Many leaders suggest they want to be better but fail to put in the time or effort to significantly improve. Leaders are generally not lazy people and work hard to master many other skills important for their success. So why do so many leaders fail to make strides in their leadership skills?
Randall, thanks for the example in this piece. I find it much harder to assimilate the concept when there isn't an example. Since you've worked with so many leaders, it might be possible to slip in real situations/examples in your articles on a regular basis. That would help tremendously. Thanks again for these nuggets of advice.
Hard to say, because I don't read it here, but in my e-mail. In every post there's a concept. Yet, behind that concept there's likely to be a "story" or "case study". It doesn't have to be long, but it can help to have an example. For instance, in an interview, you mentioned the "feedback balance" and how when you give feedback, you don't just do the good stuff + bad stuff, but you balance it. e.g. A presentation where the CEO found three things to be fixed, but also needed to have three good points for the slides. That kind of real example brings the concept to life. I enjoy the Field Notes, but I think a sprinkling of examples would make it more memorable.
Randall, thanks for the example in this piece. I find it much harder to assimilate the concept when there isn't an example. Since you've worked with so many leaders, it might be possible to slip in real situations/examples in your articles on a regular basis. That would help tremendously. Thanks again for these nuggets of advice.
Sure! We will do you one better, Sean.
Which recent Field Notes entry didn't have an example that you wish did?
Hard to say, because I don't read it here, but in my e-mail. In every post there's a concept. Yet, behind that concept there's likely to be a "story" or "case study". It doesn't have to be long, but it can help to have an example. For instance, in an interview, you mentioned the "feedback balance" and how when you give feedback, you don't just do the good stuff + bad stuff, but you balance it. e.g. A presentation where the CEO found three things to be fixed, but also needed to have three good points for the slides. That kind of real example brings the concept to life. I enjoy the Field Notes, but I think a sprinkling of examples would make it more memorable.