Here’s our dilemma: On the one hand, none of us want to be micromanaged (or necessarily even managed). On the other hand, the demands of the knowledge worker world require professional development in order to keep pace with the needs of our organizations. The illusion that we’re everything we need to be already and know what we need to know already is just that; an illusion. In order to really make a difference in the organizations we play in we’ll all have to be on a personal development track. So how’s your’s doing? Your personal development track? You know…the one that you don’t want anyone telling you how to do?
In yesterday’s snippet from The Daily Drucker there was a really helpful set of questions that could form the beginning of your own personal development track. Here they are:
- Who am I?
- What are my strengths? (By the way, Now, Discover Your Strengths by Marcus Buckingham and Donald O. Clifton is a great resource for this one)
- How do I work to achieve results?
- What are my values?
- Where do I belong?
Once you’ve worked through these questions you’re ready to begin a more systematic development track. The next step is to set yourself up for what Drucker calls Feedback Analysis. The idea is to "record your expected results for every key action or decision you take, and then compare actual results nine months or a year later to your expectations."
You’ll find this idea in a larger article called Managing Oneself, available on Amazon as a pdf download. Very good resource.
This process would be a very helpful beginning for lots of our teams to undertake. Are you doing something like this already? Why not share with us what you’re doing?