Empowering Your Boss: A Unique Approach to Leadership Development

During one of my Leadership 360 interviews, a direct report posed an uncommon yet thought-provoking question: "How can I help my boss become a better leader?" This query struck a chord as it showcased a genuine desire to contribute to the supervisor's professional growth—an inquiry I hadn't encountered in my nearly two decades of conducting such interviews.

Navigating the fine line of confidentiality, I recognized the need to offer guidance without compromising the privacy of my client's developmental journey. The direct report's eagerness to support her boss's leadership evolution inspired a tactful response.

My Response

My advice centered on fostering self-awareness—a key element in any leader's development. I proposed that she, with a level of trust and willingness to take some risks, help her boss recognize instances where he exhibited strengths or areas he aimed to improve.

For instance, if the boss acknowledged a tendency to micromanage, she could, at an opportune moment, express her observations: "Boss, it seems like you might be micromanaging right now. Is that intentional?" The ensuing silence suggested contemplation, but her eventual commitment to the idea revealed her willingness to contribute positively.

The essence of my counsel lay in aiding leaders to perceive the change they sought. Encouraging self-awareness proves invaluable in leadership development, offering a profound gift to those aiming to refine their skills.

What About You?

Reflecting on this scenario prompts a broader perspective on personal development. While our focus often revolves around our personal growth, extending support to others can be equally gratifying. Consider shifting from problem-solving to inspiring awareness in those around you.

In conclusion, take a moment to inquire how you can assist your leaders in their development. Their responses might not only surprise you but also invigorate your journey of self-improvement.

Empowering Leadership Growth: Supporting Your Boss's Development

In a Leadership 360 interview I did last year, a direct report posed a question that had never been asked in nearly two decades of my coaching career: "How can I help my boss become a better leader?" This unexpected inquiry underscored a profound desire to actively contribute to their supervisor's growth and development.

Confidentiality in my coaching sessions is paramount, yet I sought a way to honor the question without compromising my client's privacy. My response pivoted towards fostering self-awareness, a foundational aspect of leadership growth.

Supporting Your Boss's Development

"I believe the most impactful support you can offer your boss is through fostering their self-awareness," I advised. "If your boss has already highlighted their strengths and areas for improvement, consider gently pointing out moments when those aspects manifest."

Encouraging her to navigate this delicate path of offering feedback, I elaborated with an example: "If your boss has expressed a desire to reduce micromanagement, gently address the behavior at that moment. Help them recognize, without coaching or changing them, when they exhibit such tendencies."

The power of guiding leaders to perceive the change they aspire to make is an invaluable gift.

This experience prompted a broader reflection on our roles in personal development. Instead of solely focusing on our growth, why not explore ways to support others in their journey? Shifting the focus from problem-solving to inspiring awareness of opportunities can spark transformative change.

What about you?

I urge you to consider initiating conversations with your leader about supporting their development. Their response might illuminate new avenues for personal growth and invigorate your self-development journey too. By actively engaging in the growth of those around us, we not only contribute to their success but we may also find newfound inspiration for our personal development.

How can you help your boss grow as a leader today?

How would you respond to this question?

“How can I help my boss get better as a leader?”

This straightforward question was asked by a direct report of my clients as we were wrapping up our Leadership 360 interview (a series of open-ended leadership questions that help my clients get a clear picture of how their leadership looks to those around them). 

A First For Me

I have been doing these structured Leadership 360 interviews for almost 20 years and have facilitated hundreds, if not thousands, of these 1-on-1 interviews. Not one person has ever asked me that question.  

I found it really interesting that this one dear person cared enough about her supervisor that she would want to know how she could be involved in her boss's development.

My Response

All of my coaching sessions are confidential, including the 360 report and development planning.  I wanted to answer her question, but I needed to be tactful as to not disclose what my client would be working on.

“How do I respond in a way that is helpful for her, without breaking any confidentiality I must maintain with my client? “ I quickly thought to myself.

Here's how I responded...

“I think the best way you can help your boss is by helping him be more self-aware. Now, this is going to require a level of trust on your part, and there could be some risk, so you need to ask yourself if you are willing to take the risk. If you are, then your boss has probably already in some way declared strengths, and things he would like to do better.”

She agreed, so I continued...

“Then help him see when he is doing it. Let's imagine he has told you he is a micromanager and wants to change. Perhaps in the midst of a project, at the appropriate time, you then say to him, 'You know, Jim, it feels to me right now like you are micromanaging me. Is that something you are intending to do?'”

She sat in silence on the phone for a seemingly endless pause.

“I can do that." She finally broke the silence. “Good,” I affirmed her. “Don’t feel like you have to change him, don’t feel like you have to coach him. Just help him see the times where he is doing something he wants to change.”

Helping leaders SEE the change they want to make is perhaps the biggest gift you can give to them.

What About You?

So many of us get caught up in our own development, but I’d like to encourage you to begin looking for ways you could support someone else with their development. Perhaps it’s shifting your focus from helping them solve the problem, to inspiring their awareness of the opportunity right in front of them.

If you feel encouraged and motivated by this post, try asking your leader how you support them in their development. Their response may surprise you and revitalize you in your own self-development journey.

Empowering Leadership Growth: Supporting Your Boss's Development

In a Leadership 360 interview I did last year, a direct report posed a question that had never been asked in nearly two decades of my coaching career: "How can I help my boss become a better leader?" This unexpected inquiry underscored a profound desire to actively contribute to their supervisor's growth and development.

Confidentiality in my coaching sessions is paramount, yet I sought a way to honor the question without compromising my client's privacy. My response pivoted towards fostering self-awareness, a foundational aspect of leadership growth.

My Response

"I believe the most impactful support you can offer your boss is through fostering their self-awareness," I advised. "If your boss has already highlighted their strengths and areas for improvement, consider gently pointing out moments when those aspects manifest."

Encouraging her to navigate this delicate path of offering feedback, I elaborated with an example: "If your boss has expressed a desire to reduce micromanagement, gently address the behavior at that moment. Help them recognize, without coaching or changing them, when they exhibit such tendencies."

The power of guiding leaders to perceive the change they aspire to make is an invaluable gift.

This experience prompted a broader reflection on our roles in personal development. Instead of solely focusing on our growth, why not explore ways to support others in their journey? Shifting the focus from problem-solving to inspiring awareness of opportunities can spark transformative change.

What About You?

I urge you to consider initiating conversations with your leader about supporting their development. Their response might illuminate new avenues for personal growth and invigorate your self-development journey too.

By actively engaging in the growth of those around us, we not only contribute to their success but also find newfound inspiration for our personal development.

How can you help your boss grow as a leader today?

How Would You Answer This Great Question?

“How can I help my boss get better as a leader?”

This straightforward question was asked by a direct report of one of my clients as we were wrapping up our Leadership 360 interview (a series of open-ended leadership questions that help my clients get a clear picture of how their leadership looks to those around them). 

A First For Me

Now, I have been doing these structured Leadership 360 interviews for almost 20 years,  over 800 of them in total.  No one, not one person, has ever asked me that question.  

It’s nothing against the other 800 folks, I just found it really interesting that this one dear person cared enough about her supervisor that she would want to know how she could be involved in her boss's development.

My Response

All of my coaching sessions are confidential, including the 360 report and development planning.  I wanted to answer her question, but I needed to be tactful as to not disclose what my client was going to work on.

So, I thought to myself, how do I respond in a way that is really helpful for her, without breaking any confidentiality I must maintain with my client?

Here's how I responded...

“I think the best way you can help your boss is by helping him be more self-aware. Now, this is going to require a level of trust on your part, and there could be some risk, so you need to ask yourself if you are willing to take the risk. If you are, then your boss has probably already in some way declared strengths, and things he would like to do better.”

She agreed, so I continued...

“Then help him see when he is doing it. Let's imagine he has told you he is a micromanager and wants to change. Perhaps in the midst of a project, at the appropriate time, you then say to him, 'You know, Jim, it feels to me right now like you are micromanaging me. Is that something you are intending to do?'”

She sat in silence on the phone for a seemingly endless pause.

“I can do that." She finally broke the silence. “Good,” I affirmed her. “Don’t feel like you have to change him, don’t feel like you have to coach him. Just help him see the times where he is doing something he wants to change.”

Helping leaders SEE the change they want to make is perhaps the biggest gift you can give to them.

What About You?

So many of us get caught up in our own development, but I’d like to encourage you to begin looking for ways you could support someone else with their development. Perhaps it’s shifting your focus from helping them solve the problem, to inspiring their awareness of the opportunity right in front of them.

If you feel encouraged and motivated by this post, try asking your leader how you support them in their development. Their response may surprise you and revitalize you in your own self-development journey.