b'THE OFFICIAL NFBA MAGAZINEwith this approach. requires openness and vulnerability.Step 2: Create a personal development mindset3.Giving everyone a voiceA perspective that as an organizational strategy values everyones opinion and point of viewThe key to your growth as a leader is your personalDo these principles apply to other companies?Yes, growth and development.We take ourselves within fact, its more difficult to apply these principles us everywhere we go, and your self-awareness,in large organizations like Google due to increased skills and character traits are your only tools.Itslayers of complexitycritical to realize that these elements of personalStep 4: Starting with the leadership, take an open, CHANGE YOUR LEADERSHIP MINDSETgrowth are developed not inborn.Certainly, youhonest inventory of weaknesseshave inborn gifts.However, none are very useful until theyve been developed over time. A weakness is any habitual behavior that impairs Historys most successful CEOs such as Jackyour effectiveness, which prevents you from Welch of GE, Lou Gerstner of IBM and Raybecoming who you want to be. Having weaknesses Dalio of Bridgewater shared a common leadershipis an unavoidable part of being human.The key philosophy. They recognized that as people workis to deliberately identify and acknowledge these on their personal development, they contributehabits rather than trying to hide or cover-up. far more productivity, collaboration, and positiveYour weaknesses are obvious to others anyway, energy/engagement as benefits.Each of theseso attempting to deny or hide them impairs our benefits enhances the others to create a multipliergrowth and relationships. effect throughout the organization.As peopleThe authenticity of leaders about their weaknesses develop, they also adapt much better to ongoingbuilds trust and respect and creates a culture life challenges. The organizations knowledge andwhere people feel safe to do the same.Research skills (learning) increase while becoming moreand experience consistently demonstrate the flexible and adaptive. importance of people safe feeling safe. People Step 3: Develop a culture that supports ongoingwont allow themselves to be open about their personal development weaknesses until they feel safe from ridicule or punishment.DevelopingastrategyofpersonalgrowthStep5:Committoaprocessofongoing requires that you develop a culture that supportsimprovementthis strategy.Organizations frequently fail to execute their strategies due to lacking a cultureThe key is that the leaders commit with both that supports these strategies.Peter Drucker saidtheir hearts (emotions) and minds (thoughts). that Culture eats strategy for lunch. Developing new habits that serve you better than Google provides one of many examples of anthe old ones requires committed effort over time. organization that focuses on culture as a key driverDemonstrating this commitment helps develop a of its success.Here are their three principles forculture of people committed to their personal and a top-notch culture: professional growth.1.Mission that mattersA clear mission andItsalsoimportanttodevelopacultureof visionstatementtomotivateandunifyconstructive feedback and encouragement since employees. you often dont realize when you revert to old habits. Ongoing improvement is difficult without 2.Transparency of LeadersA crucial elementa culture that supports people making a consistent to build safety, trust and collaboration thateffort. continued on next page26 /FRAME BUILDER -NOV2019'