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Archives For Leadership Development

I’ve noticed that great senior leaders typically are tenacious readers. I’ve also observed that those who do a great job developing leaders are typically taking one or more of their leaders through a book. In fact, I would go so far as to say if you’re not developing your team to be readers then you’re probably not developing them as leaders.

If I were bringing on a new staff member who had little leadership experience, there are five books I would spend the first six to eight months taking them through. Over the years, I’ve taken several people through these books and they always have a great impact.

One Minute Manager, by Ken Blanchard

Why this book?  Blanchard boils leadership down to three simple disciplines: One-minute goal setting, One-minute praising, One-minute reprimands. In fact anytime I hire someone new this is the first book I give them. If you practice what Blanchard suggests it will align your expectations with those you lead. As you’ve probably heard me say before, “If you don’t have shared expectations, you’ll have shared frustrations.”

How long will it take?  About 3 sessions (one session per discipline). Continue Reading…

Have you ever asked yourself: “How can I get more out of my leaders?” You’re passionate about your organization so it stands to reason you would want to “get more out of” your people.

So you cast a lofty vision to “get more out of” them. You set BHAG’s (Big Hairy Audacious Goals) to “get more out of” them. You establish incentives to “get more out of” them. Some even use fear, guilt or intimidation to “get more out of” them. But while you may see a short-term spike in productivity you’ll see virtually no increase in loyalty, passion or development of your leaders.

Let’s stop and put the shoe on the other foot for a minute. How would you feel if someone was always trying to “get more out of you?” I would feel used, manipulated, or like a cog in the machine.

What if we took a different approach? Instead of trying to “get more out of”, what if we focused on “putting more into” our leaders?

Putting more into our leaders will require that we not just be PASSIONATE about our ORGANIZATION, we must be PASSIONATE about our PEOPLE.

When you’re passionate about your people you ask questions like: What are your gifts? What are your strengths? What are areas you want to grow? What ideas do you have? What is your passion? What are your dreams? What are your values? What excites you most about our mission?

Once you discover what’s already IN your leaders, then you’ll know how you can BELIEVE in, INVEST in and PUT more in them to help them maximize who God created them to be. And when you maximize what is in them you’ll enjoy the overflow of what comes from them.

Great leadership is more about what you can “put into” your leaders rather than what you can “get out of” your leaders.

What are some ways you’re investing in your leaders?

What impact would it have on your organization if you added ten new leaders today? You would see an immediate effect. You’d have more people carrying out the mission.  More people to share the load. More people to influence others.

But what impact would it have on your organization if you added two new leaders developers today?  To be honest, you would see very little immediate result.  But over the next year or two you would see a tremendous impact.  Not only would you eventually see new leaders, you would also see new leader developers.  You see, greater leader developers don’t just produce leaders they produce leaders who produce leaders.

I thnk it comes down to this: Good senior leaders focus on raising up more leaders; great senior leaders focus on raising up more leader developers. If you invest your energy into raising up more developers you will end up with more leaders.