Digital leaders are life-long learners with a thirst for knowledge, insight, and wisdom.
We should never stand still and need to practice our learning much like doing exercise periodically. All of us have talent, so build on the talent you have, seek to be apart from the crowd and set your own bar, preparation builds positive outcomes, practice daily and set demanding goals, remain coachable, do not let ego drive the outcome, your personal character will, in the end, drive your performances, your relationships, your accountabilities, and enable a team's attitude to all you do each day.
Digital leaders are life time learner with a thirst for knowledge, insight, and wisdom. The 'professional development’ is based on both the learning attitude and methodologies. You need to both learn from similar-minded mentors and the opposite minds as well: to read, listen and associate with those who think and act the way you want to be and share the learning. People also learn most effectively through opposites. If you have experienced first hand the impact of mismanagement, you will be less likely to make those mistakes yourself especially if you take advantage of the experience to studiously analyze where it is failing and why. Conversely, when you have a great manager you are less likely to analyze that carefully because you're just happy at the moment. In any case, learning is always a journey rather than a destination, and this is one "training" where you get paid to learn about yourself rather than paying for the privilege. As always, it’s all about perspective.
Learning from hard lessons or bitter life experience. While suffocation is not the ideal environment, as a professional, we can learn to use every negative situation to our advantage. Working through this kind of situation can teach us a lot about ourselves and build our confidence rather than breaking it down. Learning from other people’s experience as well. Watch great leaders around you and that doesn't necessarily mean high profile leaders. Leadership has a lot to do with confidence and experiences are a very powerful teacher.
Build a culture of learning in the organization: Leaders not only learn themselves but also advocate a culture of learning. They need to be innovative and really consider where there are value and real learning within an organization. Coach, mentoring, on the job hands-on experience are the best forms of learning. Shift the focus from formal learning and look more to placing structure around the informal learning. It doesn’t mean the formal learning programs are not worth pursuing, just that the greater value-add training is probably in other areas. Make your employees aware that this is the approach you are taking. It is about recognizing the experience you have in the organizations and having a mind shift about what is valuable. Every new situation presents a unique set of problems to solve, to require a different approach no matter how slight from other situations. There is no doubt that leaders or managers use some common processes that are transferable across many situations, but taking a creative approach to dealing with this issue is helpful.
From a business perspective, organizations not only need good managers to take care of today’s business; but also have to grow the future leaders to leapfrog their companies for long-term prosperity. Leadership development has to be integrated with all other policies and procedures, also create a working environment in which the growth minds get encouraged, innovations get inspired. Positive energy flows around, both individuals and organization as a whole practice autonomy, discover purpose, and achieve its higher level maturity.