I’m a continual learner and over the course of my career, I’ve worked with just about every kind of Leadership Development process out there in an effort to find the best way to accomplish my purpose. The DISC, the Birkman, the Myers Brigg, MAPP; you name it and I’ve worked with it. I’ve always felt they all focused more on the process than upon the single most important component of all, which is an individual’s personal leadership effectiveness. It’s the one thing that the individual has complete control over, regardless of any resources provided or any external motivation they may receive.
This relevant and timely PLE Value Proposition changed my perspective on how I might empower Organizations to understand the vital importance of establishing, developing, and sustaining a PLE Culture. I believer that any Organization can significantly improve the predictability of their important Human Capital decisions relative to talent acquisition, employee development, and employee retention by considering the establishment of such a distinctive culture.
I’m a continual learner and I highlight the importance of that leadership character trait as often as I can. It’s always concerned me that we’ll think nothing of spending a significant amount of money on operations and processes. However, when it comes to investing into the individuals we depend upon for leadership, even down to the front lines, we’ll view that expenditure with much less importance.
Let me challenge you to take time to review and give serious consideration to investing in these PLE Experience Opportunities (where appropriate) that comprise the most effective Professional Development Operating System I’ve ever experienced.