Supporting individuals grow extends your
influence and impact
ENABLE LEADERSHIP NOT FOLLOWERSHIP
MOVING FORWARD FROM PRODUCER TO DEVELOPER
A DIFFICULT SHIFT FOR HIGHLY PRODUCTIVE
PEOPLE!
20% Personal Productivity
80% Developing and Leading Others
“I am able to communicate ideas clearly, engage in
meaningful conversations with others, and co-create spaces of
collaboration that empower people to take action.”
COMMUNICATES EFFECTIVELY IN DIVERSE ENVIRONMENTS
DEVELOPS & EMPOWERS OTHER PEOPLE
ENGAGES WITH OTHERS TO ACHIEVE A BIGGER PURPOSE
SETS YOU APART FROM MOST LEADERS EMPOWERING OTHERS
“Anybody can replicate systems and procedures. But nobody can replicate the dedication, teamwork and skills of an organization’s members.”
ROBERTREICH
FOCUS YOUR ATTENTION IN DEVELOPING PEOPLE
1
2 ASSURES SUSTAINABLE GROWTH EMPOWERING OTHERS
“Organizations don’t grow much without delegation and work done by its members, because otherwise they are confined to the capacities of the leader that reflect both personal weaknesses and strengths.”
STEPHENCOVEY
GROW YOUR ORGANIZATION BY GROWING YOUR PEOPLE
LEADS TO MORE LEADERSHIP 3 EMPOWERING OTHERS
“When new leaders are developed, they become better at what they do and they help everyone who works with them to do the same.”
JOHNMAXWELL
IS NOT ABOUT TEACHING, IT’S ABOUT TRANSFORMING
ENABLES LEADER’S LARGER IMPACT 4 EMPOWERING OTHERS
“Real leadership is not seeking the applause from followers; real leadership is applauding the followers who become leaders.”
ONYIANYADO
IT DOESN’T TAKE POWER, IT GIVES YOU TIME!
PROVIDES GREAT FULFILLMENT 5 EMPOWERING OTHERS
“When you come to look back on all that you have done in life, you will get more satisfaction from the pleasures you have brought into other people’s lives than you will from the times that you outdid and defeated them.”
HAROLDKUSHNER
IS NOT ABOUT WINNING BUT GROWING & SHARING
1. Self-centeredness can cause leaders to neglect empowerment of others
2. Insecurity can make leaders feel threatened by empowered people
3. Shortsightedness can keep leaders from seeing the need to empower others
4. Lack of commitment can keep leaders from doing the hard work of empowering others
BE AWARE!
1. Do your members share their ideas and thoughts freely?
2. Are the best ideas coming from others?
3. If you often contribute ideas, does the discussion quickly move from your idea to the best idea – and you are happy about it?
EGO ON THE WAY WHEN YOU MEET WITH YOUR MEMBERS/TEAM
EGO ON THE WAY WHEN YOUR MEMBERS/TEAM PERFORM
1. When your team succeeds, do the members get the majority of the credit?
2. Is there a shared sense of pride in the work that’s being done?
3. When things go wrong, do you personally accept the greatest share of responsibility for what has happened?
CONTROL FREAK WHEN INSECURITY TAKES OVER
Insecure members try to avoid mistakes by doing as little as possible.
Insecure leaders deal with it by relying on control (micromanaging)
CONTROL FREAK WHEN INSECURITY TAKES OVER
Since you can’t prevent mistakes, why not adopt an attitude in which you and your
members learn from them?
And stop putting people in a box when they make
mistakes!
TRUST ISSUES WHEN INSECURITY TAKES OVER
The only way to earn someone else’s trust is by trusting them, first!
What’s the worst that can happen if you start fully trusting your members?
And the best?
TRUST ISSUES WHEN INSECURITY TAKES OVER
Is it easier just to do it yourself?
That’s a sign of shortsightedness!
HOW TO EMPOWER OTHERS
IT TAKES A LEADER TO KNOW A LEADER Recruiting and Positioning
IT TAKES A LEADER TO SHOW A LEADER Modeling and Equipping
IT TAKES A LEADER TO GROW A LEADER Developing and Measuring
IT TAKES A LEADER TO KNOW A LEADER
RECRUTING & POSITIONING
Find the best people possible: people with a growth mindset that exhibit talent and that are a good fit for the team you
want to create.
Mediocre candidates will become, in the best of the cases, average leaders.
IT TAKES A LEADER TO KNOW A LEADER
RECRUTING & POSITIONING
If you want a future tree climber, find a squirrel.
If you want a future leader, find someone with the traits of
a good leader.
IT TAKES A LEADER TO KNOW A LEADER
RECRUTING & POSITIONING
Look for the four C’s
Chemistry Character Capacity
Contribution
IT TAKES A LEADER TO KNOW A LEADER
RECRUTING & POSITIONING
The people who usually take up most of a leader’s time are the troublemakers, the
complainers, and those with big luggage.
Recruit people that don’t need attention, but would most
profit from it.
IT TAKES A LEADER TO KNOW A LEADER
RECRUTING & POSITIONING
This is not being mean.
This is being practical!
IT TAKES A LEADER TO KNOW A LEADER
RECRUTING & POSITIONING
Placing the right people in the right position.
Have a good picture of each person strengths and
weaknesses and place them accordingly.
IT TAKES A LEADER TO KNOW A LEADER
RECRUTING & POSITIONING
Placing the right people in the right position.
Don’t take a counseling approach! Focus on working with their strengths.
It’s there where they have more possibilities to grow.
IT TAKES A LEADER TO KNOW A LEADER
RECRUTING & POSITIONING
Placing the right people in the right position.
Put your best people where you bigger opportunities are,
not where your bigger problems are!
IT TAKES A LEADER TO SHOW A LEADER
MODELING & EQUIPPING
Show others how to lead.
As a leader you’ll reproduce what
you are!
IT TAKES A LEADER TO SHOW A LEADER
MODELING & EQUIPPING Modeling with Integrity:
Growth Measurement
Servanthood Soul
Success Purpose
Passion Fuel
Excellence Standard
Authenticity Foundation
IT TAKES A LEADER TO SHOW A LEADER
MODELING & EQUIPPING Support others to do their job well. I DO IT
I DO IT AND YOU ARE WITH ME
YOU DO IT AND I AM WITH YOU
YOU DO IT
YOU DO IT AND SOMEONE IS WITH YOU
Competence
Demonstration
Coaching
Empowerment
Reproduction
IT TAKES A LEADER TO GROW A LEADER
DEVELOPING & MEASURING
There are 3 key elements that drive leadership development in others:
1. Assessment 2. Challenge 3. Support
IT TAKES A LEADER TO GROW A LEADER
DEVELOPING & MEASURING
The idea is to strengthen the person, not to exploit or gain power over.
Let’s explore it with an example: Pick a person you are currently leading and looking forward to
develop into a leader…
1. ASSESSMENT
IT TAKES A LEADER TO GROW A LEADER
DEVELOPING & MEASURING
1. Where does this person seem to be failing?
2. Where are this person’s blind spots?
3. What does my intuition tell me is “off” in this person’s thinking?
4. Why is this person not transforming his/her potential into performance?
5. Who might be leading this person in the wrong direction?
IT TAKES A LEADER TO GROW A LEADER
DEVELOPING & MEASURING 6. When does this person do well and excel?
7. When does this person stumble?
8. What telltale clues can I find that give me insight into where this person needs help?
9. Where is this person’s sweet spot?
WHAT ARE YOUR INSIGHTS FROM THIS EXERCISE?
IT TAKES A LEADER TO GROW A LEADER
DEVELOPING & MEASURING
The idea is to challenge them where they need improvement to better manifest and further
develop their strengths. Let’s explore it with an example: Pick a person
you are currently leading and looking forward to develop into a leader…
2. CHALLENGE
IT TAKES A LEADER TO GROW A LEADER
DEVELOPING & MEASURING 1. Which books or other resources can you
recommend this person? How can you find proper recommendations for this person?
2. How can you increase the level of challenge for this person to further develop strengths?
3. What practices can you recommend to enhance character?
4. How can you move from supervisory meetings to mentoring conversations?
IT TAKES A LEADER TO GROW A LEADER
DEVELOPING & MEASURING
The idea is to support people to navigate through life difficulties, and not only thorugh
leadership difficulties. Let’s explore it with an example: Pick a person
you are currently leading and looking forward to develop into a leader…
3. SUPPORT
IT TAKES A LEADER TO GROW A LEADER
DEVELOPING & MEASURING 1. Do you care about this person as a person?
What is he/she going through? (It’s difficult for people to make the most out of their leadership experience if the rest of their lives is a wreck!)
2. Do you know this person’s story?
3. How can you support this person use his/her leadership experience as a tool for self-expression?
IT TAKES A LEADER TO GROW A LEADER
DEVELOPING & MEASURING
Evaluate to Maximize Productivity of Efforts
(Yours and Theirs)
Games are won according to what the coach’s players have learned, not based on what the coach knows!
IT TAKES A LEADER TO GROW A LEADER
DEVELOPING & MEASURING H
OW
TO
MEA
SURE
TH
EN?!
Report. I’ll decide what to do.
Let me know what you intend to do, but don’t do it unless I say yes.
Report alternatives with pros and cons and your recommendation.
LOOK INTO IT
LOOK INTO IT
LOOK INTO IT
LOOK INTO IT
TAKE ACTION
TAKE ACTION
Let me know what you did.
Let me know what you intend to do and do it unless I say no.
No further contact required.
This is how you measure leadership development!
HOW TO EMPOWER OTHERS
IT TAKES A LEADER TO KNOW A LEADER Recruiting and Positioning
IT TAKES A LEADER TO SHOW A LEADER Modeling and Equipping
IT TAKES A LEADER TO GROW A LEADER Developing and Measuring