Though it was a few weeks ago now, I find myself reflecting more on the Leadership Development Program that I hosted with my buddy Glen. It was a three-day in-person program. Offsite. Twenty-four participants. It’s the launch of a cohort that will run over the next six months. We will close with another three-day in-person.
Glen was thoughtful enough to ask for reflection at the end of each day for the launch. Not so much feedback. Not so much evaluation. Rather — a nudge to attention on several important metrics. Learning. Collaboration. Energy. Courage. A few others too.
I’m dorky enough to put those responses into a spreadsheet. I like to be able to see the whole of it. My brain and body processes it a bit better when I see it on the wall.
All of that leads me to a compiled measure of what leaders really want — or need. I’ll name three pretty prominent patterns.
- They want and need to meet each other. This group combines leaders from several geographies. In other words, they may know of each other but they don’t really know each other beyond a zoom screen or a purchase order. Their much repeated appreciations were of being able to meet each other. Let’s be clear — our approach isn’t a giant open house. It’s thoughtfully sequenced questions that connect to values of learning. Yup, they come alive when they get to meet each other. Their identity grows powerfully.
asd - They want and need space to think. We offer oodles of that. In private reflection. In partner discussions. In small groups. In whole group. We even included a mini “Digital Detox” in this first gathering. 30 minutes of no devices, no emails, no talking. Just beginning a relationship with emptiness. Some loved it. Some really struggled to interrupt the perpetual busy so baked internally in most of us.
asd - They want and need application. Glen and I are pretty good at purposefully departing from norms. We can blend the personal that informs the professional. And vice versa. And, in the end, people want to pivot with the very enhanced relationships to application in needed projects. This group is working on four projects over the next six months. Fun to see them come alive with this direction.
So, I suppose when I talk about what leaders really want and need, I’m countering some very engrained patterns and assumptions. They don’t need more information delivered at them. They don’t need to be compressed into learning. They don’t need to be uber productive in 2 minute blocks. There are other choices that are ironically more informative, more spacious, and more productive.
I’m grateful for such work. Such life adventure. Such open-hearted learners (some didn’t know that about themselves when we started). Such a good colleague and friend as Glen. And all the others along that way that have helped me learn courage and clarity to help with what leaders want and need.
