It's a question I've been asking myself for years now and one I try to ask the CEOs, business owners and managers I come into contact with. (Notice I didn't say leaders I come in contact with. A title doesn't automatically confer leadership. Too often, it's a quality we take for granted, assuming that authority comes with a position.)
This is the second part of the 3 Myths of Leadership Development series. Myth #1 - "leadership is knowledge" considered how truly effective leadership development models go beyond knowledge transfer and focus on putting that knowledge into practice. In part 2 of the 3 part series, the myth about who should engage in leadership development is explored.
Play is more a state of mind than an activity. Play creates options; it is the opposite of the highly planned, organized and goal-oriented existence we had built for ourselves. For us, play has become a way to learn to hold even our most entrenched opinions lightly and create awareness of new options.
When it came to celebrating my husband's professional accomplishments, I wasn't the first to congratulate him. I felt jealous of his time in the limelight for very public recognition of his accomplishments in a career I had given up to care for our family. And I also interpreted his success as taking away from mine.