Getting The Most Impact From The Weekly Intention!
12.01.12 | Posted in Weekly Intention
The Weekly Intention is a focused, “intentional” process designed to provide a high impact, yet concise discussion about leadership and how you can develop, grow and use certain competencies, ideas and strategies for becoming an UnCommon Leader.
Here’s how this blog post can be used to maximize your growth as a leader:
Intentionality is one of the most common social and emotional intelligence competencies that I see missing with the executives that I coach. Hence the name Weekly Intention.
Most leaders have arrived at a certain level of competence and success that has been, in fact, driven by certain Intentions. However, maybe they don’t realize that specific competency or would use that label. But, any successful accomplishment was driven by Intention. This is what happens when we set a goal, create a plan and execute the plan to achieve the goal. You get INTENTIONAL about what you want, how you get there, how you measure progress, and in achieving your desired goal. At some point, a leader may stall out and stop progressing. Maybe the pressures of the job or at home are so intense the person is just getting by. That’s where the Weekly Intention process can help a leader take a step back and recognize where some of the current gaps are in their leadership skills and commit to this process.
Here’s an example to help explain what we’ll be doing together in the coming months.
A person makes the decision to become a better communicator and sets out to find how they can accomplish that goal. The process we’re going to suggest is as follows:
First, measure a starting point of how competent they are in being an effective communicator. The method I use is called the “1 to 10 scale.” In the above example, as their coach I would ask, “With 1 being someone who can’t communicate and articulate an effective message and 10 being the greatest communicator on the planet, where would you place yourself on the scale?” And, if it’s possible ask your boss, your subordinates, your spouse or a peer to provide that same rating. This will give them a check and balance between their perception of their capabilities and what others may see. In our example, let’s say they established a rating of 4: somewhat effective, but with a lot of room for improvement. Here’s a reference for how a person can use the 1 to 10 scale.
1 to 10 scale identifiers:
1 thru 3 – very little on no competence
4 thru 6 – somewhat competent to competent
7 thru 9 – very competent and close to Mastery
10 – Master or Expert in the competence
Now it’s time to determine how they improve that Intention. Their research showed (and the Weekly Intention will provide resource references to assist with the research) that two tried and proven methods are to join a Toastmasters Club and commit to the Competent Toastmaster process or sign up for a Dale Carnegie course. They also begin to look for opportunities to speak and communicate outside of their normal day-to-day activities to practice the new skills and confidence.
The process we’ll guide you on is based on the neuro-leadership concept called ARIA: Awareness, Reflection, Insight and Action. They became Aware through some means that they were lacking in a significant competency called effective communication. That Awareness caused them to pay more attention to others that were effective communicators, which caused even more Awareness of their “gap.”
Their Reflection of that Awareness caused them to also evaluate the impact of this missing competency on their growth as a leader, and how powerful it would be to commit to the process of becoming a great communicator. They then obtained Insight by investigating and discovering how others had learned to become highly effective communicators. And, they realized by this Insight just how many opportunities they had missed by lacking this competency. The first three steps then created the energy and initiative for them to take Action and begin the journey.
That’s the process and I’ll be your guide. Each week I’ll write about an area of growth for you as a leader. I’ll ask some questions driven by the ARIA model. I’ll provide resource references to help you dig deeper into information to assist you on your journey. From that process, then you can make a decision as to exactly what you’re willing to commit to.
There’s an interesting twist to this process that may happen along this journey. I see this quite often in my coaching leaders. You may do the evaluation on the 1 to 10 scale, get validation from external sources and realize you have more of a strength in that area than you realized. It’s amazing to me how many times I see leaders with strengths that are seen by others that they don’t see for themselves. So, maybe the journey to become an UnCommon Leader isn’t as far away as you thought!
Think about it. Every week I’ll be publishing a new Weekly Intention. That’s 52 opportunities in the next year to grow as a leader! You won’t need to address each of these because, as I referenced above, you may already have competency in that area. But, let’s say, over time, you choose 10 or 12 or even half of the items covered. Think where you will be as a leader in 12 months!
Thank you for joining me on the journey to make a difference by becoming an UnCommon Leader. I am honored to be on this journey with you!
Onward & Upward!