Of course it’s not you. The job…that’s the real issue, right? If only your skills were being put to use in a more productive way.
As you develop as an executive, and coach others as well, you will discover that leadership is more about the courage and desire to change than it is about finding blame.
You Have to Want It
To develop yourself, you have to want it. Doesn’t work any other way! Believe me…I’ve seen too many people go through the motions of development but not be fully committed to learning/changing. It’s not worth going through a 360 review or collaborating with a coach unless you TRUST your superior genuinely wants you to grow and advance in your organization.
Trust Them…and You
You also need to TRUST yourself. You need to trust that a part of you knows you need to develop and your boss sees this nascent behavior in you already, they just want to accelerate it for you.
The value of the 360 when done in person, with tailored questions to pinpoint behaviors to strengthen, is a gift of awareness that many executives never get the chance to realize. Hold this feedback as a gift, not a jail sentence.
Are You a Horse?
If enough people call you a horse…buy a saddle. What I mean is, when you get feedback that points to behavior trends, it is the objective evidence you can either a) reject because they just don’t know you well or, b) use to develop yourself. I bet you can guess which option I recommend.
Face it, fifteen people can’t be all wrong, nor can the “job” have done this to you.
Your management team is providing you with your first road map with which to shape into a development plan. Try it, you’ll like it.