In his book Primal Leadership, emotional intelligence expert Daniel Goleman says it like this:
The crux of leadership development that works is self-directed learning; intentionally developing or strengthening an aspect of who you are or who you want to be.
Almost every study confirms it. The ongoing effectiveness of every leader is dependent on his or her commitment to keep growing. And the most important growth steps we make as emerging leaders are the ones that we direct. There is no substitute for self-directed learning.
Steve Moore in his article on Leadership Development offers several suggestions in this regard.
Practical Implications for Leaders
1. Accept personal responsibility for your continued development as a leader. If you are not growing, it is not your supervisor’s fault; it is not your team’s fault. Don’t become dependent on others; no one else can hold back your developmental journey.
2. Nurture all three motivational triggers for self-directed learning: curiosity, capacity and destiny. Cultivate curiosity-based learning by continuing to explore uncharted waters. Retrieve the spontaneity of your childlike desire to learn. Capacity-based motivation arises from your God-given abilities/talents. We tend to like what we are good at and are good at what we like. Develop this capacity through structured activities.
Lastly, embrace your destiny and pursue the life-dreams God has put in your heart. As we grow, curiosity and capacity based learning gives way to destiny-rooted learning. Life long self-directed learners tap into a sense of purpose, a greater cause or a life-dream that serves as an inner source of motivation to keep growing and developing.
3. Affirm self-directed learning in the leaders around you. When members of your team express interest or potential in a given area, actively encourage them to pursue it. Create space for them and provide assistance whenever possible. (Source: Tim Elmore’s Leadership Email. Subscribe at www.growingleaders.com)