Our experience brings us to a simple but troubling truth: Most bosses reach a level of proficiency and stop there—short of what they could and should be. Organizations usually have a few great managers, some capable ones, a horde of mediocre ones, some poor ones, and some awful ones. (Harvard Business Review, 2011) The great majority of people are well intentioned, smart, accomplished individuals. Many progress but too many derail and fail to live up to their potential. Why? Because they stop working on themselves!
Managers rarely ask themselves, “How am I doing?” and “Do I need to improve?” …unless they’re shocked into it! When did you last ask these questions? “On the spectrum of great to awful bosses, where do I fall?” “Am I good enough?” “This may be a great opportunity, but am I ready?”
Most organizations offer their managers minimal support and training and rarely encourage them to improve. Few expect more of their leaders than short-term results, which by themselves don’t necessarily indicate real management skill. Setting goals is only the first half of what’s required. You also need to know where you are on your journey and what you must do to make progress.
Ask for feedback. Typically, the higher you are in an organization, the less performance feedback you get. When we do a 360º feedback assessment with leaders, they learn their strengths and opportunities for improvement. To grow you need more than one stimulus. You need work experience. You need training and you need to intentionally change and grow, even if it is uncomfortable in the short run. Set personal goals. Get coaching. Take advantage of training programs. Create a network of trusted advisers, including role models and mentors. Making the effort isn’t easy…but definitely rewarding. So get to work!