This is part 1 of a 2 part post. Performance Improvement Plan for Leadership
Marshall Goldsmith, a renowned leadership coach and author, offers a compelling perspective on how successful people can achieve continuous improvement. In his book “,” Goldsmith emphasizes that the very behaviors that contributed to one’s current success might become obstacles to future growth. He posits that self-awareness, feedback, and behavioral change are crucial for continued success.
Goldsmith’s approach begins with the recognition that successful individuals often have blind spots. These blind spots can prevent them from seeing areas where they need to improve. By actively seeking feedback from colleagues, peers, and mentors, successful people can gain valuable insights into their performance and behavior.
One of Goldsmith’s key concepts is “feedforward,” which focuses on future possibilities rather than past mistakes. This positive approach encourages individuals to ask others for suggestions on how they can improve in specific areas, fostering a culture of growth and development.
Additionally, Goldsmith highlights the importance of humility and the willingness to change. Even the most accomplished leaders must demonstrate the courage to admit their shortcomings and the humility to learn from others. This mindset shift is essential for breaking through the plateau of success and achieving new levels of performance.
Disciplined execution of new behaviors is another cornerstone of Goldsmith’s philosophy. By consistently applying feedback and making incremental changes, successful people can create lasting improvements in their leadership and personal effectiveness.
To create a sample performance plan for leadership from Marshall Goldsmith’s perspective on how successful people get better revolves around self-awareness, feedback, humility, and disciplined execution. By embracing these principles, leaders can continue to grow and thrive in their careers.
Here is a Self-Assessment, nine questions gauged to help leaders see if there are blind spots that may be holding them back .
1. How many times in the past month have you asked anyone for feedback on something you did?
2. How many times in the past month have you asked anyone for suggestions on how to improve something?
3. How often would others say you listen well?
4. How frequently do you say “thank you” when others give you feedback or suggestions?
5. How often do you think about the costs and benefits of your actions/behavior before implementing?
6. How often would others say you are defensive when you respond to their feedback or suggestions?
7. How many people would say they are actively involved in helping you improve and have been recognized for it?
8. How effective have you been in changing your behavior as a leader?
9. To what extent would others describe you as following-up with them on your efforts to improve as a leader?
How about the leaders that work for you? Check out this assessment.
https://lnkd.in/gCa7Fse5