics I know, but these things make an impact when you experience them first hand. Close up, it could almost be straight. Start walking away and look back, it’s lean becomes stark once again.

Lots in our lives and our businesses can be like this. We get so involved, so consumed by the the day-to-day demands, so ‘close’ to all that’s going on, we don’t notice how wonky it is.

When I look at the pictures I’m reminded to step back and notice where things may have become a little wonky.

Am I working too many hours & have lost balance?

Have I stopped being so careful about prioritising my work?

Are my goals a little out of focus?

Has our passion for great customer service dropped off a little?

Whatever ‘stepping back’ means for you at the moment, it’s well worth doing. And when you notice something’s wonky, get help to fix it (unless it’s so extraordinary that you can get rich off people coming to see it)!


Print it, frame it, hang it.

March 27, 2017

I know that you’re not likely to be surprised in any way, shape or form if I start by saying that I believe having clear goals is important.

So I won’t. You already know that!

When it comes to gaining that extra 1% though, there’s a key element to the Goal Planning System that I notice being regularly missed out and it’s costing dearly when it comes to reaching your goals: VISUALISATION.

FrameOnce you’ve done all the planning phase of setting the goal – defining it, identfying the benefits to be gained or losses to be avoided, possible obstacles and solutions etc, the tough bit is often keeping the goal sufficiently at the forefront of your mind so that you keep on doing the stuff that is required if it’s ever going to be reached.

This is where visualisation comes in. What picture can you use, maybe you have to create, which you can then frame and hang somewhere that will keep the goal continually in mind?

If the goal is important enough, it’s worth the extra time and effort to follow this powerful step. Put the picture somewhere you (and anyone else who is working towards the goal) will see it all the time.

You can be as creative as you like when it comes to the what and how of picturing your goal. If it’s not something you do at the moment, I promise it’s really worth having a go with.

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If you’re not familiar or currently using an effective Goal Planning System, get in touch and I’d be happy to talk you through it. It’s a fantastic, watertight system for the whole goals process – from setting the goal to establishing the tracking that will see you through to its accomplishment.


Are we still in search of leadership character?

September 28, 2016

This is the question that’s been stewing around in my head all day.

Time after time we seem to find ourselves back at the same point. People of undoubted skill, talent and charisma have risen to positions of leadership which they have subsequently been unable to maintain due to issues of character.

‘Being a character’ and ‘being a person of character’ are clearly not the same thing.

Another politician. Another football manager. Another Chief Executive. Those are just the ones we hear about. There are undoubtedly thousands more falls from grace that never make it to the news headlines, yet are equally sad and certainly devastating to friends, family and anyone who’s livelihood depends on the organisation marred by the latest leadership unravelling. Regret is such an unfriendly companion.

Easy to sit and judge. Easy to miss the lesson. Isn’t this a struggle we all face: I don’t always do what I want to do; I don’t always do what I know I should do.

“There but for the grace of God go I”, as the ancient saying goes.

How many times have I, have you, made errors of judgement and were never discovered. Or entered the murky world of half-truths. Bent the rules. Blurred the boundaries. Acted in ways which were not in keeping with our responsibilities. Not lived to our values. Let down those who look to us. (As a dad, I feel this often in respect of my kids. I’ve learned I’m not yet their perfect role model!)

“Nothing so conclusively proves a man’s ability to lead others, as what he does from day to day to lead himself.” Thomas J. Watson

Of all the areas of leadership development, nothing is so important as personal leadership. The greatest impact on our company, our team, our family, our life…will always be us. You. Me.

The more thought, care, effort and investment you give to becoming the leader – I’m talking character, not charisma – that your world needs you to be, the better for everyone, not least you.


If you are already using, or have used, personal leadership resources, great. Go back to those with renewed vigour. If not, and you’d value some assistance, Effective Personal Leadership is an indispensable part of LMI’s Total Leader Concept™. It’s a life-changing programme and I’d love to share it with you. Get in touch with me on 0800 116 4749.

 

 


Mission 168 (part 2)

May 10, 2016

Let’s say that I work 50 hours on average. Most work about 40. I often meet people who work 60.

In a working day it may not always be possible amidst the many and varied demands that come my way to carve out an hour or two to invest in some important new project, or to meet with an interesting new contact to explore exciting possibilities. In a week though, it’s always possible. That is why I love weeks!

Let’s say that I sleep 8 hours a night. I rarely do. Neither do most people I ask about this. Six or seven seems to be usual.

If I do sleep 8 though, that’s 56 hours each week just laying back and catching some zzzzz’s. And I work 50 hours remember, so that’s 106 of my 168  hours already taken. Blimey, I still have  (quick bit of maths…sneak out the calculator while no-one’s looking…168 – 50 – 56 = ) 62 hours each week to do other things with that aren’t working or sleeping. Of course lots is spent doing all those things that need to happen just to keep life going, but can I find one or two hours amongst those 62 (or 52 if you work 60 hours….or 42 if you work 70 hours) to invest in something meaningful that will make my world a better, happier place? I definitely can. That is why I love weeks!


Mission 168

May 3, 2016

This is the start of a new topic that’s been on my mind for a while and I’ve just begun writing. I hope you enjoy. Feel free to join in using #Mission168 if you find it interesting and worth sharing!

There are 168 hours in a week. You may already know this. There are 52 weeks in a year. That’s 52 defined sets of 168 hours, every year for our entire lives.

This is why a week is my favourite block of time.

Months are good, but there just aren’t enough of them to create the same sense of rapid progress and achievement.

Days are good. There are loads of them. But they come and go so quickly, and there are so many variables on any given day that can lead to ending a day far from where you had intended to be.

Weeks, though, tend to be long enough periods of time to be reasonably predictable in the kinds of things going on and the amount of time I might have available to achieve something significant, but short enough to still feel like a new one is just round the corner, offering a fresh start and the promise of new opportunity.

This is why I think working in weeks is a good thing. I’d love to hear your thoughts too as this series unfolds.


We love good leadership

April 9, 2015

When leadership is happening well, there’s no doubt that we love it!

We know where we are headed. We know how to make our best contribution and what purpose or cause our efforts are going towards, and that feels good.

When leadership is good, we feel motivated by the work we’re doing because the picture of an exciting future has been clearly painted. We can see how getting there benefits us, the organisation and perhaps even society as a whole.

Of course the opposite of all the above it true when leadership is not good. And leadership is not a ‘thing’, it’s a person…or better still, multiple people, leading well.

Whatever it takes for you to lead well, really well, is absolutely worth it. The difference it makes to you and those you lead is huge.