Life and Leadership – Roger Fairhead – 3
Interview series with leadership specialist, Roger Fairhead
Do you have any thoughts on how a leader could use the GLS more educationally for both personal and team development beyond the 2-day experience?
It doesn’t take much more to lead people to growth, but it does take more. Simply attending a conference like the GLS and listening to awesome speakers won’t bring about a lasting change in me or in my team. It doesn’t take much more, but it does take more.
If you want a conference to count for change, come away with some specific action points to implement and have have someone who will hold you to account. An even better way is to find a group of like minded people and commit to spend time together on a regular basis. Review the material and help each other explore how to apply it to challenges and areas for development. Then hold each other to account for delivering on your commitments.
Even with specific action points in place, we often fall short of really achieving lasting change. It is one of the key challenges in any development environment and leadership development is no different.
I have found that peer accountability is the most effective means of holding people to development commitments. Wherever possible, I like to work with clients over a series of sessions to facilitate this peer accountability and to see lasting change. One of my favourite pieces of course feedback was when a CEO wrote simply: “Long term input is bearing fruit – big thanks!”.
You need a regular cycle of accountability for change to happen. This cycle can be weekly, monthly, quarterly or annual depending on the situation and circumstances. For training and development, I favour a 6 weekly cycle or twice per quarter for people in the public, private or social sector. That seems to offer enough time to achieve something worthwhile without allowing the focus to drift. For people in education, I use a cycle based on the half term periods since this suits their natural cadence. These cycles are built in to my Personal Production Planner.
Accountability for leadership development commitments is most effective when there is detail to the development actions. Some people use Objectives and Indicators of Success. Others use Objectives and Key Results. I use a methodology based on identifying the “Next Exciting Win” – doing something NEW.
For ongoing development, keep your accountable actions cyclical. When working with clients, we identify a set of Next Exciting Wins (NEWs) for each new cycle and predict what the NEWs Headlines will be at the end of each cycle. We then have a NEWs Review at the start of each new cycle to review whether these Headlines were achieved. For some clients we also include a one-to-one coaching session roughly half way through the cycle to provide a NEWs Bulletin and to bring additional focus on achieving their Headlines.
Roger is a leadership specialist delivering Leadership for Business Achievement through Speaking, Training and Coaching to business leaders and entrepreneurs.
“He is articulate, tracks complex issues with ease and has an incredible gift for raising pearls of wisdom out of the murky depths of people and process.” His passion is to help people to learn effective leadership skills to lead their teams to capitalize on their strengths and passions to realize their dreams.
Leadership for Business also invests into the dreams of families in the world’s underserved communities to offer them small loans that empower them to invest in their future, to provide for their families and give back to their communities.
GLS Mastermind Groups
Roger is developing Mastermind Groups for GLN Members and GLS attenders. Contact us for more details.
Life and Leadership
–is an interview series with leaders involved in the Global Leadership Network and the Global Leadership Summit. Interview by Will Salmon.