One of the biggest findings of the study was, contrary to the negativity, leadership development really does work: 82 percent of managers, peers and direct reports of people trained cited higher frequency of observed positive leadership behaviors among leaders after they had completed development courses.
Time and again, the research shows that investing into the people of our organizations pays dividends from happier employees, stronger organizational culture, happier customers, to higher profits, and long-term sustainability. Yet, either we don’t ever get around to investing in the people we lead or it is the first thing that is cut if we get busy or try to cut costs.
I have enjoyed learning more about the different types of personalities and how we interact with one another. For example, I am an INTJ (see infographic and article below) and a DC on the DiSC assessment. Knowing that has helped me to become more self-aware and especially in regard to how I impact the people around me. That knowledge has also helped me to see what used to be blind spots in my life so that I can grow and become better. Knowing your “type” can also help you in your career choices.
This is an excellent article from Harvard Business Review that illustrates how important it is for you to take responsibility for your career and job security. Here are the first two paragraphs from the article:
Mark was a survivor. Until he was fired in 2012, six months shy of his 50thbirthday, he’d done everything right — rising through the ranks of the book publishing industry, from editorial assistant to associate editor to senior editor, then into management as an editor-in-chief. But as e-books and Amazon destabilized the industry, and waves of consolidation contracted available jobs, Mark (not his real name) admits today that he hadn’t “paid attention to the writing on the wall.” He confessed that he’d spent the 18 months prior to being fired living in denial as his team was reorganized. “Despite that,” he says, “I clung to my job rather than start thinking about how to leave. At that point, I couldn’t conceive of a life outside of the confines of corporate publishing, of not being at the center of the club I’d been a part of — and a star in — since the age of 21.”
Mark’s story is a cautionary tale for us all. In my experience, Mark’s kind of wishful thinking — that things will sort themselves out on their own — rarely works out. Not taking action has costs that can be as consequential as taking risks; it’s simply less natural to calculate and pay attention to the “what-ifs” of inaction. In today’s marketplace, where jobs and job categories are being destroyed and invented at an accelerating rate, I’d argue that the riskiest move one can make is to assume that your industry or job is secure. Just ask former employees of Countrywide, British Petroleum, or Newsweek if you doubt me. Former Chief Talent Officer of Netflix, Patty McCord, says that companies should stop lying to people about their job security, because there’s simply no such thing.
You have to be actively managing your career and not leave that to others – in the nonprofit world just as much as in the for profit world.