In his fantastic book “The Art of Possibility,” Benjamin Zander shares his idea of giving an “A” to students at the beginning of a training programme. Students are asked to write a letter to themselves, describing how they will earn that “A”.
I’ve been thinking about this idea a little differently. To consider not so much how to achieve an “A”, (which can be against someone else’s frame of reference or definition of success, for example a particular job title or qualification), but to find out where you can be more innately an “A”.
With this approach you will need to think more about what sort of role could bring out the very best of your talents and qualities. It’s about searching for a role or opportunity where you are able to more genuinely, effortlessly excel.
For me, although I have sometimes been slightly reluctant to own the truth of this (!), my career journey has been to discover it is always the Learning & Development roles that work best for me.
Early on, as part of my first degree in Physics, I learnt that a scientific role was not going to be right for me. Similarly the Merger & Acquisition or Venture Capital roles that I thought I should have after my MBA were not for me.
I found that I was better off engaging with behaviour change, business re-engineering and then really started to fly with people development when in corporate roles.
With my corporate experience, it did not become my path to develop into a Head of Department or a Director in a large organisation. Instead I preferred to set up my own business after having children.
In recent years, my niche, i.e. where I am at my best, has developed into more of a specialist or expert role, working closely alongside a client department or team. Typically I am helping the organisation to create something which hasn’t been done before.
Finding where you are an “A” is a gift which gives on giving.
Although there are challenges of peaks and troughs with this work pattern, I am usually happiest, most satisfied and energised when I am starting something new.
As a Learning & Development professional, I have increasingly worked with many different organisations, sectors, countries and cultures. I have adapted my work and skills to use different technologies, created blended learning solutions and the feedback is that I continue to become more and more impactful at what I do.
So why is this important, and how does it relate to you?
I’m going to describe a 360 feedback tool which you too might find useful in determining where you are an “A”.
Currently I am running an eight month leadership development programme for a cohort of 12 senior managers in a rail organisation. This month I have asked them to conduct a 360 degree feedback exercise.
It’s a different concept from more typical 360 exercises, which are often on-line and anonymous.
Here I ask the participants to book eight face to face (virtual if need be) meetings, and to ask three main questions. The eight conversations should collect feedback from a range of perspectives, for example, more senior, peers and direct reports. As it is a conversation, participants can follow what they find interesting, and ask for more detail to clarify understanding.
The three questions are:
- Where do I already excel? What are the qualities that I need to keep, to make progress with my career?
- What do I need to add in and/or do more of to be successful with my career?
- What do I need to change or adapt to meet the expectations of key stakeholders with my future career progression?
I encourage participants to ask for a minimum of three answers for Question 1. Why? Because this relates to their strengths, and this approach can feel countercultural to organisational norms.
However, it is the juice to really progress a career and find the sweet spot of what the organisation needs and what you can offer.
Question 2 is a more subtle, and more comfortable way, of asking about weaknesses. These must not be ignored, particularly if they are business critical.
If we ask for as many weaknesses as strengths, they balance out, which does not help us move forward. Hence encouraging participants to ask for at least three answers to Question 1!
Question 3 is important because it helps participants understand the additional expectations of a more senior role, for example to be more strategic or collaborative, and to use this knowledge to start developing these capabilities from today.
From previous programmes, I know that investing time in a face to face 360 degree feedback exercise like this can be career changing.
It has empowered participants to change their career direction, based on their strengths. It has allowed participants to look at something in a completely new way, because, quite honestly, it feels less of a risk when you know what you bring and where others see you are an “A” too.
Best of all, participants can be offered ideas they might never have thought of for themselves.
Are you stuck in a rut?
Might it benefit you to shift to “Where might I excel; where might I be an “A” too?”
With this approach you can conduct your own 360 feedback exercise to inform your career direction.
Get in touch if you would like to find out more about how this could work for you!
Gill How is an internationally recognised Leadership Developer designing and delivering programmes globally which enable senior managers, executives and professionals step into their strategic leadership capability and stretch their strengths. She is a Fellow of the Association for Coaching, a Team Facilitator and Strengths Expert. She has founded an EDI Bookclub+ to which ALL are welcome. If she can help you in developing the potential of the professionals and leaders in your organisation, get in touch:
“Gill is simply a coach to have. Her style is unique to her, her knowledge and personality grabbed me. Gill and I met during Women in Transport Lead programme that she co-delivered. Her passion and willingness to share was shining through the programme. I hope to stay in touch with Gill as she is the person you want to have in your network. Highly recommend.”
Sara Czechowicz, Operations Project Manager for Europe People & Places Solutions, Jacobs
Photo Credits: Pexels
