As an organizational psychologist and lifelong learner, I get excited about new ways of understanding—and influencing—human psychology. I love listening to the latest practical applications of frameworks to support my work. I also realize that there is so much out there. The big challenge is to determine what is best for each client and when.
This morning, I was reflecting on my key takeaways from the book Chatter, which explores the ways we talk to ourselves and how that self-talk affects our lives. One topic that stood out was the value of “zooming out”—taking a wider, big-picture view—to reduce negative thoughts. This reminded me of Ronald Heifetz’s concept of “getting on the balcony,” which I’ve found incredibly helpful in supporting leaders and teams (as well as myself) to shift perspectives think more strategically. My first thought was, “This approach is so useful, so much of the time!”
My second thought, though, was, “Well… not always…” That approach doesn’t solve every problem. There’s a time to zoom out, and a time to deeply connect with oneself: one’s purpose, one’s senses. There’s a reason why the books Man’s Search for Meaning and Start with Why, and the practice of somatic coaching, are so helpful.
Ironically, all the available personal and professional development resources out there can lead to even more “chatter”: Oh no, which book should I read? Which framework should I follow?
It really comes down to the question:
How do I handle the world when there are many right and wrong answers and I just want one?
I had this same experience when I was a new mom. There were a gazillion books about how to take care of a baby, and many contradicted themselves. Oh boy, did I want the answers so I could get some sleep!
I believe leadership development can learn a lesson from advancements in medicine—in particular, the practice of precision medicine. Traditionally, medical care leans toward a one-size-fits-all approach, basing treatment on how the average patient is expected to respond. In contrast, precision medicine is highly personalized, taking into account individual differences in people’s genes, environments, lifestyles, and so on. Personalization can make all the difference in leadership practices as well.
I’ve come to realize that this is my work: precision leadership.
Before I consider what you could do, I connect with who you are—what is unique to only you and consider that in the context of your situation. Then I take the myriad of things I’ve learned, observed, and experienced over the years, from my doctoral training to my work as a leader and practice as a coach, and I determine which will work for you and when.
There’s no set, generic formula for what works best. For example, for some executive coaching clients, a 360 assessment may be needed on day one. For another, we may want to wait several months. For some, the Leadership Circle 360 Profile is perfect, while for others a qualitative 360 is the way to go. And so on. The same applies to every aspect of the coaching process, including all the tools and frameworks we use and how we approach “homework” and accountability. It all depends on the context and on the person: where they are and where they are going. I pay close attention to all of those things, throughout a coaching engagement (and all client engagements) and adjust accordingly.
If you’re interested in learning more about my approach—connecting to you and crafting a “precision” approach to coaching and leadership or team development—let’s connect.
To connection and precision,
Lori
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