As a continuous “student-of-jobs”… it is always easy to identify and discuss certain change trends that are common sense-ish!  The impact of technology, virtual training and learning, and changes driven by an ever expanding global marketplace. But when you think about jobs in general, doesn’t it seem like more diverse actions and responsibilities are being added to every position? Duties that were maybe more self-contained in a previous job area are now just an added expectation of EVERYONES job?

Think about it.

Now think of business and organization leadership.  Do they naturally absorb new job assignments and responsibilities because they are the BOSS?  Or do they get a “generic-pass” and personally get to decide what trends they want to be a part of… and those they do not?  However, I believe the growth terms: Leadership-Diversified creates a natural expectation that continuous improvement and job upgrade applies to EVERYONE on staff?

Would a personal, professional assessment honestly be easy to perform… probably not. However, Leadership-Diversified is a unique phenomenon that some take for granted… some believe will happen naturally and some often believe that the “little-things” are “not-my-job”. When truly it is the little things that often make GREAT LEADERSHIP happen.

Great leaders I believe need to periodically “take a look in the mirror” and ask themselves about the number of personal professional advancements they have absorbed in the last week… month… and/or year! And this assessment should also include a measurement of those job responsibilities and change-mandates they may have stepped by. Hence the major point of this Leadership-Diversified TRIPLE III TIME message is to promote that progressive leaders need to diversify themselves in reasonable harmony with others up and down the personnel groups they oversee.