Before we dive into this corporate training program, let’s first look at leadership on a more personal level in terms of your own experiences with leaders. Let’s start this by doing a quick activity together.
Take a minute and conjure up a very clear image of the very Worst LEADER you have ever had or witnessed in your career. As you do this, think to yourself:
Now, take another minute and think about the Best LEADER you have experienced in your careers. Once again, try to remember the things they did, how you felt as a result and how you and your teammates performed as a result.
Do you think your worst boss would have ever imagined, as you read this blog years later, that an image of their face would pop up in your mind?
Most likely not. Chances are, they were unaware (or just plainly did not care!) about what their team thought of them. Poor leaders are known thwart and disregard feedback. This lack of self-awareness blinded his or her ability to see the negative impact they were having on their subordinates.
On the other hand, when you think about your best leaders, how many of them do you think might have had an idea that their image would come to mind when you were asked about your best leaders? Most likely all.
Which category do you think you will fall into in the future? More importantly, how can you have an impact on which category you will fall into?
A key insight taught in our leadership corporate training programs is this: one of the first steps in developing yourself as a leader is to get information about where you currently stand by asking for FEEDBACK. This insight in invaluable in helping you discover where your strengths lie, and uncover any potential gaps and opportunity for development.
The best source of information about your strengths and areas for development is feedback.
The model below is one which should make a regular appearance in any leadership corporate training program.
When you receive feedback from anyone whether it is a co-worker, manager, spouse, friend or significant other, it falls into one of the following four categories, each of which are a function of two dimensions: effectiveness and expectation.
Remember - When we get genuine feedback from others, it is a gift. Take this feedback and use it to reevaluate yourself.
We have talked a lot about feedback in this blog. Mostly, we have talked about the importance of being open to and acting on feedback as a hallmark of great leadership.
The other side of the coin is GIVING feedback. The SpARC Feedback Model provides a useful framework for giving both positive feedback and feedback for improvement. Our training consultants have taught the SpARC Model in countless corporate training programs across the world. Learn how some of the greatest leaders effectively apply this model to coach and assess.