• Scott Hackman

Grow Yourself, Grow Your Business through Self Leadership Development

Updated: Mar 8

Self leadership development is at the core of what we do, whether we are providing executive coaching or facilitating a leadership development workshop. It’s usually interpersonal issues, such as our reactions to situations and how we view ourselves, which causes us to become stuck. The self is under more pressure today than ever before. The boundaries between what we do in work and what we do in life have never been so open to change.

In order to grow personally or professionally, we must be willing to take a hard look at ourselves, acknowledge our weaknesses, and do what it takes to grow.

A growth mindset is essential to personal leadership development, reminding us that we are not there yet. We have not arrived and each challenge provides real insights into our growth.

We cannot grow ourselves, support others’ growth and improve our leadership skills if we are unwilling to take ownership and accountability of our personal responsibilities. Once we are aware of our responsibilities and identify who we want to become, we can chart a course to become that person in our professional lives. If we do not set an intention for who we want to become we will become someone that is shaped by the reactions to people, places and things. In fact, we limit not only our own potential but also that of our company or employer.

What is self leadership?

“Self-leadership is the awareness of who you are and what you can do and how this impacts your communication, presence, and behavior with others.” – adapted from Andrew Bryant

Self leadership is a hallmark of high performance and it generates results. Self leadership is accepting that you will constantly be working on yourself. If this is true, then choose who you want to become. Find someone modeling those behaviors in their job, and learn how to contribute who you are to that work.

Why is self leadership important?

Strong self leaders are better equipped to create an environment for organizational health. A healthy organization attracts, hires, trains, develops, and retains the best talent. High performing employees are key to scaling and growing a business.

As a leader, you impact how your organization behaves. By taking the time to work on yourself and improve your leadership skills, you will also give back to those in your organization. It’s leading by example because organizations don’t change unless their employees do. People change themselves through personal development and in doing so can have a positive impact on the relationship systems of the organizations they work and live within.

Self leadership in action

Here are two case studies where executives in a mid-to-large size company were willing to take small steps to improve their self leadership through coaching. The results? A large impact on the performance of their team.

As we met 1:1 with the executives, it became clear they were unaware that their leadership styles were affecting their teams. Fortunately, they were open to feedback and committed to change. Here’s what happened:

Executive #1

Before Leadership Development Coaching: Executive #1 was self-aware and had a high motivation to achieve results; however, in his focus on achievement, he was not open to feedback or ideas from others.

After Leadership Development Coaching: Executive #1 set a goal to be ‘more approachable’ while trying to improve quality scores within his department. He built better relationships with his team and saw markedly improved quality scores.

Executive #2

Before Leadership Development Coaching: Executive #2 was good at problem solving and took an active role in solving problems on her team; however, the same problems continued to crop up, over and over.

After Leadership Development Coaching: Executive #2 recognized that her involvement in the problem solving didn’t address the issue at the managerial level where it occurred, which is why the problems continued to arise. She trained in facilitation and implemented a coaching approach to encourage the team to find solutions. This change in her self-regulation kept her from becoming overly involved in problem-solving and allowed the team to produce better solutions.

By simply becoming aware of their shortcomings, and being willing to deal with them, these two executives improved the outcomes on their teams drastically. This is self leadership in action.

To learn more about the skills required to grow, study Growth Mindset by Carol Dweck or Emotional Intelligence by Daniel Goleman.

Connect with us

Are you interested in self leadership training or leadership development coaching? Our team can help you assess and improve your self leadership skills. Simply fill-out our Leadership Development form to begin the conversation!

Copyright @2023 All rights reserved.