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Here are a few of the leadership thoughts I’ve tweeted throughout December.  If you would like to follow me on Twitter you can find me at

  • Dec 30, 5:03pm To maximize your leadership potential you cannot depend solely on development from others you must develop the habit of self-development
  • Dec 29, 4:47pm So what do you do when everything you’re doing isn’t working? More of the same is not the answer
  • Dec 28, 4:39pm People avoid that which they’re afraid of. That may explain why some of your staff are not developing leaders #LeadershipDevelopment
  • Dec 17, 6:03pm When you have a mindset of succession you will have a regular practice of multiplication
  • Dec 16, 2:38pm Reading daily will make reading a discipline #personalgrowth
  • Dec 16, 2:20pm Leadership development is about changing the leadership beliefs and behaviors of those your training
  • Dec 13, 9:28am Leadership development should always be done in a way that can be reproduced by the one you’re developing so they can develop others
  • Dec 12, 10:13am What you give ATTENTION to will ADVANCE #leadership
  • Dec 07, 11:31am People value what adds value to them #leadershipdevelopment
  • Dec 05, 1:21pm Collaboration makes you wiser, your team stronger and your organization more effective #leadership
  • Dec 04, 7:38pm There is a talent war raging. Is your organization winning or losing?
  • Nov 26, 8:59am Great intentions don’t produce growth, discipline does. #selfleadership
  • Nov 12, 6:10pm What would you tell you if you were in your situation? #selfleadership

Every organization has a small handful of model leaders that exemplify what it means to lead well. They have the right skill set, they’re admired by others, they handle situations with maturity and wisdom. They are the one’s you wish you could replicate over and over.

Odds are those model leaders didn’t learn their leadership acumen from your organization’s quarterly four-hour turbo training. (Sorry to be the one to break the news to you).

While they may have enjoyed it or appreciated it, that’s not where they gained the leadership character and competency that’s so evident today.

If you would ask them (and I would encourage you to do so), you will likely find they attribute their development to one of two things. 1). An individual who believed in them and poured into them over an extended period of time. 2). An opportunity they had to lead that stretched them.

Isn’t that true of most of us? You don’t have to stop offering your quarterly turbo training. But I would certainly entertain the ideas of 1). having your existing leaders pour into your potential leaders over a period of time. 2) Giving potential leaders stretch assignments that will challenge them to grow.

When you do you’ll find more model leaders emerging within your organization.

No one would question that leadership development is a wise investment. Time spent developing new and better leaders has a long-term payoff for the individual as well as the organization.

But if this fact is so obvious why is it so few of your existing leaders engage in the development of new leaders? Why is it they default to doing the work rather than developing others to do the work?

Underneath the many possible excuses, I believe there is one deep seeded reason: Fear.

People avoid that which they are afraid of. So could it be your leaders avoid the investment in others because of the fear of failure? Fear of not knowing how? Fear of being replaced? Or fear of someone doing the job better than them?

To leverage your leaders impact and see an exponential emergence of new and better leaders your task is to identify and confront the fear. As you discover the real reasons behind their fear you can begin to reconstruct their confidence as a developer by simply encouraging, coaching and challenging them along the journey. Your greatest success will be seeing them confidently succeed in the reproduction of new leaders.