Positioning – Assessment – Potential analysis
Develop yourself or be developed? "What's the point of asking?" you might say. The main thing is that development happens, right? But the meaning goes a little deeper... You can send a leader numerous development programs, provide coaching, integrate them into mentoring systems, and so on. Remarkable development can happen – or it may not!
This suggests that a person must develop themselves, but this requires the will to do so. We all know that there are people who can be described as resistant to development because, as we all know, humans are creatures of habit. Accordingly, it can be upsetting when someone snaps at you, saying, "You know I'm difficult..." Here, we are already in the realm of ignorance.
Desire to develop and the right environment
Then there are the others. Those who soak up everything like a sponge. They skillfully use every bit of help they get and achieve such an impressive learning curve that it's astonishing. Their ability and willingness to develop work together to achieve great things. Talent, motivation, consistency, and the ability to reflect critically on oneself—that's the combination for success. Now, the person hungry for development just needs the right environment in which to learn ideally. The challenges must be right, then they can get started.
Here is an important point that can be used to initiate development by another person: an assessment by a professional, an evaluation or a potential analysis that highlights individual opportunities and limitations. Why can't you just ask a good friend, your boss, or a sympathetic colleague? Quite simply: firstly, they usually don't have the necessary expertise, and secondly, the feedback is unlikely to be completely "honest." After all, you still have to live with each other...
Analyze skills and potential
However, a specialized independent consultant who systematically analyzes skills, personality traits, competencies, and potential can be of tremendous help to individuals who are eager to develop. They hold up a "development mirror," so to speak, and integrate all aspects into a coherent overall picture. From this, constructive lines of development and an individualized program for further development can be derived—essentially a "turbo boost" for personal skills.
Such a conversation should be preceded by an assessment of personality traits—for example, using the Leadership Excellence Report developed by the Grundl Leadership Institute and profilingvalues. In addition, trust is necessary for such an exchange. You have to be willing to open up about yourself. Both participants in the conversation need to be sensitive and careful in addressing challenging questions in an unbiased manner, analyzing life situations, identifying general difficulties, and appropriately classifying outstanding strengths. But it's worth it! The consultant's verbal feedback also competently reflects personal aspects and confidential issues. The written report provides a clear analysis with the opening up of concrete possibilities and measures.
From "you" to "I"
Over the past 20 years, I have had the privilege of conducting more than 5,000 such assessments. I am very grateful for this, because not only have I learned a great deal myself, but I have also found it extremely meaningful. Helping someone discover and develop their personal potential—what could be better! Countless times, I have received sincere thanks and feedback that this was an excellent investment.
By the way, it's never too late for that. It's often very lonely at the top of the hierarchy. The experience accumulated over many years can be put to good use in high-level sparring in order to make meaningful personal adjustments. So we not only develop ourselves, but ultimately come to the "I" via the "you." To this end, it is extremely helpful to take stock of where you are. Here and now. Become the best you can be.
Yours, Uli Vogel
Image source: © geralt Pixabay
