Establishing and Maintaining Leader Behavior – Part 1 of 2
Are you a leader?
A leader generates his or her own opportunities. Leaders don’t whine and complain about the lack of opportunities to develop their careers. They CREATE opportunities – regardless of their current situation, regardless of their current boss, regardless of obstacles that may seem to stand in the way of developing their full potential.
The following information is adapted from The 7 Hidden Reasons Employees Leave: How to Recognize the Subtle Signs and Act Before It's Too Late, by Leigh Branham, AMACOM, New York, 2005. When I read this piece, I was impressed – so impressed, in fact, that I decided to share it with you as the Feature Article in this issue of Your Career Advocate!
I hope you will get as much out of the following material as I did. These strategies are empowering and practical – and if you actually implement them, you will find that they work. Enjoy!
If you’re not getting enough feedback and coaching:
- Whenever you believe you are not receiving the feedback and coaching you need, ask for it.
- If you find you are reluctant to seek feedback, start by asking those with whom you feel most comfortable.
- Develop the habit of asking for feedback from peers, customers, direct reports, coworkers, and anyone with whom you might interact – not just the boss.
- If you receive feedback that is too general or difficult to understand, ask for specific examples.
- If you have never been invited to write your own performance objectives or self-assessments, ask to do so.
- If you are not comfortable with your performance objectives or appraisal results, speak-up. Try to reach a satisfactory mutual understanding with your supervisor.
- If you feel that changes in external circumstances have necessitated changes in your objectives, request a meeting with your supervisor to rewrite the objectives.
- If your company makes 360 degree feedback assessments available, consider asking if you can participate in the process.
- Ask whether your company provides off-the-shelf personality and work-style inventories, employee development planning guides, or competency assessments you can take.
To read the entire article, click here.
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