I believe there is no single best solution for improving personal growth, especially leadership skills and strategy. Therefore, instead of trying to pick one strategy, I tend to understand the concepts behind them and how to effectively take advantage of them. I reckon that in order to improve my personal growth, I must first identify what my goal or my vision is. This step involves the SMART Technique and Strategic leadership. And, here comes the important part, the hybrid of two or more models or methods. For example, Strategic leadership is a practice in which executives, using different styles of management, develop a vision for their organization that enables it to adapt to or remain competitive in a changing climate. And, those mentioned management and vision must apply the SMART Technique. For strategic leaders to use vision and management to motivate employees and departments, I believe that there is no one fits all solution. I believe professional development goals can help me achieve my short-term and long-term objectives, help me stay up-to-date on industry trends, and increase engagement and job satisfaction. However, setting goals that are SMART is not enough. Other skills such as emotional intelligence, SWOT Analysis, STAR, and GROW Approach are all I have to learn.
To start with a clear end in my mind, I have to set many SMART goals for each small step on the path of my professional development objectives. However, setting these SMART goals does not mean I will eventually succeed without other strategies and skills. For example, I was learning and growing myself to be a good business owner and a great leader. But, if I set each of these goals ONLY considering the SMART technique, there would be so many issues on the path such as communication issues with my employees, when I need my team to undergo training, and being unable to continually evaluate my team culture and employee satisfaction.
Therefore, I suggest that to upgrade professional development goals, keeping skill set updated and developing human skills such as interacting smoothly with one another are important, rather than just setting the goals and working hard on them. And, finally, I have to learn to take up leadership responsibilities and show others that I am striving to grow. In addition, I think most companies are only focusing on operating their current business, to become more efficient or outcompete rivals. However, efficiency and rivals are just two factors of the SWOT Analysis(rivals = threats, efficiency = strength). To ensure long-term survival and success, we need more than just that. Companies have to become future-oriented and develop corporate foresight to identify future change and identify opportunities and threats. Nokia is a bloody example that did not catch up with the trend and failed. If Nokia increased engagement with external stakeholders and operated new business-development units that make more investments to build more possible options for their future, the result might be different. By doing this, Nokia was able to build its corporate venturing units that permit to nurture a portfolio of promising future businesses and also very likely to launch its excellent smartphone series even before the iPhone. I believe that all companies must systematically build future options and keep upgrading their competitive advantages.
References
Hyken, S. (2021, June 13). Six leadership strategies that bring out the best in your employees. Forbes. Retrieved July 10, 2022, from https://www.forbes.com/sites/shephyken/2021/06/13/six-leadership-strategies-that-bring-out-the-best-in-your-employees/?sh=e37071726055
What is organizational future orientation. Future Orientation. (2015, December 4). Retrieved July 11, 2022, from http://futureorientation.net/2010/07/29/what-is-organizational-future-orientation/
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