As leaders, sometimes we have to put ourselves under the microscope and analyze our behavior and qualities. Unfortunately, when most of us do that, we focus on the flaws, the things that we see that need improvement. Sometimes, it’s superficial. We would like a smaller nose or less gray hair. Want to lose a few pounds or tighten up some wrinkles.
What I am talking about today is the other stuff. The inner stuff. Our behaviors and performance. Again, we are so quick to home in on our weaknesses.
While it is always good practice to notice where we can improve, we should at least balance that view with an acknowledgement of our potential. We should be actively searching for those things we are doing well, and that we could enhance even further. That applies whether we are in corporate leadership, executive leadership or organizational leadership of any kind.
While this is important for us personally, it is equally (if not more) important for us to adjust our focus and view of the people we lead. After all, it’s easy to find flaws in people because everyone has them.
However, I want you to think about how much more effective you will be in developing others through coaching and mentoring when you are focusing on their potential rather than their flaws.
Leadership to-do: Spend 5-10 minutes making a list of the strengths and potentials of each of your team members. Then schedule time to give them that feedback. It will be the most powerful thing you can do today, and when that feedback is genuine and authentic, it will be a tremendous investment in those people.
Don’t stop with those you lead, do it for the most important people in your life as well.