“The journey between what you once were and who you are now becoming is where the dance of life really takes place.” – Barbara De Angelis

There is no one size fits all solution to any issue faced in your life (or your career).  What works for you won’t work the same way for someone else.  If you have followed any of the “celebrity” chef shows, you have witnessed the reality that the best chefs commonly use a recipe as a “suggestion” and not a rule book.  To a person, you need to find the path that works best for you, and be comfortable with the fact that someone else may have chosen a slightly different path.  This reality requires you to make an intentional effort to develop a plan for moving forward in your respective career and life journey.  For you this path can lead to time in the training division, and for someone else it may result in gaining experience in fire prevention or community risk reduction.

Make A Plan

One thing is certain though, career development and professional growth isn’t something that you can sit idly by and wait for someone else to do for you.  You have to be the one who sets the goal which ultimately leads to the career you want.  It is not the fire chief’s responsibility to set our your specific steps you need to take in moving your career forward.  You, and only you, are the one responsible for that.

True, the Fire Chief is responsible for creating an environment in which you feel safe in taking risks and making the mistakes you will make as you grow.  As you intentionally take on new responsibilities, you will make mistakes.  That’s part of growing.  If the fire chief has created the environment that allows for growth to occur, then its up to you to take the steps.  They cannot do it for you!

Comparison

The process of comparing yourself to another can be a motivational killer when it is done incorrectly.  On one hand it is true that you should never compare the results you achieve to someone else’s result though.  On the other, it’s true that you should compare your effort in the achievement of a desired goal.  Comparison of effort is one throng, but comparison of out come is entirely different.

Simply comparing the results of your outcome to another person’s outcome can easily lead to feelings of inadequacy, envy, and resentment.  It can also lead you to a feeling of pride and arrogance.

Following The Recipe

However, identifying a person who has achieved something that you have set as a goal can serve as a great “recipe” to follow.  Making an effort equal to what that person has made will be a step in the right direction.  Obviously, they have developed a winning recipe, but it does not mean that what worked for them will be guaranteed to work for you.

Building A Legacy

As a leader though, you have the responsibility of creating environments in which those you are responsible for can grow.  You have to show them what success looks like clearly.  You have to set the example of the behaviors and values that will make them successful.  You have to make it desirable for them to take on new responsibilities (effort) and grow as they do.  You are the one who has to make it safe for them to make the mistakes that will come from riding without training wheels.

Watching members of your team take advantage of growth opportunities is exciting to see.  It’s kind of like planting seeds and watching them become fruitful.  Knowing that their intentional efforts to grow is exciting when viewed in light of the fact that they will be the future leaders of your team.  In most situations, they will change and will not be the same person that they were previously.  Because of their intentional efforts, and your support, they will be even stronger leaders in the years to come.

Steps To Developing Others

Understanding the need to develop others isn’t enough though.  Like your personal development, you must have an actions plan for developing those who are coming behind you.  The following list presented by Stephen Nalley in a Harvard Business Review article (Developing Future Leaders) is by no means exhaustive, but certainly beneficial:

1.        Make leadership a mindset in the organization.

2.        Identify those who have the potential to be a leader.

3.        Invest in leadership training.

4.        Make mentoring and coaching a priority.

5.        Provide growth opportunities (put them in the game).

6.        Make the culture supportive.

7.        Measure progress, impact, and outcomes.

Creating opportunities for your people to grow is a significant part of building a positive culture in your organization.  It’s not easy though!  It requires intentional and consistent effort on your part.  Just like the ones following you have to be intentional in planning their growth, you have to intentional in giving them the opportunities.  Find those with potential for leading and get them in the game!  That’s where they learn best.

“The best way to predict the future is to create it.” Abraham Lincoln