https://marshallgoldsmithlibrary.com/blog/2008/07/16/practicing-leadership/ Helping successful leaders get even better Sat, 27 Sep 2008 00:55:19 +0000 http://wordpress.org/?v=2.3.1 https://marshallgoldsmithlibrary.com/blog/2008/07/16/practicing-leadership/#comment-41 Leadership Development Blogwatch - Ask The Manager - News and Views from the World Wide Web Tue, 22 Jul 2008 23:15:47 +0000 https://marshallgoldsmithlibrary.com/blog/2008/07/16/practicing-leadership/#comment-41 [...] Practicing Leadership By Marshall@MarshallGoldsmith.com (Marshall… The consistent and ongoing misassumption of almost all leadership development programs is “if they understand, they will do.” This assumption is not valid in any aspect of our lives, and leadership development is no exception. … Marshall Goldsmith Blog - https://marshallgoldsmithlibrary.com/blog [...] […] Practicing Leadership By Marshall@MarshallGoldsmith.com (Marshall… The consistent and ongoing misassumption of almost all leadership development programs is “if they understand, they will do.” This assumption is not valid in any aspect of our lives, and leadership development is no exception. … Marshall Goldsmith Blog - https://marshallgoldsmithlibrary.com/blog […]

]]> https://marshallgoldsmithlibrary.com/blog/2008/07/16/practicing-leadership/#comment-40 damorton Fri, 18 Jul 2008 22:51:53 +0000 https://marshallgoldsmithlibrary.com/blog/2008/07/16/practicing-leadership/#comment-40 Marshall, this is great prelimanary research. There is a bigger picture that can certainly be analyzed. It seems that no matter what the training event or the seminar people tend to be excited about taking everything they learned and using. Then of course, they get back to those familiar surroundings and continue to to the same things. What I have found in my <a href="http://hdleadership.blogspot.com" rel="nofollow">leadership</a> practice that until I can get a client through the second stage of my training it won't stick. The first stage is to decide to use the information shared. And by decide I mean a conscious committment to a new way of being. This is what you saw in your confidential survey. The second step I call "think". This step takes into account all the processes that must occur for a person to sell the new way to themselves. Some people call this rationalizing. I call it moving the concept from the conscious mind to the subconscious or unconscious mind - truly internalizing a new direction. Once I can help them through that step it is much easier to truly impact their leadership abilities. Marshall, this is great prelimanary research. There is a bigger picture that can certainly be analyzed. It seems that no matter what the training event or the seminar people tend to be excited about taking everything they learned and using. Then of course, they get back to those familiar surroundings and continue to to the same things. What I have found in my leadership
practice that until I can get a client through the second stage of my training it won’t stick. The first stage is to decide to use the information shared. And by decide I mean a conscious committment to a new way of being. This is what you saw in your confidential survey. The second step I call “think”. This step takes into account all the processes that must occur for a person to sell the new way to themselves. Some people call this rationalizing. I call it moving the concept from the conscious mind to the subconscious or unconscious mind - truly internalizing a new direction. Once I can help them through that step it is much easier to truly impact their leadership abilities.

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