We learn best when we watch others in action, observing the details they attend to and the way they go about getting things done. Leaders who understand the power of modeling also appreciate the role this observation plays in developing better leaders.
Curious if other readers have best practices for allowing leaders to shadow yet being mindful of information that next-layer-up leadership (or the organization) might deem confidential or personal/private.
I believe that there will be certain occasions where it isn't feasible, you would need to be the judge of that. For me, if it does not pertain to someone's salary, personal situations or in the rare occasions where confidentiality is requested, I think it is all fair game, all in the name of growth.
I don't think you are a true leader if you do not allow others to see what you are doing. "grow leaders, replace yourself" by teaching others how you do things, but allow them to add their way as well. Great quick read, thank you for sharing
I love this idea and this thought. It resonates.
Curious if other readers have best practices for allowing leaders to shadow yet being mindful of information that next-layer-up leadership (or the organization) might deem confidential or personal/private.
I believe that there will be certain occasions where it isn't feasible, you would need to be the judge of that. For me, if it does not pertain to someone's salary, personal situations or in the rare occasions where confidentiality is requested, I think it is all fair game, all in the name of growth.
Nice, David.
Thanks for posing a great question to the group.
I don't think you are a true leader if you do not allow others to see what you are doing. "grow leaders, replace yourself" by teaching others how you do things, but allow them to add their way as well. Great quick read, thank you for sharing