Leadership/Executive Coaching
Another example of questions that might help you – linked to the IPsP™ circle - may be: Do you create (bring something into existence) more than explore (be curious) about solutions? If so, might you be better off focusing on building your exploration competency a bit more? What might that look like? Does that mean you’ll have to “turn the dial down” on your communication or turn it up?
Do you see how you can think of each competency as a dial you can control? You can turn it up or down the intensity of any competency, but it takes focus and work. It’s pretty amazing right? It is a way to create a powerful leadership framework you can use to think about what interests you or what you know (aptitude) versus what you actually do (application). We’ll save that conversation for my presentation in Atlanta in this summer!
As the executive leaders I’m privileged to coach and support already know, ultimately, it’s a leader’s ability to identify and adjust these competencies where it serves them most that creates more trusting relationships, meeting management effectiveness, self-leadership, and even lateral across-the-departments leadership conversations with their peers.
My hope is that you’ll use the IPsP™ circle above as part of your self-reflection and become more technical in knowing how you are thinking, applying and being motivated (proactively or reactively) to tap into these (8) universal competencies as you managed your leadership practice today.
Another way to think about the (8) competencies on the wheel is to consider how they are all opposite one another; thus, in doing leadership I can’t be doing receptivity (or deep listening and being open) at the very same time that I am doing leadership (influencing people and resources). They are indeed complementary opposites!
Dr. Dennis Rebelo, Ph.D.
Educational and Career Catalyst, Leadership Professor and Executive Coach