Developing Leadership Skills
The way we regard ourselves differs from the way others view us. Equally, the way we see ourselves matters from the way consider others. Among the major determinants of this variation in perception is the value that we give ourselves. While others highly value themselves, others tend to downgrade their worth and opt to praise others. Exploring one’s ability is not an easy task, it demands one to explore their ability critically determine their limits. This will make them have an accurate judgment on the path of development one should take.
Among the primary hindrances of self-realization is self-concept. For one to accurately establish their ability, we must be able to select what we want out of a jungle of so many seemingly irrelevant factors. With this skill, we can choose what is relevant and helpful in our development as humans while still avoiding the likely obstacles that often puts us to an unfavorable fate.
Another huge constrain to understanding oneself is the ability to adapt to changes as they are constructive. For instance, if one is being promoted at their place of work, one must be able to adjust to the new roles and personality that the position demands. At times, managers as any other humans take a time to adapt to any new position. Any delay in these assimilations come with a hidden cost especially to the institution that they work for. At times, to ensure that this delay does not lead to any loose chance for the company, training of the new duties that are to be executed by the newly promoted mangers is inevitable.
Mental development is one which affect even the personal life of the manager. This kind of change has to stronger and deeply engraved into the mind of the workers so that whatever changes that are occurring at their place of work affect their personal life. Only a work motivated employee can have this kind of changes effectively. The difficulty in achieving these changes are eminent, and only a select few group of employees make it. Those mangers who love their work find this change simple since they quickly change according to the new skills and experience they gain from their place of work. Clearly only the workers with the growth agenda can shape into the dynamic lifestyle that professions demand. Consequently, growth in skills and other working techniques are closely associated with growth in the personal life of a worker (Giuliani & Kurson, 2002).
At times sacrificing one personality for the sake of another comes with a cost. Since we agreed that for one to grow, one must be ready to accept the necessary changes, these changes come with an opportunity cost. At times, the cost of the chosen option is becoming real at one end and poor in another. Often, one end of the available option lies profession and the other lies the rest. Among the most common factors on the other end include these listed below:
Family
Hobbies
Social life such as interacting with friends
Religious affiliations
The forces on each side are equally strong and convincing. It is therefore the duty of each person, as a manger, to ensure that they critically balance the satisfaction of each need. This can only be initiated if the person has the right attitude toward and can embrace the changes as the situations demand. This is a continuous process that never ends so long as one embraces every change in a critical way.
References
Giuliani, R. W., & Kurson, K. (2002). Leadership. New York: Hyperion.
