Take ownership of your own development
I as usual picked up the free daily Metro on the way to work this morning which made a mentioning of the cataclysm the city experienced three years ago on the same day, I later in the day read about the brutal episode in Afghanistan today at the Indian embassy, now though completely disconnected both these thoughts engendered a thought in me to think of CHANGE, such as inspirational word/thing. Amassing the positivity that’s tagged with all the people who have demonstrated bravery by saving many lives and their own selves to come out of the acute events and have given a new dimension to the change they can bring in to the world, I salute them all
As you all might be aware there might have been many comparatively insignificant occurrences we would personally have had in our lives but CHANGE (ofcourse positive) is something that we would be constantly looking forward to. Change which is positive refills the cavity and puts us back into action. Now on a related note this reminds me of the challenges we individuals face every day at work and in life and the change we desire quite often.
I was reading the 'Google' paperback and have just completed the first 100 leaves, it is such a fantastic tome which illustrates the story how two people wanted to bring some change in the way things are looked at by people and are used by people, the way it started as a brand and has over a period matured to be a globally renowned name. Today the value and comfort they have delivered to the world as a technology supplier will remain close to the hearts of many of us
It (Change) becomes so essential at times that you would want to willingly or unwillingly bring it in. I have thought of and have successfully implemented a formula which would bring positive change to you...3A's...Aspire, Admire and Acquire. Imagine something you have been longing to do and the care you have given to your thought and if fortunately you have achieved the effort you might have put in to retain the success, that's the point I am trying to drive home. There are many theories around this aspect which I will try bringing to you in one of my later updates with a reference to this which I am confident will strengthen your belief that you if Aspire to do something and Admire your plan till you achieve and move up the ladder from there on, you will evolve as a WINNER. I wish you all the best and I look forward to your unique success
Earlier connotation for your reference, enclosed below
As I have just begun this positively long and mutually enriching journey I would appreciate if you could feed me back with your constructive comments and significant inputs which will rally round me in making this journey memorable
I have captured below a story that inspired me which I am certain will grab your interest till the last period. The title of the story is "Take Ownership of Your Own Development" which is a real life experience of Mr. Jay Conger (Henry Kravis Research Chair Professor of Leadership at the Kravis Leadership Institute, Claremont McKenna College), a very exciting chronicle which gives a lot of food for thought. This is just for the starters; whilst you are enjoying this bit I will be working on our next gathering. Don't miss the footer space...See you soon
Take Ownership of Your Own Development:
Every Manager and Executive basically owns his or her own development as a leader. Let me illustrate with this story, which captures the fact that you and I have to be masters of how we develop as leaders.
The story is set many, many years ago when I was a little boy, actually four years old, and my parents took myself, my older brother, and little sister to southern France. On a very beautiful day, my mother took us all down to the hotel swimming pool. What we hadn’t known was that she’d gone out and hired the lifeguard to come and teach my older brother how to swim.
We arrived at this very enormous-looking pool-certainly through the eyes of a four-year-old-and out of the corner of my eye, I captured the image of a young Frenchman walking in our direction-lifeguard kind of character-and he headed over directly to us. He must have known that my mother had selected the oldest of the three kids, because he walked right up to my brother, gave him an enormous smile. He said, “Bonjour, mon petit ami.” And with that he scooped my brother up in his muscular arms, a bit like a piece of Styrofoam, and walked him down to the deepest end of the pool, where the high board was.
Now remember, I’m the second son, and I actually thought this looked pretty good. Well, it was a great idea. The man plunks my brother down on the side, right at the edge of the water. The lifeguard then turns over to a pile of little rings, and you’ll remember as a child, you have to put little life rings around children to support them in the water. He pulls one of these rings out and he pops open the air-stopper, and he begins to pat all the air out of the ring. From my eyes as the competitor, the younger brother, this is looking very, very interesting.
With that, the man slides the empty ring around my brother’s waist. He gives him another simile, this is one a little more devilish, and he says, “Bonne chance, mon ami,” and he throws him into the very deepest end of the pool. Well, as you might imagine, my brother immediately goes under; there’s nothing to hold him up. And I’m sitting there again, with kind of a hidden grin, as my brother goes under the water.
Then I looked back. My little sister and mother are just in a panic, but they’re like deer in a headlight; they’re just not sure what to do. Meanwhile, the lifeguard is simply standing by, watching. My brother goes under, as I mentioned, and then he pops up, gasping for air and flailing. The next thing I know, he heads back under. At this point, even I’m getting in a panic; I’m thinking, “oh my gosh, this guy’s going to actually kill my brother. This is pretty bad!”
Well, my brother pops up again, and this time, he’s actually able to stay up. He’s figured out a fundamental swimming stroke called the doggy paddle, and he’s paddling furiously, and he’s able actually to keep himself up for the rest of the lesson.
Now, let me argue that that lesson is how organizations will develop their talent to be leaders. Let me also point out that it’s in many ways a flawed way of development. But let’s go back to the beginning of the story. What organizations say is that you’re good, you’re talented, and the way they are going to develop you is by throwing you into jobs that are over your head, because that seems to be the best way to develop people. The lifeguard in this story is your boss.
Now, you notice the boss does not go into the pool with you; and many bosses are actually busy, so they may actually head off to another swimming pool while you’re flailing around in your pool. But the boss says to him- or herself, “You know I’ve been in that water before; I figured out how to do it; I’m sure you will.” They also put a little ring around you. What’s that? Well, that may be HR policies or a training program or the boss saying, “You know I’m here whenever you need a little help.” But basically, it’s illusionary; the support’s not there.
Now, the idea is that you’ll figure out how to swim on your own. And if you don’t-well, the idea is that you just weren’t up to this task-sadly, they’ll probably move you back to a smaller pool, maybe even a kiddie pool, and maybe even take you out of swimming for good. The moral of the story is that you own your own development, that organizations have a fairly primitive view of how they develop talent. And it’s a shame; because ultimately the boss should help you, should be more direct-that life ring should be full of air, and we should move you more gradually into the deep end of the pool.
The lesson is that you, yourself, have to take initiative in order to develop yourself as a leader. You have to proactively seek our coaching and guidance. At times, it’ll be awkward, because you’ll feel you’re revealing your own weaknesses. You may have certain bosses who may not be open to people seeking out coaching and feedback, but find those opportunities whenever you can. You yourself may have to propose taking courses, seeking experiences, getting a personal coach; but in many ways, you own your development.
In the best organizations, they take it a step further. They actually reward bosses for stepping in and guiding and providing coaches; they actually teach bosses how to coach people; they actually reward bosses for people development. They think much more cautiously and deeply about jobs; and the right jobs, given who you are and what you need in this moment, versus, “Well, let’s just throw them in, see how they do.”They’re also very clever about how you transition into a job, and as you get to more senior levels, they provide support and feedback along the way, as you learn the skills you need in the transition.
Takeaways from the story:
- Most organizations throw talented people in over their heads, figuring they will learn to develop on their own, rather than moving them gradually into areas of greater responsibility. If you find yourself in this situation, speak up
- Managers and executives should be proactive in seeking help to grow as leaders. You should seek out mentors, courses and experiences that will help you develop your leadership abilities.
- The best organizations reward bosses for developing leaders-but these organizations are rare. You must take responsibility for your own development.
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