Are you using a leadership development plan that follows the 70-20-10 model?
Esteemed leadership coach, and frequent Vistage speaker, shared some insights for Vistage leaders in a recent interview. You can read the conversation in full, or I’ve called out some highlights below to get you started.
You can also watch a new webinar recording to get more insights on bringing the 7 steps into your corporate culture.
Excerpts from the Vistage employee development article “What’s missing from your leadership development plan?”
When coaching CEOs on creating a leadership development plan, Eigenbrod notices that many confuse learning for development. But the core of each is different — and development is far scarier.
“Learning is about what I know, development is about who I am,” Eigenbrod says. “Learning changes what I know, development changes who I am. When it comes to development, we’re never done. It’s going to push me up against my boundaries as a human, which unleashes anxiety. Anxiety is my organism’s response to any threat to my status quo.”
“When we believe we’re finished developing, that’s not good for anybody around us,” Eigenbrod says.
Eigenbrod cites work by the Center for Creative Leadership, which found that most leaders said that their greatest leadership lessons came amid life’s hardest moments. These are moments when leaders knew that the stakes were high, Eigenbrod says, when they felt anxious, uncomfortable, and weren’t sure if they could make a difference.
7 steps for CEOs to refresh their leadership strategy
1. Strategy determines the direction
2. Plans need to move beyond training
3. Plans must be specific
4. Executives must climb aboard
5. Executives have to develop themselves
6. What’s the plan?
7. Using leadership to mature as a human
Vistage Austin with 200 members and 17 peer advisory groups are making a difference one member at a time. Please reach out to me if you would like to know more.
Austin Vistage | Ed Stillman 