Developing other leaders
Thinking back on my past I can identify people who developed my potential and skill. It’s a pleasure to think back on their positive influence in my life.
First of all, leadership development is never an accident. It’s always intentional. Additionally, from a business viewpoint, leadership development always aligns with organizational values, mission, and vision. Now, I’ll share part of my story.
There are people in my past who believed in me. They saw things in me that I didn’t see in myself. Of all the things that changed me, this is the most powerful. If you want to develop a leader, believe in their potential. Look beyond what is to what could be. With that in mind, focus on strengths not weaknesses.
There are people in my past who gave me opportunity. They had courage to let me try things I hadn’t tried before. Here is a rule of thumb. When someone is 70% to 80% ready, stretch them with new opportunities that develop their skills and potential.
There are people in my past that instructed and corrected me. They exercised positive impact even during negative correction because I was completely convinced they had my best interest in mind.
Here is a final word of encouragement. Feeling unworthy or unqualified may hinder you from developing others. Or perhaps, you fear not having all the answers. Answer this fear by simply sharing what you know. Think of it as pouring from your cup into theirs.
*****
What can individuals do to help other leaders develop?
good thoughts…I have a friend who spends a lot of time with me, trying to develop my leadership. The more we meet the less unworthy I feel.
Dear Dan,
Leadership development is process of series of events. Events are personal experiences, cultural environment, backgrounds, supports and scarcities. All these events shape leadership development. So, all combined factors are responsbile to make a leader not a single alone. I do agree that to encourage for leadership development, you have to make the person responsible. At the same time, person himself or herself should not seek support but he should be responsible for his duty and responsbility. I also agree that when someone is ready to take responsibility, you can increase his efficiency and effectiveness by trusting him. I firmly belive that a person does not tire from work but from mental harassment. So, Cultural belief and leadership transparency are most important to create platform to produce leaders. And of course, it is a leadership challenge.
Leadership development is a lifelong pursuit. I coach a lot about it: my blog has numerous posts on it.
Elaborating on ‘focus on strengths not weaknesses’:
Openly recognize strengths, then distinguish and initiate opportunities to practice using those strengths. Good practice shows them how capable they are – they build confidence and continued capacity from it. This will often also mitigate weaknesses … if further mitigation is needed, it can often be addressed in education and/or alliance building.
We also multiply our own strength and capacity when we develop others. It’s a remarkably consistent positive feedback loop!
Thanks for posting, Dan.
Dear Dan,
Good leaders always try to develop people that come in their contact officially and personally. It’s for other people to seek right guidance and direction to become positive contributors. Remaining in such good company also can make a big difference. The only criteria to be eligible for personal development is to be positive in thinking, be supportive, have quest for knowledge and willingness to work hard.
You need to be part of a winning team and demonstrate right good skills to get noticed for right grooming. Identification of potential will be possible only through the manner in which current job/tasks are performed.
Leaders always try to create a strong second layer for good execution, take their time out for long-term development palns/activities and ensure the welfare for all.
To remain trusted person of good leaders itself is a challange and once proved of that category, one gets full blessings for a personal growth.
Hi Dan,
You mentioned that feeling “unworthy” can hinder you from developing others. Very true. Feeling threatened can also do the same thing. Thus one thing a leader can do to develop other leaders is make a list of his/her own talents and their value to the org. Great lift to the subconscious and creates much more desire to mentor others.
If a leader is still feeling uneasy about developing another, then I recommend s/he picture the future and what s/he truly wants. To quote from the book “The Secret” — “There is no shortage.” As you develop another leader, there will always be new opportunities for you as a leader.
Kate
Hi Dan
Leaders encourage and support others. These are qualitys which set leaders apart from the rest in the first place. Also, the ability to pass on good ideas and principles is crucial.
Let me give you an example. As someone in a creative/leadership role I often encounter people unwilling to share ideas, especially if they’re a good idea. Early in my career I was told a piece of advice from the global CEO of Saatchi & Saatchi . He said “your brain is not like a box of tissues…you will not run out of ideas”. In other words give away ALL your ideas! All your secrets! Don’t save them in a drawer for another day, just come up with a new one…an even better one. You won’t run out because you know HOW TO DEVELOP ideas.
This advice and the nature of this advice is essential to the development of future leaders especially in my department. And it’s worked! I even overheard someone telling a colleague the tissue analogy just last week. Brilliant.
Encourage. Support. Pass on principles.
Dear Dan,Leadership development is process of series of events. Events are personal experiences, cultural environment, backgrounds, supports and scarcities. All these events shape leadership development. So, all combined factors are responsbile to make a leader not a single alone. I do agree that to encourage for leadership development, you have to make the person responsible. At the same time, person himself or herself should not seek support but he should be responsible for his duty and responsbility. I also agree that when someone is ready to take responsibility, you can increase his efficiency and effectiveness by trusting him. I firmly belive that a person does not tire from work but from mental harassment. So, Cultural belief and leadership transparency are most important to create platform to produce leaders. And of course, it is a leadership challenge.
+1