It seems like everyone is creating plans to improve their performance in different areas. The idea behind this is that you set up remedial routines that will “fix” gaps in your skills, leadership style, or habits. I get this process, as there are certainly some good reasons for doing that.
The problem comes when you get defensive and become fixated on “proving” you’ve effectively dealt with the issue, by reaching a certain goal or performance result.
So how about you take it one step deeper?
And that would be creating a learning agenda. A learning agenda actually shifts the focus to who you become. You develop into the person who indeed does achieve the performance goals or accomplishments. So the accomplishment is not a “one of” thing, but a transformational development for you.
Here’s an example of what the distinction between the two approaches would mean. Instead of pursuing the accomplishment to crush the presentation with the Board of Directors – you actually are working to become a better communicator. Now instead of just achieving a goal, you’re truly creating a lifelong change, and improving yourself in a meaningful way.
So what does a learning agenda look like? We’ll explore that on tomorrow’s post. Until then, please share your thoughts on the subject with the community.