I was recently coaching a client who had been identified by his organization as a top performer. During our first call, we talked about the things he initially wanted to focus on for his professional growth and development.
In short order, the client mentioned five large development goals—and my sense was that he could have easily doubled that list if I had given him an extra minute or two.
This didn’t surprise me—my experience has been that if asked, most leaders can identify a laundry list of development goals for themselves.
What I’ve learned, though, is that for leadership development to be most effective it’s better to focus on only one or two objectives at a time—to gather, versus scatter, our forces when establishing a learning focus.
Biting Off the Right Amount
Developing a new behavior takes time, energy, and practice—and it’s often a trial and error process. If your…
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