You’re an experienced leader. How can you continue to develop your leadership skills?

Learning by doing model of learning for adults requires mastering and integrating skills of both feedback & feedforward. Feedback helps a learner look critically back into what was done well and what needs doing differently next time through a lot of questions, while feedforward helps a learner look into their future through a lot of self-discovery. How do we build the vision of the future self? For sure, not by living a past incarnation, but, by integrating the brain with the body in the present moment. How do we do that? Let us talk it through and let me help you unearth your way! Simply drop a line to say [email protected] Best!

This is great advice AND it's important to reach out to a variety of people. Our default may be to request feedback from our strong allies and fans. Doing so may limit the feedback you get. Be open-minded as you get feedback that stings a little. It's better than no feedback at all. Also, know your audience. Some people are "hard raters". Expect lower "scores" from them. Take time to relish in the positive you feedback rather than wallowing in the "negative" feedback.

𝐒𝐄𝐄𝐊 𝐅𝐄𝐄𝐃𝐁𝐀𝐂𝐊 𝐀𝐍𝐃 𝐒𝐄𝐋𝐅-𝐑𝐄𝐅𝐋𝐄𝐂𝐓𝐈𝐎𝐍. 𝐀𝐬𝐤 𝐟𝐨𝐫 𝐟𝐞𝐞𝐝𝐛𝐚𝐜𝐤 𝐟𝐫𝐨𝐦 𝐲𝐨𝐮𝐫 𝐭𝐞𝐚𝐦 𝐦𝐞𝐦𝐛𝐞𝐫𝐬 𝐚𝐧𝐝 𝐜𝐨𝐥𝐥𝐞𝐚𝐠𝐮𝐞𝐬 𝐨𝐧 𝐲𝐨𝐮𝐫 𝐥𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐬𝐭𝐲𝐥𝐞. 𝐈𝐭'𝐬 𝐞𝐬𝐬𝐞𝐧𝐭𝐢𝐚𝐥 𝐭𝐨 𝐬𝐞𝐞𝐤 𝐜𝐨𝐧𝐬𝐭𝐫𝐮𝐜𝐭𝐢𝐯𝐞 𝐜𝐫𝐢𝐭𝐢𝐜𝐢𝐬𝐦 𝐭𝐨 𝐢𝐝𝐞𝐧𝐭𝐢𝐟𝐲 𝐚𝐫𝐞𝐚𝐬 𝐟𝐨𝐫 𝐢𝐦𝐩𝐫𝐨𝐯𝐞𝐦𝐞𝐧𝐭 𝐚𝐜𝐭𝐢𝐯𝐞𝐥𝐲. 𝐀𝐝𝐝𝐢𝐭𝐢𝐨𝐧𝐚𝐥𝐥𝐲, 𝐫𝐞𝐟𝐥𝐞𝐜𝐭 𝐨𝐧 𝐲𝐨𝐮𝐫 𝐚𝐜𝐭𝐢𝐨𝐧𝐬 𝐚𝐧𝐝 𝐝𝐞𝐜𝐢𝐬𝐢𝐨𝐧𝐬 𝐭𝐨 𝐬𝐞𝐞 𝐰𝐡𝐞𝐫𝐞 𝐲𝐨𝐮 𝐜𝐚𝐧 𝐦𝐚𝐤𝐞 𝐚𝐝𝐣𝐮𝐬𝐭𝐦𝐞𝐧𝐭𝐬.

3 pasos clave para buscar retroalimentación y seguir desarrollando tus habilidades de liderazgo: 1. Solicita retroalimentación 360° de manera proactiva: No esperes a que te den retroalimentación, entre tus colegas, supervisores y miembros de tu equipo. Pregunta qué acciones podrías tomar para fortalecer tus habilidades de liderazgo. 2. Mantén una mentalidad abierta y receptiva: Acepta la retroalimentación de manera positiva y sin defensas. Escucha atentamente lo que te dicen y reflexiona sobre cómo puedes aplicar esos comentarios para crecer. 3. Toma acción concreta: Recopila comentarios y sugerencias, identifica áreas específicas en las que puedas trabajar y establece objetivos claros para mejorar tus habilidades de liderazgo.

As an experienced leader, continuous growth is essential. One should focus on several key areas: 1. Feedback Loop: Soliciting feedback from peers, team members, and mentors to identify blind spots and areas for improvement. 2. Continuous Learning: Staying updated on industry trends, management techniques, and leadership theories through courses, seminars, and reading. 3. Mentorship: Seeking guidance from seasoned leaders and serving as a mentor to others, fostering mutual growth. 4. Reflection: Carving out time for introspection and self-assessment to refine leadership style and approach. By embracing these practices, one can evolve as a more effective and adaptable leader.

Seeking feedback is key to individual leadership development. Reach out to a diverse set of stakeholders to ensure you get total feedback .For instance you should obtain feedback of very critical people. They will give you areas that you need to improve in that others may not mention.

Senior leaders often struggle to get constructive and useful feedback from their Direct Reports. They ask for feedback and typically get "Everything is fine". Its all tpo easy to then believe that answer at face value but leaders with a real growth mindset know that's not possible. What to do? There are 2 key elements you need to get right when asking for feedback: 1. Be specific about a small area. e.g. Don't ask "How is my leadership going", its too broad. Rather for example ask "Are you getting the right level of coaching you need from me?" 2. Lead with your own feedback of yourself to make it safe e.g. "I know I can easily drift into lecturing and teaching, so are you getting the space to explore and grow with my coaching style?"

As an experienced leader, keep growing! Seek out new challenges and perspectives. Embrace feedback, both positive and negative, to identify areas for improvement. Actively listen to your team and learn from their strengths. Never stop learning – read, attend workshops, and network with other leaders. By staying curious and adaptable, you'll continue to inspire and empower your team.

Challenge yourself through learning and implementation, trying new things, learning new skills and developing them into competencies, immerse yourself in different cultures and populations, and expanding your leadership horizon and repertoire. -Being an autonomous and continuous learner ensures you are never satisfied with just what you know. Being thirsty for knowledge helps you create innovation. -Trying new things provides new ways to look at emerging and current problems and craft new solutions. -Leaders must be culturally agile, intelligent, and competent. The best way to do that is to immerse yourself in different cultures and populations of people. -Leadership is not one dimensional experience. It's a fluid complex process.

A great question and one we find ourselves having to provide the answer to, for many execs and SLT members. Continuing to develop is crucial for personal and organisational growth, no matter how experienced you are. One effective approach is seeking feedback from peers through 360 reviews, which provides insights into strengths and areas for improvement. Combining this with practicing self-reflection fosters greater self-awareness and emotional intelligence, key components of effective leadership development. Finally, embracing new challenges and stepping out of comfort zones promotes continuous development as a leader, such as key note talks, ted-x talks, debating etc. to enhance communication skills.

Social learning is one of the valuable benefit of working in a team. Leaders can broaden their perspective, get new insights and diverse ideas and experience by just being open to learn from others. Learning from others helps to boost confidence, improve productivity, be more innovative and make better decisions.

Use the “ cafeteria plan” approach . Pick the traits that you see in others that have motivated and inspired you. Combine all these traits to produce your distinct leadership style.

It has never been easier to learn from others. Listen to podcasts and eBooks as you drive around. Join communities on LinkedIn. Ask people for mentorship and advice. Do it often and it becomes a constant learning habit.

If you are keeping a journal, use it to monitor your 'state of being'. It is about going inside. How do you feel - in general and about certain experiences in your work/life? Can you identify your specific feelings and emotions in situations? And what is the impact of that feeling or emotion on you and your leadership? If you don't feel well or positive, what can you do to improve your interior condition? Because our (emotional) state of being is what we bring to every situation, whether we are aware of it or not, and it determines our results. So we better monitor ourselves and improve when needed.

El autodesarrollo es fundamental para el crecimiento personal y profesional. En la era actual, el conocimiento está al alcance de todos. Si buscas avanzar, es crucial identificar las áreas clave para tu crecimiento y luego ejecutar acciones concretas. El modelo GROW es una herramienta invaluable: 1. Define una meta (Goal): Establece objetivos claros y específicos. 2. Enfrenta tu realidad (Reality): Evalúa tu situación actual de manera honesta. 3. Revisa tus opciones (Options): Explora diversas estrategias para alcanzar tus metas. 4. Compromete tu voluntad (Will): Comprométete con un plan de acción concreto. Este modelo te guiará para tomar medidas efectivas para alcanzar tus objetivos

In my book Vertical Growth, we suggest a slightly different way of self reflecting. Start with defining what great leadership looks like to you, then seek feedback on where and how you are failing at this ideal. Once that is clear, choose a specific development practice that will most reduce your behaviours that are not supporting your success and will move you closer to your ideal, including your deepest held values. Then if and when you stray into the less than ideal, be sure to surround yourself with people who will give you honest feedback in real time. Self reflection is done best in the flow of daily life, not necessarily in big gestures like 360's or audits.

En mi experiencia una manera practica de avanzar en mis habilidades de liderazgo, es compartir el conocimiento: 1. Organiza sesiones y encuentros de intercambio: Programa reuniones regulares para que los miembros compartan experiencias y aprendizajes. 2. Fomenta mentorías y coaching: Establece espacios donde guíes programas para ayudar a otros con su desarrollo de liderazgo. 3. Usa herramientas digitales: Emplea plataformas en línea para facilitar el intercambio de conocimientos y recursos educativos.

"The best leaders are the best learners." a quote form leadership researchers and authors Kouzes & Posner. Learning is not necessarily only about reading, trainings and degrees. It is critical that leaders use meetings, interactions, failures, challenges and successes as an opportunity to learn. It is indeed the single most important element of great leadership. Learning trumps all else, supports the navigation of complexity and grows psychological safety. The single most important question a leader can ask after any meeting, failure, win etc. is "What did we learn?". It is the lead indicator of sustainable high performance and industry relevance.

Stay curious and don't assume that you know and have seen it all. The biggest mistake we can make is to stop learning and developing ourselves. What is out there that you have not tried/seen yet? Generally, leaders have been trained extensively on the DOING side of leadership (execute, direct, deliver, measure, calculate, plan, ratio). This might be the time in your life/career to focus on and invest in the BEING side of leadership (attention, awareness of self-others-environment, adaptability, feeling). Developing and improving your BEING, will automatically improve (the quality of) your output on the DOING side.

Concentrate on development from a horizontal and vertical perspective. Horizontal development increases your skills to assist in your current position , while vertical development prepares you for higher levels of leadership.

𝐒𝐓𝐀𝐘 𝐑𝐄𝐒𝐈𝐋𝐈𝐄𝐍𝐓 𝐀𝐍𝐃 𝐀𝐃𝐀𝐏𝐓𝐀𝐁𝐋𝐄. 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐢𝐬 𝐧𝐨𝐭 𝐰𝐢𝐭𝐡𝐨𝐮𝐭 𝐜𝐡𝐚𝐥𝐥𝐞𝐧𝐠𝐞𝐬, 𝐛𝐮𝐭 𝐢𝐭'𝐬 𝐢𝐦𝐩𝐨𝐫𝐭𝐚𝐧𝐭 𝐭𝐨 𝐫𝐞𝐦𝐚𝐢𝐧 𝐫𝐞𝐬𝐢𝐥𝐢𝐞𝐧𝐭 𝐢𝐧 𝐚𝐝𝐯𝐞𝐫𝐬𝐢𝐭𝐲. 𝐄𝐦𝐛𝐫𝐚𝐜𝐞 𝐜𝐡𝐚𝐧𝐠𝐞 𝐚𝐧𝐝 𝐛𝐞 𝐚𝐝𝐚𝐩𝐭𝐚𝐛𝐥𝐞 𝐭𝐨 𝐝𝐢𝐟𝐟𝐞𝐫𝐞𝐧𝐭 𝐬𝐢𝐭𝐮𝐚𝐭𝐢𝐨𝐧𝐬. 𝐘𝐨𝐮𝐫 𝐚𝐛𝐢𝐥𝐢𝐭𝐲 𝐭𝐨 𝐧𝐚𝐯𝐢𝐠𝐚𝐭𝐞 𝐜𝐡𝐚𝐥𝐥𝐞𝐧𝐠𝐢𝐧𝐠 𝐭𝐢𝐦𝐞𝐬 𝐚𝐧𝐝 𝐜𝐨𝐧𝐟𝐢𝐝𝐞𝐧𝐭𝐥𝐲 𝐥𝐞𝐚𝐝 𝐰𝐢𝐥𝐥 𝐢𝐧𝐬𝐩𝐢𝐫𝐞 𝐲𝐨𝐮𝐫 𝐭𝐞𝐚𝐦 𝐭𝐨 𝐝𝐨 𝐭𝐡𝐞 𝐬𝐚𝐦𝐞.

Learning is not only about acquiring new skills, new knowledge and new insights on complex problems. Its also about learning about our own behaviour patterns, the deeper assumptions that are running our thoughts and behaviours, learning how to more skilfully work with difficult emotions that drive us towards avoidance or aggression. Self-understanding and self regulation are fundamental for great leadership. They are what enable a truly open curious mind in the face of complexity, discomfort and fear.