Glenn Wallis | Leader iD

Avatar Sam Dynamou | 22/10/2018

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Hi there. Do you ever get even the slightest bit frustrated that you spent much of your early career working on being the very best technical expert you could be in your field. Whether that’s being the very best HR professional, the sales Guru, the IT wizard that people come to when they need the latest advice on all of the new innovation that there is in that space, or whatever your discipline happened to be. And that as a result of being fantastic in that space, you ended up being given a leadership position and that you and perhaps even those around you recognize you’re just not hitting the same dizzying heights As you once were in your technical job in this new role as leader.

In this short video we’re going to help you embrace the idea of leadership and being the very best leader that you can be, and hopefully give you some real evidence-based tips and advice on how to develop into that space. My name is Dr. Glenn Wallace and with my great friend and co-author David Pilbeam we’re the authors of leader ID. And that book was very recently released provides you with a model of leadership which puts you at the very center. This is important, in our research and the data that we looked through. What was really clear was that the very best leadership is demonstrated by the very best leaders, and those leaders are sophisticated and mature human beings. So working on you as a human being and developing yourself, becomes an important part in the journey too great leadership. So you are Central to how your leadership is manifested in the workplace.

Now, you know that intrinsically, you know that just because if you for example don’t feel very well, then it impacts your leadership, if you’re stressed and that impacts your leadership too. If you think about it in slightly deeper way, if you think about the very best leaders that you’ve ever worked for it’s unlikely that you’ll be thinking about their superb technical ability, but probably more about their connection with you or the fact that they drew out the very best in you, all of that potential that you had they were able to tap into and that’s because they treated you first and foremost as a human being. So in a moment, I’m going to share with you the 5 key areas of development of self that you could focus on, and if you do that not only will you develop as a human being, but it will have a trade-off into your leadership. But of course organizations aren’t interested in just doing this because it’s a nice thing or the right thing to do. What they want is improved performance and improved results. And that’s what you get with this Dynamic model that we’ve created in leader ID, you impact your leadership and the better your leadership, the better the performance and results over the long term. And there’s a nice Dynamic there, which is that actually as those results improve you can reflect on parts of your leadership that worked well and dial up the volume on those, and bits that don’t work so well and you can dial down the impact of those. But also as you get better results and you can see those results of your new leadership expertise, it has fantastic impact on for example your self-confidence and your self-esteem.

So the real nice dynamic between these three layers of the leader ID model. But just for today we’re going to focus on you and I’m just want to very briefly talk to you about the five areas that we’ve identified with over 20 years of leadership and Executive Coaching. But also in the data and the primary research that we did for the leader ID book. The first area for you to work on is balance. The very best of the leaders that we’ve worked with are able to show a sense of balance and able to manage a dynamic between, for example working really fast really hard, but also being able to step back and take some time to reflect. They’re able to provide real challenge to people on their team, but also able at different times to show high levels of support. So balance is really important. It doesn’t mean that has to be 50/50 all the time. But it means that over the long term if you looked at the ways that you led, you were demonstrating a sense of balance. The second area then is compassion. You could argue that in today’s fast-paced organizations where it seems to be all about output, output, output.

There’s no more important time on the more relevant time for us to be demonstrating compassion than right now. And leaders who have strong sense of empathy, strong sense of values, able to also understand and appreciate the values of other people are showing that really key skill of compassion. So it was another one that came through really strongly. The third is discovery and a spirit of discovery was very prevalent in the very best leaders. They have a spirit of wanting to learn sometimes just for learning sake they love learning but also and more often than not, they wanted to know how that learning could be applied to driving better results in the organization or getting more from the people that they were working for. So that spirit of discovery really important. The fourth is determination, courage, strength resilience, all of those words that you hear a lot about of central again to you developing yourself into this fully formed more advanced more developed human being. And determination was key to that, you know, can you go long, have you got reserves that you can call on when the going gets tough as a leader. If you haven’t you just not going to be able to lead effectively over the long term. And then finally perspective. If you know anything about developmental psychology, you’ll know that one of the measures of developing a human being is in the number of perspectives they’re able to take in any situation or with any individual, and so it won’t surprise you to know that as this sort of developmental model of you sits at the center of the leader ID model. Your ability to take a range of perspectives have a view yourself, but be willing to explore the views of others is again another really important point to your develop. If you are able to work out where you are now against these five and then develop them.

It will have an impact on your leadership and that will help you drive more effective, efficient results over the long term. There’s much more to this but I hope that’s given you a flavor of why it’s so central to develop yourself to become the very best leader. So you need to embrace the idea of you as your leader. Leadership identity is so important for you to develop great results. You so much for listening. I hope you found that helpful and that you’ve got some useful things to take away.


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