Suggested Leadership Actions

Inspect

• Reflect on your organization’s approach to maximizing individual capability. Does the approach include ongoing development after each person is hired?

• Review the time allowed by your organization for professional development. Considering the amount of time allowed, realistically, how much professional development can occur?

• Interview your staff. How important are well-defined opportunities for professional growth to them? How satisfied are they with the current support they’re receiving from the organization?

• Review the non-technical-related interactions in your organization. How effectively does your staff conduct meetings, work together, communicate to executives, and demonstrate other soft skills?

• Reflect on the conflicts you see within your teams, technical or otherwise. How would you score the emotional intelligence level (EQ) of your staff?

Adapt

• Create a plan to allocate time regularly for professional development.

• Through the use of Construx’s PDL (or some other approach), ensure that each person on your staff has a defined program for professional growth that is meaningful to them.

• Create a plan for improving the interpersonal skills of the people on your teams, including learning about personality types, communicating throughout the organization, resolving conflict, and developing win-win outcomes.