We visualize a specific desired performance and then plan a development event to assist in attaining the target. This is a logical approach learned early in our work life. The process is at times hamstrung by a misguided manager who attempts to build the development plan on our perceived weaknesses.
Even with a priority focus on strengths, we can still become stalled with our development event. There is a missing link … the link binding development to performance.
Practice … is the link. We visualize the performance (outcome), plan the development (what), and then act in our practice (how).
What + How = Outcome
Development + Practice = Performance
Practice is where you implement and integrate. For the leader, all practice strategies are ultimately observable behaviors.
As you visualize the specific desired performance, pay attention to the particular behaviors you see necessary to the story you want told. These are the behaviors that will lead to your desired/required outcomes and results. Let these behaviors guide you in outlining the specific processes that will guide your unique practice.
The greatest 21st Century leader consciously does three things well:
1) Makes the Intangible Tangible for those he/she leads
2) Manages the Principle of Perception
3) Practices … and practices, practices, practices