Progressive Leaders Know the Answer to “How” is “Who”
It’s normal to ask, “How are we going to reach our goals?” Results don’t magically appear. They depend on people. Progressive leaders know the answer to “how” is “who”.
Conventional leaders focus on goals. Progressive leaders obsess over people.
Conventional leaders:
- Set goals.
- Solve problems.
- Create systems.
- Measure results.
Don’t let mainstream leadership limit your potential.
The results you desire are in the hands of people. You’re not a leader if you’re doing it yourself.
Why focus solely on problems when people are the answer? Focus on both. Develop and trust competent people so you can sleep at night.
Progressive leaders:
Progressive leaders believe great people produce remarkable results when the conditions are right. If you’ve led a high-functioning team you know what I mean.
Become a progressive leader by…
- Obsessing about finding and developing people you can trust. People you can’t trust are weight. Trustworthy people are wings.
- Drop the rocks. Put people in roles where they can be trusted. When you can’t trust people, develop them or send them to your competitors.
- Know that talented people are great at one or two things and average at the rest.
Ask who questions:
Connect achievement to people.
- Who do we aspire to become?
- How do we want to treat each other?
- What type of person thrives in our environment?
Progressive leaders know the answer to “how” is “who”. Transform your results by asking the right questions and investing in the right people.
Questions:
How much time should leaders dedicate to people development?
What skills help progressive leaders thrive?
Still curious:
Deloitte: People-Focused Leadership
How much time should leaders dedicate to people development?
100%
Every interaction should include some amount to teaching, coaching, mentoring, highlighting skills etc.
I asked ChatGPT your question. Here’s the answer.
Leaders should dedicate 20-30% of their time to people development, though the exact amount depends on the organization’s needs, team size, and industry dynamics. Prioritize activities like:
–Coaching and mentoring
–Providing feedback and recognition
–Career development planning
–Skill-building opportunities
Regularly investing time in people development boosts engagement, performance, and long-term organizational success.
You bring up an often-debated point. Your approach sets a high standard. I appreciate the way you integrate people development into day-to-day work. It makes sense. It also requires focus and discipline. Thanks for sharing your insights, Paul.
Jim Collins wrote, “it’s first who, then what.” Leaders always know that it is who you have that makes the difference. If you have the wrong people in the critical roles, you cannot be an effective organization. Likewise, if you have the right people in the wrong roles, that also leads to ineffective results. The truth is you want the right people in the right roles and the wrong people out.
Collins further said, “great organizations make sure they have the right people on the bus and the right people in the key seats before they figure out where to drive the bus.” As a leader, we may not always know where we are going, but if we have the right people, we can achieve a lot of great things!
It’s always appropriate to reflect on “Good to Great.” The idea that the horses in the barn determine where the buggy goes is powerful. One important question in leadership is, where can the people on this team take us? I appreciate your contribution to this topic, Hayim.