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I was asked to present on the topic of owning your own development at a "What's Up Boss?" event hosted by the American College of Healthcare Executives, Southeast Texas Chapter (ACHE-SETC). Preparing for the session is what led to this column. Here are a few insights on this subject:
1. Don't wait for someone to develop you. Be your own chief development officer. People sometimes express frustration that their boss is not developing them. My response is, "Develop yourself, and share with your boss that you want to be developed."
2. Two keys to development are being self-aware and coachable. I hit on this in Chapter 1 of my book The Busy Leader's Handbook: How to Lead People and Places That Thrive. There are many excellent tools for providing feedback to oneself. We use Management By Strengths in my companies. Other people are vital to this process. Ask questions such as, What am I missing? It's valuable to have people in your life who will tell you when you have spinach in your teeth.
3. Ask your supervisor what success looks like. First, let your leader know you want and appreciate feedback. While people say they want feedback, I find saying it and accepting it are two different things. Don't be defensive and sensitive. And ask this question: A year from now, if I have exceeded your expectations, what would be accomplished? Ask what skills they feel are the most important for you to have and build on. Ask what resources they recommend, including books, videos, conferences, and people.
4. Learn from high performers. In my book Straight A Leadership: Alignment, Action, Accountability, there is a chapter on why best practices don't get transferred. Here are some highlights. A person is getting excellent results in an area in which you are not. You reach out to them to learn what they are doing. Often, the person does not want to look like they are bragging or better than you. They might say: "I am lucky," or, "It is no different from what you are doing," or, "It is nothing." And often they don't know, because they are not seeing what others are doing. Take time to dig in. Ask if you can observe them, and ask them to observe you. I guarantee you will learn using this method.
5. Show appreciation. A person told me their boss did not meet with them. I clarified, "They have never met with you?" The answer was yes, but not often. I asked, "After you meet, do you write a note thanking your boss for their time and sharing how valuable it is?" The answer was no. My experience is that leaders are very busy, and they know others are busy. Express gratitude. If your company invests in sending you to conferences or provides in-house development, say thank you and share what action you will take based on the experience. After my presentation, I received some nice notes from some of the attendees. I predict they will do well in their careers.
Ultimately, your development is your responsibility. Ask for clarity. What are the expectations? By when? And what does right look like? Then keep learning, stay coachable, and show gratitude along the way. The people who take ownership of their growth are the ones who go furthest.
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Quint Studer is the author of 16 books on leadership in the workplace and the community. His book Building a Vibrant Community is a valuable resource for civic leaders, business owners, and all citizens who have a stake in building a community they can be proud to call home. He can be reached at Quint@QuintStuder.com.