HarvestHouse International Bible College

Leadership Development Assignment

Submitted to Rev. Sam Oye

DEVELOPING THE LEADERS AROUND YOU

Ayodele-josh I. O October 2011

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Contents
Introduction .................................................................................................................................................. 3 1 - THE LEADERS KEY QUESTION AM I RAISING UP POTENTIAL LEADERS?................................................ 4 2 - THE LEADERS TOUGHEST CHALLENGE: CREATING AN ATMOSPHERE FOR POTENTIAL LEADERS .......... 7 3 - THE LEADER'S PRIMARY RESPONSIBILITY: IDENTIFYING POTENTIAL LEADERS ..................................... 11 4 - THE LEADERS CRUCIAL TASK: NURTURING POTENTIAL LEADERS ......................................................... 15 5 - THE LEADERS DAILY REQUIREMENT: EQUIPPING POTENTIAL LEADERS ............................................... 18 6 - THE LEADERS LIFELONG COMMITMENT: DEVELOPING POTENTIAL LEADERS ..................................... 21 7 THE LEADERS HIGHEST RETURN: FORMING A DREAM TEAM OF LEADERS ......................................... 24 8 THE LEADERS GREATEST JOY: COACHING A DREAM TEAM OF LEADERS............................................. 26 9 THE LEADERS FINEST HOUR: REALIZING VALUE TO AND FROM LEADERS ........................................... 28 10 THE LEADERS LASTING CONTRIBUTION: REPRODUCING GENERATIONS OF LEADERS ...................... 30

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Introduction
This work is an excerpt from the book Developing the Leaders Around You by Dr. John C. Maxwell, Maxwell is an internationally recognized leadership expert, speaker, and author who has sold over 19 million books. His organizations have trained more than five million leaders worldwide. He is the founder of INJOY, Maximum Impact, ISS and EQUIP, an international leadership development organization working to help leaders. EQUIP is involved with leaders from more than 80 nations. Its mission is to see effective Christian leaders fulfill the Great Commission in every nation. Both practical and inspirational, Developing the Leaders Around You is crammed with strategies that help every leader effectively transform their goals into reality by building leadership in the people around them. Emphasizing that an organization can't grow until its members grow, Dr. Maxwell encourages readers to foster a productive team spirit, make difficult decisions, handle confrontation, and to nurture, encourage, and equip people to be leaders. Scriptural References You will need to appoint some competent leaders who respect God and are trustworthy and honest. Then put them over groups of ten, fifty, a hundred, and a thousand. These judges can handle the ordinary cases and bring the more difficult ones to you. Having them to share the load will make your work easier. This is the way God wants it done. You won't be under nearly as much stress, and everyone else will return home feeling satisfied. Moses followed Jethro's advice. He chose some competent leaders from every tribe in Israel and put them over groups of ten, fifty, a hundred, and a thousand. They served as judges, deciding the easy cases themselves, but bringing the more difficult ones to Moses. Exo. 18:21 (CEV) And the [instructions] which you have heard from me along with many witnesses, transmit and entrust [as a deposit] to reliable and faithful men who will be competent and qualified to teach others also. 2Tim 2:2 (AMP) Quote: The best executive is the one who has sense enough to pick good men to do what he wants done, and self-restraint to keep from meddling with them while they do it. - Theodore Roosevelt This work is intended to bring into a compact form the various topics discussed in the book and bring the ideas into the day-to-day life of a leader in the making. Bringing to live, the enormous challenge of raising potential leaders, and ultimately fulfilling the goal of leadership; succession.

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1 - THE LEADERS KEY QUESTION AM I RAISING UP POTENTIAL LEADERS?

Great leaders - the truly successful ones are in the top 1 percent -all having one thing in common. They know that acquiring and keeping good people is a leader's most important task in an organization. The bottom line of this book and the essential message is that, you cant do it alone. If you really want to be a successful leader, you must develop other leaders around you. You must establish a team. You must find a way to get your vision see, implemented, and contributed to by others. The leader sees the big picture, but he needs other leaders to help make his mental picture a reality. Most leaders have followers around them. They believe the key to leadership is gaining more followers. Few leaders surround themselves with other leaders, but the ones who do bring great values to their organizations. And not only is their burden lightened, but their vision is also carried on and enlarged Why Leaders Need To Reproduce Leaders The key to surrounding yourself with other leaders is to find the best people you can, then develop them into the best leaders they can be. A. Those closest to the leader will determine the success level of that leader a negative reading of this will be that, those closest to a leader will determine the failure of that leader. The determination of positive or negative outcome in leadership depends on my ability as a leader to develop the leaders closest to me. B. An organization's growth potential is directly related to its personnel potential grow the leader-grow the organization. Increase the capacity of the leaders in an organization and the organization will attain a new height. I illustrate this in mathematical terms; GP=kPP Where GP is Growth Potential and PP is Personnel Potential and k is the Growth Constant C. Potential leaders help carry the load leaders fail because they lack training or because they possess the wrong attitude about allowing and encouraging others to come alongside with them. Often leaders wrongly believe they must compete with people around them instead of working with them. Lets take a look at differences between two views of leaders possess about people:
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Winning by Competitiveness Look at others as enemies Concentrate on yourself Become suspicious of others

Winning by Cooperation Look at others as friends Concentrate on others Become supportive of others

Win only if you are good Win if you or others are Winning determined by your skills Winning good determined by the skill of Many Small victory Large victory There are winners and losers Some joy Much joy There are only winners

Peter Drucker was correct when he said, No executive has ever suffered because his people were strong and effective. D. Leaders attract potential leaders - birds of a feather really do flock together, it takes a leader to know a leader, grow a leader and show a leader. I have also found that it takes a leader to attract a leader. i. Leaders think like them ii. Leaders express feelings that other leaders sense Leaders create an environment that attracts potential leaders iii. Leaders are not threatened by people with great potential. E. Leaders who mentor potential leaders multiply their effectiveness - There is no success without a successor. Leaders create and inspire new leaders by instilling in faith in their leadership abilities and helping them develop and hone leadership skills they dont know they possess. F. Developed leaders expand and enhance the future of the organization most people produce when they feel like it, leaders produce even when they dont feel like it. G. The more the people you lead, the more leaders you need - a leader's success can be defined as the maximum utilization of the abilities of those under him. This can be best exemplified in the life of the greatest leader in the bible Moses, who tried to do all the job of taking care of the people all alone, but was delivered from the trouble when Jethro, his father-in-law came and gave him a counsel that transformed his leadership life and raised the level of his performance.
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George Barna said, Great organizations may have great leaders and a poor structure, but Ive never seen a great organization that had a great structure and a poor leader. Structure can mean the difference between a bad organization and a good one. But the difference between a good organization and a great one is leadership. Zig Ziglar says, Success is the maximum utilization of the ability that you have. I believe a leaders success can be defined as the maximum utilization of the abilities of those under him. Andrew Carnegie explained it like this: I wish to have as my epitaph: Here lies a man who was wise enough to bring into his service men who knew more than he.

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2 - THE LEADERS TOUGHEST CHALLENGE: CREATING AN ATMOSPHERE FOR POTENTIAL LEADERS

Those who believe in our abilities do more than stimulate us - they create an atmosphere in which it becomes easier for us to succeed. Creating an environment that will attract leaders is vital to any organization. Doing that job is the job of leaders. They must be active; they must be active; they must generate activity that is productive; they must encourage, create and command changes in the organization. They must create a climate in which potential leaders will thrive. Leaders must be environmental change agents The leaders in any organization must be the environmental change agents; they must be more like thermostats than thermometers. The thermometer measures the condition of the atmosphere, while the thermostat determines the condition of the atmosphere. The attitude of the leader, coupled with a positive atmosphere in the organization, can encourage people to accomplish great things. And a consistent accomplishment generates momentum. Many times momentum is the only difference between a winning, positive growth climate and a losing, negative growth climate. Leaders cannot afford to overlook the importance of momentum. With momentum Leaders look better than they actually are. With momentum Followers increase their performance. Without momentum Leaders look worse than they actually are. Without momentum Followers decrease their performance. Only leaders can control the environment of their organization. They can be the change agents who create a climate conducive to growth. A. Leaders must model the leadership they desire. Albert Schweitzer, Example is not the main thing in influencing others it is the only thing. Part of creating an appealing climate is modeling leadership. People emulate what they see modeled. B. Focus on the Potential of the Leader and the Organization When a leader does not believe in us, success is very difficult for us to achieve. To ensure success, identify the potential in each future leader and cultivate it in light of the needs of
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the organization. Find the one thing that you believe is the potential leaders greatest asset, and then give 100 percent encouragement in that area. C. Focus on the Potential Leaders Needs (Desires) Great leaders know the desires of the people they lead. People dont care how much their leaders know until the know how much he cares about their needs, their dreams, their desires. D. Look for the leader within the person There is no future in any job, the future lies in the person who holds the job. It takes a leader with vision to see the future leader within the person. Some of the qualities to look for in a person: i. Positiveness vi. Resiliency ii. Servanthood vii. Integrity iii. Growth potential viii. Big picture mind-set iv. Follow-through ix. Discipline v. Loyalty x. Gratitude E. Place an emphasis on production, not position and title Seniority also provides little in and of itself an organization that places great emphasis on titles and position are teaching their employee the same. Titles are worth little, a lofty title doesnt help a poor producer to and a lowly title doesnt hinder a super producer. Positions like titles, doesnt make a leader. F. Provide growth opportunities all people dont view where they are as the starting point to wherever they want to go in the world. It is the responsibility of leaders to encourage potential leaders to see themselves in such a place. Look at the potential leaders around us and ask, What does this person need in order to grow? as leaders keep this is mind as you examine what a potential leader needs. i. Expose the potential leader to people successful in his field. ii. Provide a secure environment where the potential leader is free to take risks. iii. Provide the potential leader with an experienced mentor. iv. Provide the potential leader with the tools and resources he needs. v. Spend the time and money to train the potential leader in his areas of need. G. Lead (dont manage with vision) i. Some leaders forget to cast vision because they get caught up in managing.

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ii. Managers are maintainers, tending to rely on systems and controls. Leaders are innovators and creators who rely on people. Creative ideas become reality when people who are in a position to act catch the vision of their innovative leader. H. Do big things Author Henry Drummond says, Unless a man undertakes more than he possibly can do, he will never do all he can do. I. Spend more effort on the farm team than on the free agents The farm team method involves bringing in the best undeveloped players who can be found and allowing them to start with the organization at their own level. The advantages include: They are coached and developed; know the individuals character and attitude. Skills can be taught A person promoted from within already knows the organization and its people. A person brought up from the farm team is a proven performer. Invest time and money in his potential leaders. Commit to promoting from within. Show his people that personal and professional growth within the organization is not only possible but also actual. J. Make Difficult Decisions Some toughest decisions a leaders face concern poor performers. Great leaders make smart choices concerning them. A leader who does not effectively handle them will: The organizations ability to achieve its purpose The morale of top performers His own credibility The low performers self image and potential effectiveness To discover the proper course concerning a poor performer, a leader needs to ask him, should this person be trained, transferred or terminated? the answer will determine the appropriate course of action. K. Pay the Price that Attract leaders Success comes with a price, creating a climate for potential leaders are a price that a leader must pay in order to raise and help them to develop into their full potential. One of the price is - Personal development In conclusion, one man that depicts a leader creating a climate for potential leaders is King David (I Kings 22:1-2, II Samuel 23:1-39), who gave himself an example of worthy of emulation and gave growth opportunities for potential leaders around him. We saw him started with a group of men regarded as worthless, whom he eventually raised to become mighty men,
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whose acts were recorded and greatly inspires one. The joy of this was that at the end of his life when he was not as strong as he always was, it was these men that eventually stood for him and helped him to maintain his rulership and influence. Great leaders share themselves and what they have learned.

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3 - THE LEADER'S PRIMARY RESPONSIBILITY: IDENTIFYING POTENTIAL LEADERS

There is something much more important and scarce than ability: it is the ability to recognize ability. One of the primary responsibilities of a leader is to identify possible leaders. It is not always an easy job, but it is critical. To develop positive, successful people, look for gold. Not the dirt; the good, not the bad. The more positive qualities you look for, the more you are going to find. Selecting the Right Players Every great leader must select the right player in the organization. If you select well, the benefits are multiplied and seem nearly endless. Hiring an employee is like skydiving: once you've jumped out of the plane, you're committed. The key to making the right choices depends on two things: Your ability to see the big picture and your ability to judge potential employees during the selection process. Inventory for finding leaders "the five A's"
Assessment of needs: Assets on hand: Ability of Candidate: Attitude of Candidates: Accomplishments of Candidates: What is needed? Who are the people already in the organization who are available? Who is able? Who is willing? Who gets things done?

This inventory begins with an assessment of needs. The leader of the organization must base that assessment on the big picture. Assessment of Current Leadership Qualities (For Purpose Leaders) When assessing a potential leader, pay attention to the quality of the person as addressed by the characteristics than to the specific score. Since leaders grade differently, score vary. Maxwell's Grading Scale: 90 - 100 Great leaders (should be mentoring other good and great leaders) 80 - 89 Good leaders (must keep growing and keep mentoring others) 70 - 79 Emerging Leaders (focus on growth and begin mentoring others)
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60 - 69 bursting with potential (excellent person to be developed) Below 60 needs growth (may not be ready to be mentored as a leader) Qualities to Look for in a Leader 1. Character Character flaws cannot be ignored. They will eventually make a leader ineffective. A person with good character has honesty, integrity, self-discipline, dependability, perseverance, conscientiousness and a strong work ethic. Conversely, a person with weak character often is unable to take responsibility for his/her own actions, meet deadlines, and fulfill promises/obligations. Character flaws should not be mistaken for weaknesses, all men have weaknesses, and weaknesses can be overcome through training and or experience. Character flaws take a longer time and commitment of the leader to help the potential leader. The assessment of character can be difficult. Warning signs to watch for include: A persons failure to take responsibility for his actions or circumstances Unfulfilled promises or obligations Failure to meet deadlines 2. Influence Leadership is influence. This means a person knows he/she is going somewhere, and he is able to persuade others to go with him. Look for people who are followed by other good people, not mediocre ones, as well as people who follow good role models. 3. Positive Attitude A positive attitude is one of the most valuable assets a person can have in life. Look for people with a no-limit mindset, who are willing to try anything, who always think positive, and are not restricted by self-imposed limitations. Attitude set the tone, not just for the leader with the attitude, but also for the people following him. 4. Excellent People Skills A leader with no people skills soon has no followers, excellent people skills involve having genuine concern for others, understanding people, and constant strives to interact well with others. Every leader must know that his behavior towards others will determine their behavior to him. 5. Evident Gifts Every person has gifts and abilities and it is your job as a leader to identify and assess these gifts when you want to employ anyone. Every job candidate can be thought to be a wanna be leader. And there are four types of wanna bes:
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i. Never be some people lack the ability to do a particular job, though all men are gifted by God, but not for that particular job. ii. Some people have great natural abilities but lack the self-discipline to use them well. iii. Should be has raw talent (gift), but few skills for harnessing that ability. He needs training and once given, will be on the move to be who God created him to be. iv. Must be the only lacking is opportunity; he has the right gifts, right skills and right attitude. 6. Proven Track Record Always check a persons past performance. A good leader always has a proven track record. 7. Confidence People are naturally attracted to people with confidence. Look for people who believe in themselves because good leaders remain confidence whatever the circumstances. Confidence is not simply for show, confidence empowers. A good leader has the ability to instill within his people confidence in him. A great leader has the ability to instill within his people confidence in themselves. 8. Self-Discipline Great leasers always have self-discipline without exception. Success dont come instantly, neither does ability to lead. Disciplined people know how to manage two things: i. Emotions a leader does not allow other peoples reactions to dictate their reaction ii. Time a leader makes maximum utilization of his time, always striving for improvement and always growing. 9. Effective Communication Skills Good leaders can communicate effectively. This means having a genuine concern for the people they talk to, ability to focus on the other person, and the skill to communicate with all kinds of people. An effective communicator also maintains eye contact and always has a warm smile ready. 10. Discontent with the Status Quo Look for people who are not willing to be satisfied with the status quo, and are willing to be different and take risks. People who refuse to change or take risks fail to grow. People who like the status quo soon becomes a follower.
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Good leaders deliberately seek out and find potential leaders. Great leaders not only find them, but also transform them into other leaders.

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4 - THE LEADERS CRUCIAL TASK: NURTURING POTENTIAL LEADERS

Many organizations fail to tap into their potential, because the only reward they give to their employee is their paycheck/salary. Successful organization do more than this, aside the paycheck/salary, they also give nurture to potential leaders in the organization, because nurture has the ability to transform lives. Once a leader identifies a potential leader, you need to begin the work of developing them into the leader they can become. Here is a strategy that could be used the acronym BEST can be used to describe it. B - Believe in them E Encourage them S Share with them T Trust them Nurturing process involves more than encouragement, it also includes modeling. Modeling leadership, strong work ethics, responsibility, character, openness, consistency, communication and a belief in people. Things a leader must do to nurture potential leaders around him. 1. Choose a Leadership Model for yourself as leaders our first responsibility is to find a good model for ourselves. Here are some questions to ask yourself when picking a model. i. Does my Models Life Deserve a Following? ii. Does my Models life have a Following? iii. What is the Main Strength That Influences others to Follow My Model? iv. Does my Model Produce other Leaders? v. Is my models Strength Reproducible in My Life? vi. If my Models Strength is Reproducible in My Life, What Steps Must I Take to Develop and Demonstrate That Strength? 2. Guidelines for Mentoring Relationships when you find a mentor use this guide to develop a positive mentoring relationship with the person. i. Ask the right Questions ii. Clarify you level of expectations iii. Accept subordinate learning position iv. Respect the mentor, but dont idolize him v. Immediately put into effect what you are learning vi. Be discipline in relating to the mentor vii. Reward your mentor with your own progress viii. Dont threaten to give up
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3. Build Trust trust is the single most important factor in building personal and professional relationships. Some calls it the glue that binds followers and leaders together. Trust implies accountability, predictability and reliability. Because followers want to trust their leader, it must be built day by day. Trust is built on many things: Time, Respect, Unconditional Positive Regard, Sensitivity, and Touch. 4. Show Transparency all leaders make mistakes, they are part of life. Successful leaders make mistakes, recognize their error, learn from them and work to correct their fault. 5. Offer Time Potential leaders cannot be mentored from a distance or by infrequent, short spur of attention. You need to spend planned time with them as a leader, every time spent with a potential leader is an investment. 6. Believe in People when you believe in people, you motivate them and release their potential. 7. Give encouragement dont expect people to encourage themselves, many require outside encouragement to propel them, so dont forget to always encourage potential leaders around you and most times, personalize it. 8. Exhibit Consistency consistency breeds trust and provides a grow factor for potential leaders. 9. Hold hope high every leader is a dealer of hope and the power of hope cannot be underestimated. Every leader must be able to give hope to those around him when they cannot find it in themselves. 10. Add Significance make people a part of something worthwhile, nobody wants to be a part of something insignificant and unimportant. Something they can look and say; I have achieved, I have accomplished, I have made a difference. 11. Provide Security - People are susceptible to fear at the expense of their dreams. It takes a leader to make them feel secure and with that they are likely to take risk, try to excel, break new ground and succeed. 12. Reward Production people rise to the level of expectations. If you want people to produce, then you must reward production. 13. Establish A Support System people cannot produce when not given the right resources. Every potential leader needs support in the following five areas: i. Emotional ii. Skill training iii. Money iv. Equipment v. Personnel
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14. Discern and Personalize the Potential Leaders Journey leaders must be good at judging others. Peter Drucker said, it is important to disciple a life, not teach a lesson. Discipleship of another person involves discerning where that person is, knowing where he is suppose to go, and giving him what he needs to get there. As a leader, you should spend quality time with promising leader, mentoring and nurturing them. Here are some guidelines for selecting the right people to mentor. i. Select people whose philosophy of life is similar to your ii. Choose people with potential you genuinely believe in iii. Determine what they need iv. Evaluate their progress constantly v. Be committed, serious and available to the people you mentor Ralph Emerson said, it is one of the most beautiful compensation of this life that no man can sincerely try to help another without helping himself. When you nurture the people around you, everyone wins.

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5 - THE LEADERS DAILY REQUIREMENT: EQUIPPING POTENTIAL LEADERS

At this point, it is clear how to identify potential leaders, how to create a climate for their nurture and basic ways to nurture them. It is time to look more specifically how to prepare them for leadership within the organization, that preparation is called equipping. Equipping is similar to training, though training is a part of equipping process for preparing the person for leadership. Equipping, like nurturing is an on-going process. And it cant be done using a formula or videotape, equipping a potential leader must be tailored to each potential leader. The ideal equipper is a person who can impart the vision of the work, evaluate the potential leader, give him the tools he needs and then help him along the way at the beginning of his journey. The equipper is a model - a leader who does the job well, right and consistently The Equipper is a mentor - an advisor who has the vision of the organization and can communicate it to other The equipper is an empowerer one who can instill in the potential leader the desire and ability to do the work.

EQUIPPING QUESTIONS Effective equipping begins with asking questions, to determine the direction of of our equipping. 1. Questions about the Organization these questions will determine what equipping needs to be done and the best direction it should take the organization. 2. Questions about Myself this question will make clear how the equipping will be done. 3. Question About the Potential develop a prospect list, you are ready to select the people to be equipped. The goal now is to narrow the field of prospective leaders down to the few people with the most potential. Ask yourself the following questions about each person to find the ones with the highest potential.
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i. ii. iii. iv. v.

Is this person compatible philosophically with the organization and leadership? Does this person show a potential for growth? Are there lingering Questions I have about this person? Am I selecting this person because of obvious strength or because I dont see any glaring weaknesses? What is the potential leaders fit?

HOW TO EQUIP FOR EXCELLENCE The following steps are the process of that will help you equip potential leaders. The foundations of building a relationship with them is very important bedrock on which equipping can thrive, from which you can build a program for their development, supervise their progress, empower them to do the jobs and finally get them to pass on the legacy. 1. 2. 3. 4. 5. 6. Develop a personal relationship with the people you equip Share your dream Ask for commitment Set goals for growth Communicate the fundamentals Perform the Five-step Process of Training People Step 1: I model Step 2: I mentor Step 3: I Monitor Step 4: I Motivate Step 5: I Multiply Give the Big Three All the training in the world will provide limited success if you dont turn your people lose to do the job. Turn them loose within a structure that gives space for creativity. To do this, give the potential leader the following: Responsibility, Authority and Accountability. Give them the tools they need Check them systematically Conduct periodic Equipment Meetings you can include the following in the agenda. i. Good news ii. Vision iii. Content
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7.

8. 9. 10.

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iv. v.

Administration Empowerment

Leaders who are equipping potential leaders have the greatest possibility of success, no matter what type of organization they are in. The greatest leader is willing to train people and develop them to the point that they eventually surpass him in knowledge and ability.

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6 - THE LEADERS LIFELONG COMMITMENT: DEVELOPING POTENTIAL LEADERS

The growth and development of people is the highest calling of leadership. That is why most leaders dont come into the fullness of their calling, because it is a very hard work. Developing potential leaders requires more attention and commitment than nurturing and equipping. The difference is shown in the table below. NURTURING Care Focus is on need Relational Maintains Leadership Establishing Helping Need oriented What they want A desire Little or no growth All EQUIPPING Training for work Focus is on the task Transactional Adds Leadership Realizing Teaching Skill oriented What the organization needs A science Short-term growth Many DEVELOPMENT Training growth for personal

Focus is on the person Transformational Multiplies Leadership Empowering Mentoring Character oriented What they need An art Long-term growth few

Here are twelve Actions a leader must take to develop potential leaders into the best they can be. 1. ASK THE THREE MOTIVATION QUESTIONS all growth begins with motivation, you as a leader must find your potential leaders motivation and harness them. Begin by asking these questions: i. What do they want? ii. Do they have a good way of getting what they want?
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2.

3. 4.

5.

6.

7.

8.

9.

iii. Will they be rewarded if successful BE A GOOD LISTENER good leaders are great listener, listening to your people will add to your success and to their development. Listen to their ideas and opinions, especially before you make decisions. Give them credit each time you use their ideas. DEVELOP A PLAN FOR PERSONAL GROWTH growth is not automatic, personal growth must be deliberate, planned and consistent. PRACTICAL STEPS FOR PERSONAL GROWTH Set aside time daily for growth personal growth must be planned and daily scheduled File Quickly what you have learnt Apply Quickly what you have learnt Grow with someone Plan your growth KEEP THE GROWTH GOING growth is an on-going thing and just like arriving is not the journey but what you have become and learnt on the journey. Leaders are to be like trees that grow all through their lives. USE THE FOUR-STAGE PROCESS OF ADAPTATION it takes most people time to adapt to a new situation, they usually go through four stages before new concepts becomes their own. Visually they need to see it Emotionally visual attracts the emotion Experientially they are ready to give it a try Convictional it becomes a part of their thinking process FOLLOW THE IDEA GRID share with the people what you are learning, the best method is represented in this acronym. I Instruct D Demonstrate E Exposure A Accountability GIVE THEM VARIED EXPERIENCE people are likely to resist change and stay in the confines of their comfort, but as leaders we shouldnt let them be complacent. We should strive to expose them to different experiences, such adds to their development. It keeps them growing, stretching and learning; this helps them to be better at handling new challenges and face difficult circumstances. STRIVE FOR EXCELLENCE when a leader strives for excellence it has a way it instills on the people, making them to shoot for the top. Focusing on excellence shows the
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peoples character. The success of any organization will not reach beyond the character of the leader. 10. IMPLEMENT THE LAW OF EFFECT the law states that behaviors immediately rewarded increase in frequency; behaviors immediately punished decrease in frequency. 11. CARE ENOUGH TO COMFRONT it is quite easy to reward a positive behavior, but people fear the adverse reaction they might get when the reprove a negative behavior. But when a persons behavior is inappropriate, avoiding confrontation will always worsen the situation. The organization suffer because the person is not acting in the best interest of it and also the persons deficiencies will reduces the effectiveness of the leader. Confrontation should never be done in anger or resentment, but here are some guidelines to doing it well: i. Confront is as soon as possible ii. Separate the person from the wrong action iii. Confront only what the person can change iv. Give the person a benefit of doubt v. Be specific vi. Avoid sarcasm vii. Avoid words like always and never viii. Tell the person how you feel about what was done wrong ix. Give the person a game plan to fix the problem x. Affirm him or her as a person and a friend 12. MAKE THE HARD DECISIONS people respond differently to development and its discovered that each person plateau at one of the six levels of development: Level 1: Some Growth Level 2: Growth that makes them Capable Level 3: Growth that makes them able to reproduce themselves in the job Level 4: Growth that takes them to a higher level job Level 5: Growth that allows them to take others higher Level 6: Growth that allows them to handle any job 13. BE PERSONALLY SECURE to be a great developer of people, you must be personally secure, because taking people to a greater height might mean they may pass you by.

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7 THE LEADERS HIGHEST RETURN: FORMING A DREAM TEAM OF LEADERS

Being on a successful team can be one of the most rewarding experiences in life and being on the right team can also be one of the most powerful. A team is a group of people with a common goal, with proper and adequate cooperation and communication between them. Developing leaders is wonderful but more rewarding is, developing a team of leaders. A good team is always greater than a sum of its parts; a team of leaders increase their effectiveness in exponentially. With the right leaders teamed together. THE QUALITIES OF A DREAM TEAM It is important to know that most dream team has some common characteristics: 1. The Team Members Care for One Another teams that dont bond cant build. For a team to be successful, the teammates have to know they will look out for one another. When a team member cares about no one but himself, the team as a whole suffers. 2. The Team Members Know What is Important - this quality is developed by making sure each team member knows what is important to them. Without this team members cannot work together. 3. The Team Members Communicate With One Another it is important for the team leader to communicate what is important to the team; the individual members of the team must communicate with each other. 4. The Team Members Grow Together growth within a team is likened to growth in a marriage. It is important and necessary, without it, the team and its individual members do not improve. But like marriage, the growth should include shared experiences and periods of communication so team members stay connected to one another. In an organization, it is the team leaders responsibility to orchestrate the teams growth, making sure that his people grow both personally and professionally. 5. There is a Team Fit a good team fit requires an attitude of partnership. Every member must respect each other and learn to trust, once the players know and respect each other and develop a fit, the teams personality will begin to emerge.

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6. The Team Members Place Their Individual Rights Beneath the Best Interest of the Team their mutual trust will make it possible for them to place their own rights and privileges. 7. Each Team Member Plays a Special Role - people who occupy special place on the team feel special and perform special and perform in a special way. When people are willing to put the team first and recognize their different roles this make the team better fit because they know what must be accomplished in order to guarantee victory. 8. An Effective Team has a Good Bench without a good bench a team will not succeed, a good bench gives depth to the team, because many times the team needs to go an extra distance, at such the need for a good bench arise. 9. The Team Members Know Exactly where the Team Stands the ability to know where their team stands at every moment during the game separates the great player from the adequate ones. it is called organizational sense, i.e. the ability to know what is happening within the organization, how it stacks up against the competition, how the different players are doing and how much he needs to give to make the organization move to where it should be. 10. The Team Members are Willing to Pay the Price success always comes down to sacrifice willingness to pay the price. What is to be sacrifice may include time, money and energy, each team member of the team must be willing to be held responsible and be willing to give up part of himself for the teams success.

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8 THE LEADERS GREATEST JOY: COACHING A DREAM TEAM OF LEADERS

All coaches dream of having a team of players who know the game inside and out, who have the talent, desire and the discipline to compete and succeed on the highest level. Walter Wriston said the person who figures out how to harness the collective genius of the people in his or her organization is going to blow the competition away! such a leader knows how to select, motivate and empower his people. THE QUALITIES OF A DREAM TEAM COACH The following are ten characteristics of a dream team coach, that will earn him the teams respect and loyalty and they will motivate and empower the people to play like a dream team. 1. A Dream Team Coach chooses Players Well having the right players determines 60 to 80 percent of the success of any organization 2. A Dream Team Coach Constantly Communicates the Game Plan a leader should draw up a game plan and continually communicates it to his team players 3. A Dream Team Coach Takes the Time to Huddle when a team huddles, it recalls the game plan and how it is to be implemented. When team players dont take time to huddle, the result can be disastrous or even comical. 4. A Dream Team Coach Knows What His or Her Players Prefer to bring out the best in a team, the coach needs to know the team players and what is important to them. 5. A Dream Team Coach Excels in Problem Solving problems almost create opportunities to learn, grow and improve. All leaders can become good problem solvers. 6. A Dream Team Coach Provides the Support Needed for Success the greatest environment of support is created when coaches decide to be facilitators rather than dictators. The more the players and coach are involved, the more successful the team is. 7. A Dream Team Coach Commands the Respect of the Players without respect, a coach will never be able to get his player to do what he asks. 8. A Dream Team Coach Does Not Treat Everyone the Same give opportunities, resources and playing time according to players past performance. 9. A Dream Team Coach Continues to Win there is only one challenge more difficult than winning that a successful coach faces; continuing to win. Winning once can only be a fluke; winning twice proves you are the best.

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10. A Dream Team Coach understands the Levels of the Players if the leader does not work with each player according to where he is in his development, the player wont produce, succeed and develop. DELEGATION: THE DREAM TEAM COACHS MOST POWERFUL TOOL Delegation is the most powerful tool leaders have; it increases their individual productivity as well as the productivity of their department or organization. Lack of delegation will create a bottleneck to productivity. Here are reasons some leaders fail to delegate effectively: 1. 2. 3. 4. 5. 6. 7. 8. 9. Insecurity Lack of Confidence in others Lack of Ability to Train others Personal Enjoyment of the Task Habit Inability to Find Someone Else to Do It Reluctance Caused by Past Failures Lack of Time An I DO It Best Mind-set

Step Toward Delegation i. ii. iii. iv. v. Ask them to be fact finders Ask them to make suggestions Ask them to implement one of their recommendations, but only after your approval Ask them to take action on their own, but to report the results immediately Give complete Authority

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9 THE LEADERS FINEST HOUR: REALIZING VALUE TO AND FROM LEADERS

Through the development process, the new leaders and the developers have values added to their lives. Organization truly improves and expands when they have leaders devoted to the development of others. In fact it is said that there is no more noble occupation in the world than to assist another human being. VALUE ADDED TONEW LEADERS i. ii. iii. iv. v. vi. vii. viii. ix. Modeling set the pace for the organization Vision and Direction ability to keep people focused on the big picture Encouragement and Affirmation let the people know you truly care Belief in Themselves help them dare to work towards their dreams Willingness to Try New Things the result of believing in themselves Personal Development finding time with the leaders personally Commitment to Personal Growth the greatest value to a persons life Empowerment give people opportunity, freedom and security Being a Part of Something Greater Than Themselves

VALUES ADDED TO ME BY THE PEOPLE I HAVE DEVELOPED One of the greatest rewards of adding value to the people is that it comes back multiplied. It is observed that all staff is of two types; salary takers and salary makers. The takers give as little as possible and take their salary; while others give everything they have and even more than make more contributions than the salaries they earn. Here are some differences between the two people by the things they say: Salary Takers What will I receive? What will it take to get by? It is not my job Someone else is responsible How can I look good? Will it pass The paycheck is the reason I work Am I better off because I work here? Pay me now, I will produce later Salary Makers? What can I give? Ill do whatever it takes to get it right Whatever the job, I can help you Im responsible How can the team look good Is it my best The paycheck is a by-product of my work Is the team better off because I work here I will produce now, you can pay me later

Here are some ways potential leaders add value to their leaders:
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1. 2. 3. 4. 5. 6. 7. 8. 9.

Loyalty Encouragement Personal Counsel and Support Follow-through Time Balance of Gifts Attraction of others People Development Increased Influence

When you develop leaders rather than followers, they will do the same for you.

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10 THE LEADERS LASTING CONTRIBUTION: REPRODUCING GENERATIONS OF LEADERS

A leader who produces followers limits his success to what his direct personal influence touches. His success ends when he no longer lead. But a leader who produces other leaders multiplies his influence and he and his people have a future. His organization continues to build and grow even if he is personally unable to carry on his leadership role. The true test of success for a leader who develops other leaders is that the leaders must carry on the tradition of developing other leaders and produce a third generation of leaders: Teaching them the values and method of developing the next group of leaders. TRAITS OF A POTENTIAL LEADER Leaders can develop many kinds of people. There are three things that are required for a person to become a leader. i. ii. iii. Desire Relational Skills Practical Leadership Skills

A FOLLOWER BECOMES A LEADER You may have people who you are preparing to develop who are non-leaders. If you do, there are four things to keep in mind as you develop them: i. ii. iii. iv. Maintain a Positive Environment Express High Believe in Them Empower Them Play to Their Strength

A MANAGER BECOMES A LEADER Managers think differently from a leader, they tend to focus more on task and systems, they have narrow vision and they sometimes are dogmatic. Your goals as a leader if you have potential leaders who think like managers are to help them develop relational skills and change their pattern of thinking. Here are some common characteristics in a leaders thinking: 1. Leaders Think Big
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2. 3. 4. 5. 6. 7.

Leaders Think in Terms of Other People Leaders think Continually Leaders Think Bottom lines Leaders Think Without Lines Leaders Think in Terms of Intangibles Leaders Think Quickly

A LEADER CHANGES LEADERSHIP STYLE There are times in a leaders life in developing other leaders that he might have to change the way he is leading in other to achieve his aim; here are some things you should do in such a time: 1. 2. 3. 4. 5. Model a better Leadership Style Identify Where They Err Get their Permission to Help Them Change Show them How to Get Here from There Give Immediate Feedback

A GOOD LEADER BECOMES A GREAT LEADER There are times you are to help develop and nurture a leader who is already doing well to begin to develop others in a larger scale, you need to do the following in order to help them develop into their next dimension. 1. Put Them on a Personal Plan for Growth 2. Create Opportunities to Stretch Them 3. Learn From Them The big question is; ARE YOU DEVELOPING THE LEADERS AROUND YOU?

Harvesthouse Intl Bible College | Developing the Leaders Around You