Imagine this: You wake up one morning in unfamiliar surroundings. For a moment, you don’t know where or why you’re here. You go to get dressed but can’t find your shirt or tie anywhere. You go outside and a group of people are waiting for you; you seem to know them. You all seem to be dressed as if for adventure. You are confused. You are suddenly called upon to lead a team through a challenge; a challenge that requires you to direct the team, instruct them, and coordinate them through tasks. There is only one goal: to complete the challenge. But, at the same time, you have a team to lead. Are you ready for this? Seriously, are you ready?
Leadership is a difficult concept to interpret. If you ask a thousand people exactly what a true leader is for them, then we’re betting you’ll get around one hundred different opinions. Why’s that? Well, because we all have different experiences when it comes to the leaders, managers, and supervisors that we have had dealings with in the past. And that’s fine. Some leadership themes, however, seem to be constant throughout people’s perceptions of what leadership really is.
Being a leader is a tough job, we know, but that’s the job description and if you can handle it then either give it your best shot or get out of the kitchen. But how do you get to be a great leader? How do leaders develop? Is adding on skills on top of skills on top of skills enough to grow leaders? Is training enough on its own?
Everyone who leads is responsible for telling others and directing them into doing what they ought to be doing. Leaders manage people, coordinate them, motivate, and assess. But if a leader only assesses others, then who assesses the leaders? Who examines the doctor?
Here at Open Box Communication we propose starting everything from scratch once in a while. Instead of merely taking leaders at face value and adding on skills to their repertoire of cool things to do in the workplace, why not break everything down, understand them and their level of skills, and then build them up with the necessities? Why not assess them first and then develop them?
We believe in taking leaders out of their environment to do this; they need to be reminded of where they came from and how they grew in status over time. Modesty and humility should be regained or reinforced. Our way is that of leadership boot camps that ensure equality among all and a focus on the simpler and most valuable skills a leader should have. Then we assess.
We determine their skill sets and assess everything, and we have many ways of doing this. Only by knowing where they are on their leadership journey can we inform them of where they need to get to and how to go about getting there.
So, we’ve broken them down, we’ve examined them with a microscope, and we’ve labelled their strengths and development areas. What now? Well, based on everything we’ve learned about them so far, we build them back up through specialised training and coaching and get them ready for the future.
That’s it in a nutshell. Leaders are assessed and developed by being put through an intense boot camp style experience they will never forget. We love this as much as your leaders will.