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Why Your Organization Isn’t Growing and 5 Behaviors to Groom Future Leaders

Why Your Organization Isn't Growing and 5 Behaviors to Groom Future Leaders

A leader’s job is not to create followers.

A leader’s job is to create other leaders.

And it’s a frustrating place when an organization is stuck, stagnant, and not growing.

But often time a core cause of that is because the leader isn’t engaging in practices that develop other leaders.

How do you do that?

Here’s 5 simple ideas:

1.Teach Problem Solving – If you answer every question your team asks you then you aren’t creating leaders because you aren’t creating critical thinkers. Instead, you’re creating dependents.

One of the practices at Southwestern when building organizations is that the next time an experienced team member brings you a question or a problem ask them “What are your options? What’s your best option? What do you think we should do? Go with that.”

After you do that enough times they’ll start figuring it out on their own.

2. Delegate – Delegating is not just about helping you be more productive and saving you time. Delegating is also about giving other people a chance to step in and learn and practice critical skills that they will need in order to take the next step.

We are often afraid to delegate because we think “they won’t be able to do it as well as I can.” But as Spencer Hays once said, “You don’t build company if you build people, and those people build companies”

Give someone a chance to help. Give them a chance to step up. Throw them in the deep end and see if they can swim. It’s one of the best litmus tests of all for determining who your real leaders are. Work side-by-side with them through the whole process.

Plus, very often you’ll be surprised that people often rise to the level of leadership you allow to be available to them.

3. Teach Leadership – If you want to develop leaders you have to spend time teaching them the principles of leadership!

You have to teach them the art of dealing with people. You have to teach them how to recruit, interview, hire, train, motivate and work through other people.

The best way to do this is to mentor, by having people with you and watching you and helping as you lead processes and lead people.

If you or someone you know needs leadership training and they are in sales leadership or sales management then you should request a free call to talk with one of our sales leadership coaches. If you are not in sales leadership and just need general leadership knowledge then you should consider joining this virtual training.

4. Help them build a Vision – The amount of our endurance and the intensity of our self-discipline is directly proportionate to the clarity of our vision. When we have a crystal clear picture of what we want in business and life then there is a naturally strong connection to the sacrifices we are asking ourselves to make today that forward us towards a future that we care about. Every business endeavor needs to start with a 5 or 10 year vision with year-by-year numbers and metrics, broken down by month or week in the first year.

So your job as the leader is to help make sure that you make the time to map out a detailed month by month vision of what will take them to the level of achieving their goals and becoming a future leader.

But it’s not enough to just help them create a vision; you have to also then hold them accountable to hitting the regular metrics and check points that are required to stay on track with that vision. Vision and accountability are two sides of the same coin and in order for a leader to develop other leaders you must be skilled at providing both to you team.

5. Spend time with them 1 on 1 – One of my favorite Dustin Hillis quotes is that often when it comes to things like leadership, “One on one time in the field with your people is the key to successful leadership and transference of knowledge.”

While it is important to teach the practical skills, and to get the formal education on leadership, nothing can be a substitute for spending one-on-one time with the people in your organization that you identified as potential future leaders. Mentoring them and discussing with them their daily challenges, big picture ideas, and long-term visions will always be a great way for them to learn.

Most of all, invite them into issues and struggles that you are dealing with so that they can see you in action. They will learn an extraordinary amount just from watching the way that you handle situations. Remember, “tell me and I forget. Show me and I remember. Involve me and I understand.”

These of course are not the only five behaviors that must be taken to develop leaders, but they are five great ones that are immediately actionable to help you get on the right track.

The journey to develop other leaders beyond yourself begins largely as a matter of intention and a decision to do so.

As you make that decision and do these five behaviors, your leadership philosophy will spread and your leadership influence will multiply.