Why Your Leadership Development Plan is Making You Average.

Your company’s leadership development program is designed to make you average. I know that sounds harsh, but hear me out. Traditional approaches to leadership development will get you stuck in the mediocrity trap. In his landmark book Average to A+, Alex Linley writes about how a prominent tool called the 360º assessment creates a culture of mediocrity in organizations.

The 360º assessment is a feedback tool that gathers information about your competencies in various areas of your job and the needs of the organization. This feedback comes from your manager, colleagues, and direct reports, offering you a holistic perspective on how others see your strengths, weaknesses, and opportunities for growth.

Once the assessment is complete, you review the results, usually with a certified coach, reflect on the responses, discuss any insights, and build a professional development plan to close gaps on your leadership competencies. In these 360º reports, you receive specific feedback on your strengths and weaknesses, and more often than not, the development plan will focus on closing the gap on weaknesses versus building on strengths.

For example, in this individual’s 360º report, they received feedback that their top 3 strengths were:

  • Hands-on Attitude
  • Strategic Vision
  • Drive for Results

Their bottom 3:

  • Supportive of Colleagues
  • Collaborative Working
  • Self-management
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Source: Average to A+ by Alex Linley

Their professional development plan focused on improving their bottom three competencies, and a year later this is what happened:

Their top 3 competencies stayed the same or decreased in ability, and their bottom 3 increased only slightly. In other words, over a 12-month period, they managed to make tiny progress on their weaknesses and lost momentum on their strengths.

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Source: Average to A+ by Alex Linley

You’ve been wired to do certain things really well. You cannot do everything well. That’s not rational. So why do organizations and their leadership development programs continue to support this kind of methodology when clearly it isn’t working? All they’re doing is creating average talent in their organizations. This doesn’t mean you should not focus on improving your weaknesses, but not at the expense of your strengths.

In this example, the employee should develop an action plan to continue development on their top three strengths: hands-on attitude, strategic vision, and drive for results. They would then look at their bottom three weaknesses and see how they could use them to improve how they execute on their strengths.

For instance, how could self-management help them improve their hands-on attitude? How could being supportive of colleagues improve their drive for results? How could collaborative working improve their strength of strategic vision?

Keep your strengths center stage. Then ask: how can my weaknesses serve as tools to make my strengths even stronger?

Let me say it once again: you’ll never be exceptional at something you aren’t naturally wired to do or be. You can try and spend the rest of your life improving on your weaknesses, but they will cost you energy and effort. More than that, we will lose out on experiencing who you actually are and what you were made to do and be.

Unfortunately, too many people choose to ping-pong in mediocrity—never being great at what they are made for because they’re incessantly working on what they are not.

Your natural, God-given skills are not perfect and still require development. They are good, but they need focus, time, energy, and your attention in order to be great. Don’t waste time working on what you’re not made for. Instead, narrow your focus to the things you are.

The next time someone hands you a development plan focused on fixing your weaknesses, ask them this: ‘How will becoming average at everything help me become exceptional at what I do best?’ Your Brilliant Difference isn’t found in your weaknesses—it’s found in making your strengths unstoppable.

Yours truly,

Finka

Are You the Servant Who Buried His Talents?

What if I told you that you’re sitting on buried treasure right now? There’s a parable of gold that goes like this: A master was heading out on a journey and called upon his servants. He entrusted his wealth to each servant, giving them each a bag of gold. He gave one five bags, another two bags, and to another one bag, based upon each of their abilities. Then he set out on his journey.

The servant who received the five bags of gold put it to work immediately and gained five more bags. The man with two bags did the same and earned two more bags as well. However, the man with one bag dug a hole and hid the master’s gold.

Upon the master’s return, he went to each of his servants to see what they had done with the wealth he left them. The servant with five bags of gold reported that he gained five more. To which the master replied, “Well done, good and faithful servant! You have been faithful with a few things; I will put you in charge of many things.” He then went on to check in with the servant who he gave two bags of gold, where he too was able to report that he had put the money to work and earned another two bags of gold. He too pleased the master, to whom he also said, “Well done, good and faithful servant! You have been faithful with a few things; I will put you in charge of many things.”

The master then went to the man he gave one bag of gold to. The servant reported that he knew the master was a hard man and wouldn’t be pleased if he lost or misused his gold, so he buried it for fear of losing it. The master wasn’t impressed and told him he was wicked and lazy not to do anything with the gold he left him. At bare minimum, he could have invested it in the bank, and the master would have earned interest on it. The master then declared, “Take his one bag of gold away from him and give it to the one who has ten bags,” and said, “For whoever has will be given more, and they will have an abundance. Whoever does not have, even what they have will be taken from them.”

This ancient story isn’t just about money—it’s about the talents we’ve been given. As with the servants, you’ve been given bags of gold, and they’ve come in the form of your special skills, abilities, and talents. God has entrusted you with these gifts so you could use them and make something of yourself and the life you were put here on this planet to create.

There are some people whose gifts are easy to see—they have a natural talent to sing, play soccer, or a passion to fly people into outer space.

Like the servant entrusted with five bags of gold, they commit and discipline their life to learning, practicing, and using their talents. You can think of those who have mastered their profession or industry and are thought of as the greats in their category: preeminent swimmer Michael Phelps, poet Maya Angelou, and artist Leonardo da Vinci.

Or like the servant with two bags of gold, your talents may not be so clear and natural. But through experimentation, trial and error, and continuous improvement, you stumble into your great body of work.

Julia Child worked in advertising before she published her first cookbook at age 50 and launched her cooking show. Vera Wang thought she’d be a professional figure skater and was left devastated when she didn’t make the 1968 Olympics. She later spent 17 years as an editor with Vogue, and at the age of 40 became an independent bridal designer. Child and Wang each took their two bags of gold and kept investing them, eventually compounding their rate of return into brilliant and fulfilling careers.

Then there’s a destiny that many face: they’re so afraid to put themselves out there that they bury their talents for fear of being judged or rejected.

If J.K. Rowling buried her talent, there’d be no Harry Potter. Instead, after being rejected by twelve publishers, she eventually got an agent, published her first book, and built an empire on the Wizarding World. Today kids get to debate which house is better—Gryffindor or Slytherin—because J.K. Rowling didn’t bury her talent.

You may have been told you didn’t have the skill to do something you desperately wanted. Michael Jordan was cut from his high school basketball team because they told him he didn’t have the skill. He is now considered one of the GOATs, one of the greatest basketball players of all time. Anna Wintour was fired early on in her career at Harper’s Bazaar. If she had given up, she would have never become the most influential editor-in-chief at Vogue magazine.

Then there are those who have buried their talents. They had no idea who they could have become or the impact they could have had.

Fear of failure, navigating the tension of the unknown, or the inner-critical voice planted weeds of doubt that debilitated them from moving forward. Sadly, their gifts and impact will never come to be because, like the anxious and hesitant servant, they left them buried in the ground.

Now, over to you: How have you put your bags of gold to use? How have you invested in them? Are you seeing a return on that investment? Or are you asking, “What bags? I don’t have any bags of gold!”

Don’t let fear turn you into the third servant. Your bags of gold are waiting to be invested. What’s the first small step you can take today?

The First Cut: Why Perfectionism Dims Your Professional Brilliance