Marshall Goldsmith has described that “what got you here, won’t get you there.”

As leaders and leadership teams we must seek to routinely re-evaluate and improve our effectiveness.

What will you focus on improving this year to be more effective?

I offer this guidance…

First, think about the long-term goals you are seeking to achieve as an organization/program/team.

When leaders align their leadership development goals with the ambitious organizational goals they are accountable for, there is greater stick-to-it-ness. Rather than feeling like “one more thing,” their leadership development goal becomes a necessary ingredient for success. Their energies are aligned – their personal leadership growth and organizational goals work together in synchronicity.

Second, as you picture what is needed to accomplish the long-term goals, consider how you personally – as a leader and as a member of the leadership team – need to change and improve in order to accomplish these goals. How do you need to be different? better? more effective?

Third, make a list of any leadership behaviors you would need to strengthen to achieve those goals. For example, you may need to be better at listening, delegating, communicating, collaborating, decision-making, building trust, increasing accountability, developing people, etc.

Fourth, if the long-term goals require the support of others, consider what behaviors you think they need from you in order to help you succeed. For example, clear communication about expectations, effective delegation, collaboration based in trust, honoring commitments to the team, etc.

Finally, as you consider these various areas for your leadership improvement, which one(s) would make the biggest difference over this year? Are you personally invested in making this change?

This five-step exercise is useful as an individual leader and as a leadership team.

For some leaders, these simple goal setting steps help them focus on a leadership development goal worth pursuing. For others, they find that gaining additional perspectives through a 360° leadership assessment brings greater clarity.

Additionally, some teams seek to establish both personal leadership development goals and common team one(s) to improve their collective effectiveness and achieve their long-term goals.