Developing New Leaders & Mentors

One of the things I appreciate about technology is having every note I’ve taken over the last 11 years instantly available to me on my iPad...

Last year I was thinking of ways to be more impactful in developing leaders beginning their journey to becoming a GDD/CUD/etc. I went back to notes I had from Mike Campbell when I was in Goodwin/Wright about a decade ago and he was discussing the leadership skills and discipline he learned as a Blue Angel. A part that stood out for me was, after every flight the pilots get together and have a formal debrief, which includes an honest self-assessment and direct feedback from the team.

An honest self-assessment before receiving feedback is critical for a few reasons:

1. It helps the person who will be receiving feedback identify the areas where they need help, makes them more receptive to that feedback, and form an opinion on how to continually improve their work.
2. It helps the person giving the feedback understand where they can provide the most benefit with their insight.
3. It provides a consistent process of review and feedback that helps keep the most important, most important.

The other cool part of the Blue Angels feedback process is that each individual ends their feedback session with “Happy to be here”. No matter the nature of the feedback, it’s always to make the pilot and the team better - it’s given and taken in that manner!

Attached is an ‘After Action Review’ job aid we built and use that assists both advisors and leaders in benefitting from the three points above.

Open the Client Meeting After Action Review (FPP Tools)

Implementation Process

• Advisor completes the self-reflection after different types of meetings - Approach, FF, Close, COI, etc
• Advisor gives short report to their mentor on what they perceive as their strengths and opportunities based upon their reflection
• Mentor leads with questions to gain clarity and help the advisor think deeper about potential issues and solutions (always best if they can come up with their own best path forward!)
• Mentor provides feedback and education, and challenges for the next client meeting where it is applicable.

Don’t get too bogged down in ‘using it correctly’. It’s just a process that helps someone be an active participant in their growth. For example, I use this on every plane ride home from an office…there are always areas where I may not have been as impactful as I wanted, or would have benefited from additional knowledge - this process makes sure I’m aware of it, and growing where I need to grow!

Give this a shot in your Leader Development next quarter and see the impact it can have in the growth of your new leaders and those they are leading. As always, please don’t hesitate to reach out if you’d like to have a deeper conversation, or if your team would benefit from help with this work in your office!

Have a fantastic week of learning and camaraderie in Palm Beach next week!

Think Differently,

Steve