The first step I took when being placed in a vice president role was to look for a coach. I wanted someone that could guide me in transitioning to this role and to be sure I was not falling into what was comfortable and continue to perform as a director. I learned how I needed to grow my resiliency and to depend less on external validation and more on my own informed decision-making. Ironically, the higher you go in the level of responsibility it seems to me the less direction and support you receive. It is up to you to grow in self-awareness, humility and vulnerability while maintaining your confidence and growing in your business acumen. It is also critical to accept you do not know everything and do not need to, but you do need to never stop the willingness to listen and learn.
In my role at Spectup, personal development is crucial, not just for my growth but for setting a standard for the team. One approach I’ve found effective is actively seeking feedback from peers, mentors, and even team members. Regular 360-degree feedback sessions have been instrumental in identifying areas for improvement and strengths to build upon. A specific example comes to mind: early in my leadership tenure, I received feedback that my communication style, though clear, sometimes lacked emotional connection. It was a tough pill to swallow, but I took it seriously. I enrolled in a leadership communication workshop and started practicing more empathetic listening and storytelling techniques. One time, during a particularly challenging project, I applied these new skills by sharing a personal story about a past failure and the lessons learned. This not only humanized me to the team but also encouraged open dialogue about their own challenges and fears. The result was a noticeable increase in team cohesion and trust, which translated into better collaboration and project outcomes. Personal development is an ongoing journey, and embracing feedback as a tool for growth has been a game-changer in my leadership approach.
One specific example of how I approach personal development within my leadership role is to set clear benchmarks for myself using competency assessments. Competency assessments measure my knowledge, skills, abilities, behavior, and personal attributes - and how they relate to how well I can do my job. Competencies demonstrate not just what I can do, but how I do it, reflecting both my capabilities and my approach to work. By taking a competency assessment periodically, I can pinpoint the exact areas where I can improve. This helps me streamline my own training and development, and invest resources exactly where I need it. It's so interesting and rewarding to go back over old results from previous competency assessments and see how I've improved!
One of the biggest things to understand about developing yourself as a V-level leader is that it will most likely need to be self-driven rather than be an opportunity presented to you by the organization. The C-suite will typically assume you've got what you need to be at your level, and most organization's internal leadership programs are aimed at people who are earlier in their leadership journey. My suggestion would be to find a leadership coach whose style and approach resonates with you, and commit to working with them for a minimum of 6 months so you can make some significant progress with whatever your goals are. Work with that coach to define your goals, benchmarks, and what success would look like for each goal, then continue your collaboration with that coach to see you through to the finish line on each of your goals. While most organizations don't proactively think to give their V-level execs leadership training or support, most of my clients have found that many organizations will gladly grant you professional development funds to pay for leadership coaching if you make a compelling business case about how this will add value to you, your team, and the organization. You deserve to keep growing and expanding your leadership abilities just as much as you did earlier in your career...you typically just need to ask for it proactively to make it a reality.
I truly believe in the power of continuous mentorship regardless of one's role within the company. We firmly stand by the notion that ongoing learning is key to upskilling individuals and cultivating confident leaders within our organization. An example of this commitment is seen in how we encourage our team members to take on new challenges, embrace innovative ideas, and push their boundaries to grow both personally and professionally.
I approach personal development as a continuous process that involves customary learning, self-reflection and goal setting. I often attend meetings to stay updated about the developments taking place in my organisation, seeking feedback from my team members to identify areas for improvement and develop strategies to address them. For instance, I have set aside time to research market trends, consistently browse the web for viral marketing strategies and participate in such activities to create brand awareness. I constantly look forward to participating in events and upgrading myself by enrolling in online courses. This lends me hands-on training experience on niche software tools that I implement to multiply the day-to-day productivity of my team. Ultimately being proactive and open-minded while staying committed to continuous growth has assisted me in outgrowing myself as an efficient leader in the corporate landscape.
At PanTerra Networks, we recognize that continuous learning is vital for leadership success. One way I approach personal development is by partnering with a business coach. This ongoing partnership helps me identify areas for growth, whether it's refining my communication style or strengthening strategic thinking. We establish a clear development plan together, and my coach keeps me accountable for making progress. Regularly meeting with my coach allows us to discuss progress, adjust the plan as needed, and ensure I’m on track to achieve my leadership goals.
As a CEO of Startup House, I believe personal development is key to effective leadership. One way I approach this is by constantly seeking feedback from my team and mentors to identify areas for growth. For example, I once received feedback that I needed to improve my communication skills during high-pressure situations. I took this to heart and enrolled in a public speaking course, which not only helped me become a better communicator but also boosted my confidence in leading my team through challenging times. Remember, personal development is a journey, not a destination, so always be open to learning and growing as a leader.
As a V-level executive, I prioritize personal development by embracing continuous learning. One actionable approach is setting aside dedicated time each week for self-reflection and skill enhancement. For instance, I once committed to mastering negotiation techniques by attending workshops and seeking mentorship from seasoned negotiators. This proactive approach not only improved my leadership abilities but also fostered a culture of growth within my team.
When it comes to personal development in my leadership role, I believe in the continuous pursuit of learning and self-improvement. For me, it's essential to stay curious and open-minded. This means not only keeping up with industry trends and innovations but also seeking feedback from my team and peers. I regularly participate in leadership workshops and read extensively on diverse topics that can enhance my perspective and decision-making skills. A specific example that comes to mind is when I decided to take a course on emotional intelligence. I realized that while I was strong in strategic thinking and execution, I could improve on understanding and managing my emotions and those of my team members. The course provided valuable insights and tools that helped me become more empathetic and communicative. As a result, I've noticed a positive shift in team dynamics and a more cohesive, motivated workplace culture. This experience reinforced my belief in the importance of personal growth as a continuous journey that directly impacts the effectiveness of my leadership.
Leaders should try and establish good connections with team members and stakeholders. The focus should be on cooperation and effective collaboration even if the situation is bad. Make sure your team works together and not in silos. Effective collaboration with different team members can help you achieve impossible things with ease. Few examples will show you how: 1. Be a good listener, get to know your team members on a personal level through out of office meet-ups - Make them realise you value them as people and not just employees. 2. Appreciate small wins with an ice-cream - So team members feel encouraged and work harder to accomplish more. Over the years this has made me more approachable as a leader. Trust me, this solves 95% of your problems at work. "Because working is nothing but dealing with people 90% of the time".