Bill Nelson

This month's question is:

As a leader what are the signs I should look for from someone when I am working toward their development?

Great question.   However, that is very difficult to answer as there are many variances, influences and distractions that need to be considered but generally here are some key observations points:

1. Interest


In what is possible?
In what is being proposed?
In the result it might bring?
In what they could become?
In the possible recognition?

2. Inquiry


Do they want to know more?
Do they want to understand what is being proposed?
Do they want to know what the level of commitment might be?
Do they want to understand the process involved?
Do they want to know what the new learning might be?
Do they want to know what to expect from the process, from you, from themselves?

3. Questioning


Do they ask Why?

Why do they ask Why?

Do they want to understand:
Relevance?
Purpose?
Reason?
Merit?

They often ask why so they have greater levels of clarity and not to dispute its validity! (Think of your kids on the drive to a holiday destination?)

4. Toe in the water


Are they testing your leadership?
Are they testing new beliefs?
Are they testing new relationships?
Are they testing the new learning?
Are they testing the relevance of what they have learned?
Are they cautiously following what they have been shown?
Are they testing their levels of self confidence?
Are they stretching their own boundaries?

5. Confidence


In themselves?
in the concept?
In the hope that it might deliver an improved result?
In your leadership?
In the process that has been developed and communicated?
In their ability to take the first step?
In the response of others?

6. Identification


Of people to help them
What needs to be done
Of appropriate timelines
Of potential opportunities

Of possible constraints:
Physical
Technical
Personal
Marketplace

Of the risks involved
Of the available rewards
Of what the purpose

7. Constraint


Will they attempt to the point when:
It gets too hard?
They don't know what to do next?
To the point of failure?
All the way?

8. Action


Their action is more pronounced.
Their action has sense of purpose.
Their action shows little or no fear.
Their actions shows they are not put off by the fact that they might not succeed.

9. Change


Attitude
Behaviour
Approach
Belief
Action

10. Measurement


What are the areas they will measure to determine if this is worth pursuing or not?
Is it the time it will take?
Is it the result it will bring?
Is it the   acceptance by others?
Is it the profile it will raise?
Is it the disruption it will cause?

When looking at what they are measuring you need to know are they measuring to help them pursue the goal or are they measuring to convince themselves not to pursue the goal. In the end most people look for statistics, facts or evidence to support what they want to do not necessarily what they can do.

11. Adjustment


Can they see the results objectively enough to know what adjustment need to be made?
Are they open minded enough to see what should happen next?
Are they prepared to make the adjustments they have identified?
What could hold them back from making the adjustment?

As I said at the very beginning there are many different considerations when you are working to develop, change improve, help and guide someone.

In my experience though the most important areas to observe and understand is - what does their thinking actions and response tell you'. Hence the points above.

So watch and learn and then use that information to help you help them. and as you do remember.

The Journey Continues!