Think Like a Leader
Think back to your own origins as a leader. Chances are someone else was influential - either because you admired them - or they took a chance on you. As you grow as a leader, your focus needs to shift to how you develop others, so your thinking becomes less self-centred and more other-centred. Today we’ll be learning about ‘The Leader’s Greatest Return’ – developing other leaders.
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Feel Like a Leader
How we feel about our own leadership will significantly affect our ability and willingness to develop other leaders. Essentially, we need to be comfortable in our own skin as leaders: confident too that we are continuing to grow and develop ourselves if we are seeking to help others. Insecure and territorial leaders are never good at developing others.
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Act Like a Leader
Thinking about developing others is not actually developing others. What actual, specific and concrete steps are you taking to develop other leaders? Acting as a leader and recognising that others are watching you – and looking to you – for advice, guidance and support is a good place to start.
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A newsletter first. This podcast is the first chapter of the book featured in our ‘Longer Read’ below – ‘The Leader’s Greatest Return’. This is from the Christmas Day 2019 episode.
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5 Takeaways from the Launch of The Leader’s Greatest Return By John Maxwell January 29, 2020.
'Yesterday, my team joined me in New York City for the official release of my new book, The Leader’s Greatest Return. As part of the day’s events, we hosted a panel of other authors and leaders to talk about developing people, and it was a blast. We even broadcast it via Facebook, so if you missed it yesterday, you could go back and watch it today. (See also Leaders Watch below.)
I was joined on the panel by Dave Hollis, CEO of The Hollis Co; Adrienne Bankert, National News Correspondent, ABC News; Tom Golisano, Founder and Chairman of the Board, Paychex; and Gerard Adams, The Millennial Mentor™. The panel was moderated by Kimberly Weisul, Editor-at-Large at Inc.com.
It was so much fun. I had a blast sitting there with friends old and new talking about leadership and what leaders need to do in order to develop other leaders. The conversation only lasted about an hour, but it could’ve gone much longer—but even within that hour, we packed in so much good stuff that I just had to share a few of my takeaways with you.
Here are my top five takeaways from The Leader’s Greatest Return panel:
- Conversations on leadership should be inclusive. Yesterday’s panel was so much fun because it was composed of such different people. My story was very different from Adrienne’s, hers was different from Tom’s, who’s story was different from Dave’s and Gerard’s. By bringing that wide range of experience, insight, and interest to the stage, our conversation was able to go places no one could’ve imagined—and yielded so many great thoughts I wanted to stop talking midway through so I could take notes!
- Only growing leaders can (or will) grow leaders. Dave Hollis said it so brilliantly when he shared a story about how he addressed his leadership team at the Hollis Co. Dave said that when he assembled the team, he told them, “No one currently at this leadership table has the skills needed to remain at this table five years from now. Including me. If we want to stay, we must grow.” It’s no secret that I’m a huge believer in growth, but to hear my fellow leaders affirm that their own personal growth precedes their ability to grow other leaders did my heart good.
- Leaders must give their people what they need. We had a spirited discussion about what the people on our teams need from us. Adrienne made the point that restoring heart to leadership—kindness, empathy, human connection—was what modern workers needed most, and Tom chimed in, “Yeah, but a good salary and stock options aren’t so bad either!” While we all laughed, I thought Dave did a wonderful job of tying it together by saying, “The basic needs of an employee include a paycheck but go beyond it as well—our people want to be seen and treated well.”
- Mentorship matters. One of the best conversations of the day was around mentorship—who we mentor, who mentored us, and what we learned by being mentored. Gerard said something so profound, something I wish everyone would just write down and remember: “I wanted to be a mentee who brought value to my mentor.” I love that statement, because it reminded me of my relationship with Coach John Wooden—whenever I went to see Coach, I always wanted to be prepared so he would see how much I valued his time and wanted to make it valuable for him too. I didn’t meet with him for the chance to get a picture or a signed basketball; I wanted to have a relationship with him that would make a difference in both of our lives.
- Attitude is the difference maker. One of the final things we discussed was what to look for in a leader, and Tom said something I just loved: “When it comes to people, I hire for attitude and train for skill every time.” The whole panel lit up over that idea, because that’s so often what hinders a person’s opportunities in leadership. You can find people whose skill sets complement and support one another; a small skill set isn’t a deal breaker. But a person with a negative attitude is nearly impossible to overcome. People with a healthy mindset, a positive outlook, and a willingness to grow are exactly the kind of people who will learn a new skill if that’s what it takes to help the team win.
There were a lot more takeaways that I could share, but it’s probably better for you to just click on the link and watch the video for yourself. And once you do, I’d love for you to post your favorite takeaway in the comments so I can learn from you as well!'
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How Big Is Your Leadership Legacy?
This video follows on from the Leaders Read section above.
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In January spectacular sunsets were seen across Scotland. Apparently, the atmospheric conditions created the perfect confluence of conditions. This scene is looking west to Argyll across the Firth of Clyde.
Psychology Today posits that there are three clear benefits of sunset gazing. Firstly, emotional well-being; secondly, satisfaction with life; and thirdly, concern for others. So next time you see a glorious sunset think about how you can develop other leaders.
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We have devoted this issue of Insight Added to the leadership teachings of John C Maxwell, and the blog features highlights from the LEAD UK Transformational Leadership Event held on 1 February 2020.
Our longer read is John Maxwell's latest book - The Leader's Greatest Return: Attracting, Developing, and Multiplying Leaders Publisher: HarperCollins Leadership (28 Jan 2020)
What is the greatest return on a leader's time?
After leaders have invested in their own leadership growth, what is the best way to accomplish their vision and grow their organisations? Develop leaders!
The more leaders an organisation has and the better equipped they are to lead, the more successful the organisation and all of its leaders.
In The Leader's Greatest Return, Maxwell shares the most important lessons he's learned about the leadership development process over the last quarter century. He instructs readers in how to
- Recognise potential leaders
- Attract leaders by creating a leadership "table"
- Work themselves out of a job by equipping and empowering leaders
- Position leaders to build a winning team
- Coach leaders to higher levels and make them leadership developers themselves
This is where leaders really experience the compounding value of developing leaders and go to the highest levels of leadership themselves.
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When Was The Last Time You Did Something For The First Time?#39
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...without a little reflection, there is no Insight Added.
"A leader who produces other leaders multiplies their influences."
John C Maxwell
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Lead well
Graham and Lesley
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