Chris McClure

***This article is inspired by chapter 11 of “Leadershift” by John C. Maxwell – “Trained Leaders to Transformational Leaders” ***

“If your actions inspire people to dream more, learn more, do more, and become more, then you are a transformational leader.” – John C. Maxwell

While trained leaders are critical in all organizations, our world desperately needs transformational leaders who make a difference that spreads far and wide. We live in an era where a leader’s actions can have a long-lasting and far-reaching impact through the power of the internet. We’re no longer restricted by physical location. We can help people across the world at any given time. We can lead people even when we’re never in the same room together. This is truly an amazing time to be alive!

However, just because we’re connected doesn’t mean we automatically make an impact that triggers a transformational movement. This requires intentional action.

Consider the following five actions that John Maxwell has identified as he’s studied transformational movements over many years.

1 – Possess A Clear Picture Of What Transformational Leaders Do

Vision precedes any significant movement or outcome. If you don’t first see it in your mind, you’ll not be able to physically make it happen. When transformational leaders believe that their cause can make a difference, then they bring conviction to their leadership. They also believe in others. Consider how President John F. Kennedy believed our U.S. scientists and engineers could put a man on the moon many years before it ever happened. His vision triggered actions that ultimately made the vision a reality. Determine the vision you want to see in your organization and then take the necessary actions to make it a reality.

2 – Focus On Your Own Transformation Before Leading Others To It

If you want to help others become transformational leaders, you must first become one. You can’t give what you don’t have. Self-leadership is the first step of transformational leadership. Commit to personal growth. Evaluate the lessons you learn along the way in your journey. Study the cause and effect of your decisions and actions. John Maxwell wisely states, “We teach what we know, but we reproduce who we are.” If you’re not already in the process, begin today investing in yourself so you have plenty to give to your followers. Read books, listen to podcasts, attend seminars, hire a coach, etc. Transformational leadership occurs as an overflow of who you are becoming.

3 – Take Positive Action Based On Your Internal Changes

For real change to occur, we must go from knowing to doing. Knowledge has a limited impact without actions that follow it. When you choose to invest in yourself and you grow, it’s time to take action to help others do the same. Maxwell goes on to say, “Transformation is the result of application, not education…To lead transformationally, you must first live transformed. That takes courage, the courage to let go of the familiar and set off on a better way.” As you learn new principles, make a list of connected practices. Then begin to implement them immediately.

4 – Create An Environment That Promotes Positive Change

Just like seeds need to be planted in good soil in order for plants to grow strong and healthy, so do transformational leaders. Leadership is challenging. The quality of the environment significantly impacts the development of leaders. If you want a team of leaders who truly make a difference in your organization you must foster their growth in a healthy growth-oriented setting. Take a look at the state of your organization. Is it a healthy, growth-oriented environment? If not, what can you do to change it? If it is, what can you do to enhance it? This is a key function of your leadership.

5 – Commit To Making A Difference With Others In Your Community

John Maxwell states that there are three patterns within transformational movements:

1. Top-Down – Leadership influence filters down, not up.
2. Small to Big – Mass movements begin with a few people.
3. Inside Out – Inner values determine outward behavior.

With these three patterns in mind, realize that change starts with you, but it doesn’t end with you. It must be passed along. Also, don’t worry about leading many people until you can lead a few. We must grow into a greater leadership capacity. Too much too soon can crush us. And finally, do the deep inner work to become the leader required for true change in your organization and beyond. Think of the ripple effect when a stone is thrown into the water. The center ring is your personal growth. The next ring is the growth of those closest to you. The following rings are those farther away from you inside and outside your organization. Commit to becoming a leader who has a far and wide reach.

Implement these five key actions so you can begin or extend a powerful transformational movement.

You can do this with dedicated time and attention.

I believe in you!

Until next time…make today GREAT!

***This article is inspired by chapter 10 of “Leadershift” by John C. Maxwell – “Positional Authority to Moral Authority” ***

Many leaders seek power, fame, wealth, and prestige while overlooking the invaluable quality of having moral authority. Moral authority is a term we hear but may not be clear about what it actually is. Harvard Business School professor Kevin Sharer explains it this way in his article “How Moral Authority Manifests in Truly Impactful Leaders” (https://harbus.org/2017/moral-authority/):

“Moral authority is the recognition of a person’s leadership influence based on who they are more than the position they hold. It is attained by authentic living that has built trust and it is sustained by successful leadership endeavors. It is earned by a lifetime of consistency. Leaders can strive to earn moral authority by the way they live, but only others can grant them moral authority.”

Professor Sharer refers to Mother Teresa and Nelson Mandela as having moral authority while not truly realizing it. That’s often the way it happens. People who seek it seldom find it while others who simply lead with consistent integrity throughout their lives are given it without even asking for it.

Moral authority matters if you truly want to achieve greatness and make an impact in the world. While others may grant it to you by following you as a leader, you can take a few key actions that will help you advance down the path toward achieving it.

Consider the following 4 steps for gaining moral authority discussed by John C. Maxwell in his book LeaderShift:

1 – Competence – The Ability To Lead Well

You can be the nicest, most well-liked person in the world, but if you don’t produce results as a leader, you may many friends but few followers. While everyone is a leader to someone, it takes competence to become a leader to many. Focus on becoming successful in your career field using your unique skills. Commit to growing as a leader who is worth following. When you focus on these things, your competence level increases and so can your moral authority.

2 – Courage – Moving Forward In The Face Of Fear

Many people want to be labeled courageous, but often forget that courage is revealed in difficulties. I once heard John Maxwell say at a conference, “Everyone wants to see big miracles, but big miracles only happen when there are big problems!” While many of us want to be courageous, we don’t want to go through the difficulties and challenges that reveal courage. Firefighters are courageous because they run into burning buildings while others run out. Police officers are courageous because they run to the scene of a crime while others scatter to hide and seek safety. Entrepreneurs are courageous because they take risks to go out on their own while others seek safety and security. Courage requires forward movement despite feeling fear. This is why courage is a key step for gaining moral authority.

3 – Consistency – Doing Well All The Time, Not Just Sometimes

As a youth sports coach and father of athletes, I’ve observed that anyone can have one good tryout or a great game. However, long-term success comes with commitment and consistency. Showing up day in and day out regardless of your feelings is required to become a consistent leader who others want to follow. Perfection isn’t required, but predictable attitude and effort are. People won’t follow leaders for long who give them whiplash from inconsistency. And being consistently inconsistent doesn’t count toward gaining moral authority! Can people depend on you to act the same each day regardless of the circumstances? Or do you allow your emotions to get the best of you? Leaders with moral authority advance despite how they feel. They let their feelings be impacted by their actions, not vice versa. This is a key separator of leaders who have moral authority.

4 – Character – Being Bigger On The Inside Than The Outside

Gaining moral authority is first an inside job. Having a strong character is critical for making a long-term impact. Many leaders have failed in this one key area and have done much damage to their organizations, families, and followers. When you compromise your character, you disqualify yourself from having moral authority. It can be regained, but not without a lifetime of struggle to prove yourself worthy again. It’s often said that trust takes a lifetime to earn and a moment to lose. This is why very few leaders reach the end of their lives and receive the recognition of having moral authority. This is why those who have been granted moral authority stand out so prominently in our history books and world. You can have certain levels of success without moral authority, but you can’t leave a transformational legacy without great character. Focus on becoming bigger and better on the inside and let it overflow to the outside.

Pursuing moral authority is a noble goal. Focus on taking these four key steps so when it’s all said and done people can grant you this sought-after label. You must earn it day by day, week by week, month after month, and year after year. Focus on growing in these four areas and let the results be revealed farther down the path.

Until next time…make today GREAT!

***This article is inspired by chapter 9 of “Leadershift” by John C. Maxwell – “Team Uniformity to Team Diversity” ***

Diversity is interpreted in a variety of ways in our world today. It comes in the forms of race, age, genre, talent, skills, interests, and more. When leaders embrace the diverse makeup and contributions of their team members, everyone wins. Our differences can make a positive impact when we embrace them rather than resist.

One definition of “team” was found in a Harvard Business Review article many years ago – “A team is a small number of people with complementary skills who are committed to a common purpose, set of performance goals, and approach for which they hold themselves mutually accountable.” (The Discipline of Teams by Katzenbach and Smith, March-April 1993 edition)

Leadership is about bringing the best people to the table to solve problems and capitalize on opportunities.

Consider John C. Maxwell’s 3 advantages of team diversity and evaluate how your team and organization measures up.

1 – Diverse Teams Fill In The Knowledge Gap

As a leader, it’s important to know what you don’t know. The reality is that no one knows everything, nor should we try. The more we try to absorb, the more diluted the specialized knowledge that makes us successful becomes. Business coach Dan Sullivan teaches the principle of “who, not how,” which is about finding people with the knowledge you need rather than wasting time trying to learn something yourself. This is especially important when you are in a time crunch. Unless you have months or years to learn something new, your best option is to find someone who has the knowledge you need for the project or initiative you’re working on. Building a team with diverse knowledge will help go farther faster.

2 – Diverse Teams Fill In The Perspective Gap

Pick an object on your desk. Then walk around and see if it looks the same wherever you go. The likelihood of it looking the same from all angles is minimal. That’s how it is with situations, challenges, and opportunities. Think of how witnesses see a car crash or a crime being committed. Each person can testify to what they saw, but no one sees the entirety of the situation. When you build a team to accomplish a goal, it is critical to have a variety of perspectives to contribute toward it. You will see things one way, but your team members will see other challenges or opportunities. This is highly valuable to have a variety of perspectives. This is also why coaches and counselors are so valuable in our professional development. Having an objective thinking partner helps you see your situation and the world in a whole new light. This allows you to take action in fresh ways that you might have overlooked. Ask your team to share how they see things. Listen, don’t judge. Gather the information and evaluate how to proceed with their valuable feedback.

3 – Diverse Teams Fill In The Experience Gap

We are living in a time where multiple generations are working together in most organizations. Many leaders are not taking advantage of this opportunity, but rather bemoaning how the generations don’t get along. Experience mostly comes through time, but it can also come from focused learning. Therefore, older generations have much to contribute based on years in the industry or in the organization while younger generations have grown up in a digital world where technology is their native language. Both are valuable. Both can learn from one another. But it takes humility on both ends of the spectrum and it requires valuing each other’s training and experiences. There’s no better time to encourage mutual mentoring. Older team members can mentor younger ones based on what they’ve seen throughout their years on the job. Younger team members can mentor older ones based on their expansive knowledge base to work smarter and faster with technology, social media, etc. Encourage your team members to embrace learning from one another. This can simultaneously strengthen the team and build relationships among peers.

Diverse teams are required to win in today’s world. If you recruit a team full of people who think and act the same, you will have limited success. Most teams already are diverse, but many leaders haven’t tapped into diversity as a strength or benefit.

I encourage you to evaluate your team members. What does each one bring to the table in skills, experiences, knowledge, and expertise? If you will keep this in mind, you can utilize each person most effectively on various projects and initiatives you are leading. Give them opportunities to lead based on the greatest need they can fulfill. This gives them practice leading and shows the value for their diverse contribution.

Leadership is about getting things done with and through other people. If you will commit to building a diverse team and utilizing each person’s unique contribution, your team can experience more success in a shorter period of time.

Until next time…make today GREAT!

***This article is inspired by chapter 8 of “Leadershift” by John C. Maxwell – “Directing to Connecting” ***

In a world dominated by social media and electronic communication, our ability to connect well with others has been severely damaged. We’ve shifted to talking AT people rather than WITH them. Stephen Covey wisely taught in his popular book 7 Habits of Highly Effective People to “seek first to understand, then be understood.” You can’t understand others if you don’t connect with them.

In order to address this leadership challenge, consider John Maxwell’s 7 critical components for connecting well with your followers:

1 – Humility – Let People Know You Need Them

While many leaders have made great strides in this area over the past few decades, it is important to remember that no one becomes successful on their own. Even the best in any industry achieve success by building on the foundation of those who have gone before them and by receiving support from those around them who want them to succeed. Be humble enough to communicate with your followers that you need their support and effort for personal, team, and organizational success. Share the credit when goals are accomplished. Shine the spotlight on those who helped you become successful. Humble leaders who value their people gain tremendous support and loyalty.

2 – Curiosity – Ask People Questions

One of the fastest ways to connect with people is to ask great questions. Be curious about your followers’ interests, families, goals, etc. Ask how you can help them have a better work experience. Ask how you can make their job easier or more fulfilling. Ask how you can be a better leader for them and the team. Ask how their families are doing. Curiosity comes from a place of caring. When you ask questions, be genuine. And when you hear something that you can do to change or help them, take action. This will show them that they have been heard and are valued.

3 – Effort – Go Out of Your Way to Connect With People

Connecting requires effort. It doesn’t happen by default. It happens by design. When you commit to connecting with your followers, you need to make it a calendar issue, as well as, an energy issue. Block time for your followers. Give them time when you are at your best and you can be fully engaged with them. Don’t give them your leftover energy. Give them your best. Show them that you care by allocating your valuable time for them. Put down your computer and phone. Be fully present when you are connecting with them. This shows honor and allows you to truly hear what they are saying so you can lead them well.

4 – Trustworthiness – Be Someone Others Can Count On

Trust is the foundation of leadership. If people can’t trust you, they won’t follow you for long. They may work for you for a season, but they won’t respect you. When trust is absent, so is loyalty and commitment. When trust is broken, it takes exponentially more time and energy to repair than it did to gain it. Being trustworthy means that others can count on you to do what you say and be consistent in who you are. Be diligent to grow in trustworthiness and you will gain loyal followers who want to go far with you on the journey toward success.

5 – Generosity – Give First, Give Continually

Generosity is often viewed from a financial perspective, which is limited. Yes, you can (and should) give rewards such as raises and bonuses. However, giving your time and attention to help your followers become better, navigate challenges, and pursue opportunities are forms of generosity that are often overlooked but extremely valuable. Invest the time to think of unexpected ways to be generous to your followers. Be creative. Talk to other leaders about how they’ve been generous to their people. Use your imagination. Generous leaders are fun to be around and endear themselves to their followers.

6 – Listening – Open the Best Door to Connecting With People

As mentioned at the beginning of this article, social media and electronic communication have altered the way that we communicate. While we have become more efficient, we’ve lost the skill to listen well. Many people desperately desire to be heard. Many times, your followers simply want to have someone to talk to about their challenges and opportunities. You can be intentional with weekly, monthly, quarterly, and annual check-ins, but don’t overlook the real-time opportunities to connect with them as well. Utilize component #2 above to ask great questions and then truly listen. When you listen to others, connection happens. This is impactful and beneficial for building great relationships and trust.

7 – Encouragement – Give People Oxygen for Their Soul

The world can be a negative place. Many workplace environments can be negative. It takes effort to cultivate an encouraging environment, but the payoff is huge. When people love to go to work and be a part of a team, it’s often because they feel encouraged. Many people endure negative workplace cultures simply to receive their paycheck. However, if you desire to do something significant with your organization, commit to encouraging your people. Don’t simply catch them doing poorly and reprimand them. Keep your eyes open to catch them doing well and celebrating them. Most people want to do a good job. When people don’t care how they work and simply go through the motions, it’s typically because they don’t believe their work matters. When you encourage your followers and point out their strengths and successes, they become highly motivated to do more and better. Regardless of what role you play in your organization, commit to becoming the CEO, the Chief Encouragement Officer. Encouragers gain a loyal following and achieve great success in all areas of their lives.

Connecting with others isn’t difficult, but it does take effort. It requires intentionality and dedicated time and attention. Leaders have to fight for connection in a world that pulls our attention in many directions. Choose right now to become a connecting leader by implementing these 7 critical components for connecting well with your followers.

Until next time…make today GREAT!

***This article is inspired by chapter 7 of “Leadershift” by John C. Maxwell – “Ladder Climbing to Ladder Building” ***

Isaac Newton once said, “If I have seen farther than others, it is by standing on the shoulders of giants.”

The reality is that there are no “self-made” people. Behind every successful person are many others who have gone before them and helped them achieve their success. Parents, teachers, mentors, bosses, friends, and many others play a part in our development. We even learn from bad examples so we don’t repeat their mistakes. As we grow as leaders, the ceiling of those who have gone before us becomes our floor to build upon.

The most effective leaders are builders of people. They achieve personal success and then help others do the same. But this shift doesn’t happen overnight or automatically. It happens with intentionality and it often takes time to realize the value of shifting from striving for personal gain to focusing on helping others become great leaders.

Consider the four shifts that John Maxwell teaches about building ladders for others rather than simply climbing your own ladder:

1 – Ladder Climbing – “How High Can I Go?”

In this phase of leadership, you are focused on your own development and success. This is a required stage because without it you’ll have little to share with others and you’ll have limited credibility. No one wants to follow a leader who hasn’t succeeded. This step is about leading yourself to become the best leader possible. If you are beginning in your leadership journey, this is vital for future success and lays the foundation for what you can do to help others. Consider your strengths and opportunities. Commit to growing daily. Develop your character and operate with high integrity. Be a good follower and learn from others ahead of you.

2 – Ladder Holding – “How High Will Others Go With A Little Help?”

In this phase, you begin to shift to think about how you can help others succeed. Pastor Kevin Myers stated, “Leaders should want far more for their people than from their people.” Yes, you need to inspire and motivate your followers to produce and excel. However, if you are committed to helping them develop, you will benefit everyone around them and the effectiveness of your team and organization will multiply. Serve them. Be available to coach and train them. Help them see their potential and show them how to take steps to reach it.

3 – Ladder Extending – “How High Will Others Go With A Lot Of Help?”

This phase requires intentional, strategic mentoring. This is when you are able to share your expertise because you are successful in your specialized area and are mature enough to pass along what you’ve learned from your experiences. You are investing much time and energy into people in this stage. You choose your mentees wisely, but once you do you begin to see their growth as your success. You go deep by investing in a few rather than wide with many who only get a limited amount of your time.

4 – Ladder Building – “Can I Help Them Build Their Own Ladder?”

This final stage is about equipping them to build their own customized ladder. In the previous stages, they are often imitating what you do. In this stage, they begin to create and innovate. They have confidence and competence to lead others well. They begin to see how their success in new ways and then help others do the same. This is about reproducing what they have received from you. They begin to see opportunities to leave a legacy by investing in others as you have invested in them. Your role in this stage is to cast a vision for reproducing other leaders. You show them what you’ve done for them and then challenge them to go do it for others. Their success becomes the floor for the next generation of leaders that will follow them.

Most people strive for personal success, but many overlook the impact they can make on future generations. They overlook opportunities to pass along to others what they have learned over the years. Most of the time this happens because no one has pointed out to them that they have been invested in and should then invest in others.

Look around your organization, community, family, and friends. Who has invested in you? Be sure to thank them. Take notes of what you’ve learned from others over the years. Then take another look at those whom you can invest in so they can achieve greater levels of success.

You don’t have to be the wise old “sage” to give back. You simply need to be a few steps ahead of those you lead. In fact, many times we learn best from those who are five steps ahead because we can identify rather than those who are hundreds of steps ahead and seem out of reach.

You can do this.

People need you to invest in them.

You’ll be glad you did when you see the growth of your followers. They will become more successful and you will become more fulfilled.

Until next time…make today GREAT!

***This article is inspired by chapter 6 of “Leadershift” by John C. Maxwell – “Maintaining to Creating” ***

Children have an abundance of creativity, but at some point, it seems to diminish for most people. I believe one of the key reasons is because adults believe they have to be “practical” and creativity doesn’t fit inside that box.

However, for leaders, teams, and organizations to thrive in our world today, creativity must be a high priority. Someone is always coming up with a new idea or new way of doing things that challenge the status quo.

You may be thinking “How can I lead a creative team if I’m not creative?”

I know the feeling! I thought that way for years.

I finally had a mental shift happen that changed my perspective forever. I realized that creativity is expressed in a wide variety of ways. In my mind, I had a very limited view of creativity that included artistic expression that I didn’t embody or even have an interest in – painting, drawing, dancing, music, etc.

A few things finally became clear to me…

I love to write and writing requires creativity.

I love to lead and leadership requires creativity.

I love to coach and coaching requires creativity.

Perhaps you don’t see how creativity is required in your work and leadership. I encourage you to look deeper.

If you’re in sales, you must be creative to pitch your products and services so you can finalize deals.

If you’re an engineer, you must be creative to solve problems and create new products.

Managers at any level must be creative to connect with employees so they’ll be able to achieve their goals and objectives.

Creativity is critical to leadership.

Consider John C. Maxwell’s 7 creative principles to learn and live by as a creative leader:

1 – Build a creative culture.

Even if you don’t see yourself as a naturally creative person, you can build a creative culture by surrounding yourself with creative people. Many of the legendary leaders that we’ve admired in our world weren’t the most creative, but they knew how to get creative people in the room. When you build a creative culture, you will attract creative people to your team and you’ll learn how to be more creative by simply being surrounded by them. Once you have gathered them,  give them freedom to express their creativity.

2 – Make everything better.

“New and improved!” is a common marketing label on products and services. When you operate with this mindset, you will find creative ways to makes adjustments to what you already offer so that it can be better for your customers and clients. View everything you do as a work-in-progress that can and should be improved over time.

3 – Make plans but look for options.

Developing an initial plan is critical to get you moving, but as you gain momentum, continually look for options to take you farther. There are no perfect plans, so don’t get hung up finding the one “right” solution. Inflexibility kills creativity. Work the plan you have, but allow it to be fluid so you can adjust as new options become evident.

4 – Place a high value on ideas.

Ideas are the seeds of success. John Maxwell states, “If you have ideas you have the main asset you need, and there isn’t any limit to what you can do with your business and life.” Even if you think your idea is less-than-stellar, test it, analyze your results, learn from failures, innovate, and continue to try new things. If an idea pops into your mind, write it down and see where it takes you. Consider that all products and services in our world today were once ideas in the mind of the creators.

5 – Seek out and listen to different voices.

Creativity thrives when a topic or subject is approached from many different perspectives. If you are stuck, ask someone who is not closely associated with the problem you are trying to solve and hear their ideas. Sometimes we are too close to our work that “we can’t see the forest for the trees.” Ask for help. Invite people from other departments, teams, or organizations to speak into your process. You’ll be amazed at what others think of and contribute that you just couldn’t see for yourself.

6 – Take risks.

Most people avoid taking risks because, well, it’s risky! You aren’t guaranteed to succeed when you take a risk, but you also aren’t guaranteed to succeed by maintaining the status quo. Even doing nothing is risky! When you take a risk, your creativity will increase out of necessity. Risk-taking means that you are stepping into unknown territory that isn’t comfortable. It requires more of you than maintaining what you already have. This requires and ignites creativity.

7 – Live on the other side of “yes.”

When you say yes to something that isn’t easy, you inviting growth to come. It isn’t comfortable to say yes to unfamiliar or challenging opportunities, but your creativity will grow as you navigate the new challenge. If you’re afraid of failing, say yes anyway. If you question whether you or your team is ready, say yes, and grow into your success. While you should avoid saying yes to things that are outside of your vision and mission, many appropriate opportunities will arise that fit in well. Be courageous enough to say yes and step into the moment at hand.

Leadership is challenging in many ways. Whether you realize it or not, creativity is a key element of leadership. When you learn to intentionally inject creativity into your leadership, team, and organizational culture, you are giving everyone the opportunity to become better and more effective.

You are more creative than you think.

Make it a point to test or expand your creativity today.

Until next time…make today GREAT!

***This article is inspired by chapter 5 of “Leadershift” by John C. Maxwell – “Pleasing People to Challenging People” ***

Leadership is about people. Regardless of what business you’re in, you’re in the people business. If you don’t like people, then you’re better off staying away from leadership roles because “people issues” dominate the time of leaders. And every person is different, so you must learn to customize your leadership to fit the personality and needs of each of your followers.

One temptation most leaders face is to be a people-pleaser in order to keep everyone happy. The truth is that it’s rare for everyone to be happy. And the happiness of everyone doesn’t equal organizational success. Leaders are responsible for specific outcomes. These outcomes must be done with and through the skills of others. Leaders can’t control the emotions of their people and make them happy, but they can control the skill of challenging people to grow and perform at their best.

If you find yourself falling into the people-pleasing trap, how do you get out and become a leader who courageously challenges your followers to succeed?

Consider John C. Maxwell’s 7 tips on how to shift from pleaser to challenging leader:

1 – Change Your Expectations Toward Leadership

Begin with realizing that you can’t be everyone’s buddy. In fact, as leaders are promoted, some of their relationships can sour with coworkers who now view them differently. That’s normal, but not always easy to deal with. Leadership can be lonely at times. Your relationships with people who once talked with you as a peer may now treat you differently. It’s natural, so expect it.

Realize that leaders are responsible for sharing the vision, raising the bar, challenging others, showing the way, asking for commitment, and taking courageous action with or without consensus. If people don’t want to move into the future with you, let them go their own way without expending your precious time and energy trying to win them back. Your job is to help your people succeed, improve the organization, and achieve the vision.

2 – Value People as Much as You Value Yourself

To get the best out of your followers you must believe the best about them. If you devalue yourself, you will probably devalue others. You must develop self-confidence and self-worth and then pass that along to those you lead. When you value people and they know it, they will work diligently to assist you to achieve the vision of your team or organization. If you devalue people and make them feel like they’re simply a means to an end, they will not perform at their best nor will they help you be successful. People matter, so make it a priority to express regularly that you care and recognize how important their contribution is.

3 – Work to Establish Expectations Up Front

Unmet expectations are often the cause of damaged personal and professional relationships. Assumptions can be deadly in any environment. They almost always lead to unfulfilled expectations and create disappointment. In order to establish healthy expectations, make it a habit to have clear up-front conversations that get everyone on the same page. When things get off-track, work to regroup and reset expectations. This is not a one-time effort, but must be continually reinforced. This is why consistent one-on-one touch-base meetings and reviews are important. The more you meet face to face and deal with real-time issues, the better. An annual review is not enough. It can be a great tool to set goals and review overall growth and performance, but it is inadequate to stay on the same page with your followers. Commit to consistent face-to-face meetings so you can address challenges and take advantage of opportunities in real-time. These upfront expectation-setting conversations will save you much heartache and frustration long-term.

4 – Ask Yourself the Hard Questions Before Any Potentially Difficult Conversation

This is where many leaders fall down on the job. It’s easy to lead when everything is going smoothly, but our leadership mettle is tested when we must have difficult conversations about performance issues. In order to prepare well, ask yourself the hard questions to understand the situation best so you can address it well. Determine what the problem is, what the source is, and then evaluate your engagement level with the person you must address. Have you invested in the relationship? What part of the problem is your fault versus theirs? How can you resolve the issue together? Are you clear on your expectations and ready to express them in a conversation? Do the upfront work of preparation so you can make the difficult conversations as peaceful and effective as possible.

5 – When a Tough Conversation is Needed, Do It Right

This step piggy-backs on #4. Remember that the person you’re confronting is a valuable individual. Care enough to confront them in a healthy way and then commit to helping them overcome their challenges to be successful. They must do their part in the end to address problems, but you must commit ahead of time to helping them as they need. One option is to replace people who make mistakes, but the more challenging (and most rewarding) option for leaders is to invest time, energy, and resources into people to become better. Use wisdom in how you handle the tough conversations. If you attack, expect people to be defensive. If you approach situations with a coaching and problem-solving mindset, great outcomes are possible.

6 – Understand the 25-50-25 Principle

Leaders naturally want everyone to be on board with their vision and decisions, but it’s unrealistic to believe that everyone will be. When you expand an old vision or cast a new one for the future, you will have various responses. Some people are early adopters. Some are late adopters. Others are resistors and will need to move on. This principle states that 25% of people will support your efforts, 50% will be undecided, and 25% will resist change altogether. People are all wired differently. As a leader, your job is to help the middle 50% join the first 25% and accept that the bottom 25% rarely will join you. That’s when you’ll need to make difficult, but necessary decisions to help them transition to other areas of the organization or leave for a better fit somewhere else.

7 – Balance Care With Candor

Care without candor creates dysfunctional relationships. Candor without care creates distant relationships. Care balanced with candor creates developing relationships. Consider the following aspects of both care and candor:

CARE:

• Values the person
• Establishes the relationship
• Shores up weaknesses
• Offers comfort
• Makes the team pleasant

CANDOR:

• Values the person’s potential
• Expands the relationship
• Brings out strengths
• Offers a challenge
• Makes the team productive

As a leader, both care and candor are vital. How you communicate to each person needs to be filtered through their personality type and how they best receive information. If you will take the time to care for the person before there are challenges or problems, then being direct with them is built on a solid foundation of trust that creates respect and motivates the person to respond positively.

Leadership is both hard and rewarding simultaneously. If you will learn to shift from pleasing people to courageously challenging them to grow and do their best, everyone can win – you, your followers, and your organization. That’s the best-case scenario that all leaders should strive to achieve.

You can make this shift. I believe in you.

Until next time…make today GREAT!

***This article is inspired by chapter 4 of “Leadershift” by John C. Maxwell – “Perks to Price” ***

Many people desire to become leaders as they see the prestige or benefits from the outside looking in. However, most overlook the price that leaders have paid (and continue to pay) to be in the roles in which they serve.

Leadership is costly. The higher you climb on your leadership journey, the greater the responsibility. While many people see the perks of high-level positions, they are unaware of the stress and sleepless nights that leaders navigate on a regular basis. High-quality leaders don’t talk about this much because they realize it isn’t a burden that others can or should have to bear. However, it is a reality that you must be aware of if you aspire to greater leadership roles.

Consider the following 3 price points of leadership that John C. Maxwell highlights in his book LeaderShift:

1 – Leaders Recognize That Everything Worthwhile Is Uphill

In our world, many people believe that others are lucky to achieve “overnight success” without realizing that this success often took many years of small steps that feel like a daily grind. Whether being a professional athlete, Hollywood star, or business executive, nothing comes easy. If you desire to sit at the top of an organization, you must be prepared to put in the work to become better every day in order to someday reach your goal. As actor Steve Martin once advised, “Become so good they can’t ignore you.” Becoming good takes time, energy, and consistent effort. It takes overcoming many failures, obstacles, and setbacks. In essence, it means climbing uphill with intentionality each and every day.

2 – Leaders Acknowledge They Must Climb The Hill First

An obvious but overlooked aspect of leadership is that you must be out in front of followers doing difficult things first. You must be willing to do what others aren’t so that later on, others will do them while you are forging ahead into new territory. Climbing the hill first often means there is no pre-cut path. Instead, you have to figure things out along the way with a pioneering mindset. This is not for everyone. In fact, it’s not for most people. Even as the United States was expanding across the frontier, there were many more settlers than pioneers. Both are needed, but leadership requires you to be a pioneer and do things courageously as you deal with fear and uncertainty.

3 – Leaders Understand They Never Get To Stop Climbing

Leadership is often exhausting because you can’t stop climbing if you desire to remain the leader of your team or organization. Some leaders reach a certain place in the journey and decide it’s time to retire and hand the baton to another leader who can advance to the next level. That’s completely fine. You must know your capacity and desires. However, other leaders refuse to stop climbing until they achieve certain goals for the organization. These are the ones who often become “famous.” They’re the ones we talk about, write about, and model ourselves after. They seem to always be climbing to new heights. This isn’t for everyone, so we must continue to advance or be willing to step aside and allow someone else to lead for the sake of the mission and organization.

As you can see, leadership is not for the weak or faint of heart. Leaders must develop greater capacity and stamina in order to take their teams and organizations to places they’ve never been before. It requires mental toughness, patience, and perseverance. If you want to experience the perks of leadership, you must be willing to pay the price along the way. If you’re ready to do that, then begin climbing to new heights today.

Until next time…make today GREAT!

***This article is inspired by chapter 3 of “Leadershift” by John C. Maxwell – “Goals to Growth” ***

There is no shortage of goal-setting tips, tools, and tactics in our world. We are a driven people! However, while achieving goals has value, growing to become better is much more valuable long-term as a leader. Yes, you must set and achieve goals to be successful (and to keep your job!). But if you want to be better next year than you are this year, growth must be a key focus area.

So, how do you become a growth-oriented leader rather than simply a goal-driven doer? Consider the following 7 steps taught by leadership expert and author John Maxwell:

1 – Embrace Change

Change is inevitable. It’s often said that the only people who like change are babies. The older we get, the more we resist change, and the more we resent being forced to change. However, if we are to grow personally or professionally, change is required. You can’t become better while staying the same. Accept change as a necessary fact of life and begin to embrace it as part of your growth journey.

2 – Adopt a Teachable Spirit

When I was a young intern, my supervisor told me to never stop being teachable. I didn’t see this as a characteristic in my life at the time, but it has proven to be one of my most valuable assets. I love to learn from wiser, more experienced leaders! If you want to continue to develop into a highly valuable and well-respected leader, maintain a teachable spirit and look for ways to learn from others in all areas of life.

3 – Make Your Love for Learning Greater Than Your Fear of Failure

Many people have high aspirations for their lives and careers, but few pursue them out of fear of failing. When you choose to learn and grow, you intentionally place yourself in a position to fail, but you have a mindset of failing forward. When you do this, you are actually giving yourself an opportunity to become better every day. Think about what it was like learning to ride a bike. Failure was inevitable! But if you would’ve stopped trying (and failing), you wouldn’t have been able to achieve your desire to ride with freedom. Failure isn’t final unless you quit, so decide to embrace it as part of the learning process. If you do it long enough you’ll realize that you “failed” your way to success.

4 – Develop Relationships With Other Growing People

Who you surround yourself with is critical. Motivational teacher Jim Rohn is famous for saying that we become like the five people we spend the most time with. If you want to become more successful, up-level your inner circle. Join a mastermind group with people who are farther along than you so you can learn and be challenged by them. If you look around and realize you’re the most successful person in the room, you need to change rooms! Decide on the areas you want to grow in, then find mentors and coaches to help you advance.

5 – Develop Greater Humility

As stated in step #3, learning leads to much “failing.” In order to subject yourself to this reality, humility is required. When you admit that you have been successful but still have a long way to go in life, you’re in a great position to grow. Celebrate your successes, but humble yourself enough to recognize your need for ongoing learning. Refuse to ever “arrive” and stop growing.

6 – Believe In Yourself

A key issue that hinders people in life and leadership is being trapped by limiting beliefs. We can be extremely hard on ourselves! In order to grow, you must believe that you can. You must believe that you’re worthy of becoming more successful. You must believe you’re worth investing in. Many people refuse to buy books, attend conferences, or take continuing education courses because they don’t believe in themselves. To be a growing leader, you must develop your self-confidence and self-worth. You do matter and your followers need you!

7 – Embrace Layered Learning

Layered learning is when you build upon each lesson you learn. What you know today is built upon what you knew yesterday. What you know tomorrow will be built upon what you know today. Today’s ceiling of knowledge is tomorrow’s floor. When you embrace this mindset you will look for ways to continue to build layer by layer until the day you die. This is how you grow exponentially and become extremely valuable. Let the compound effect of learning increase your value to those you lead.

As you can see, shifting from a goal-driven mindset to a growth-oriented one isn’t complicated, but it requires intentionality. It requires that you make key decisions each day to continue to improve. When you do this, you become better and more valuable. This is critical if you are desiring to become a GREAT leader.

You can do this. I believe in you!

Until next time…make today GREAT!

***This article is inspired by chapter 2 of “Leadershift” by John C. Maxwell – “Soloist to Conductor” ***

Zig Ziglar famously stated, “You can get everything in life you want if you will just help enough other people get what they want.”

As a leader, it is critical to focus on others more than yourself. Yes, you need to take care of yourself and invest in your own personal growth, but you can’t overlook helping others reach their potential and achieve their goals. If you are a goal-driven person, it’s easy to focus on yourself and overlook the people you are called to lead. You must become intentional to add value to your followers and make sure they are growing and advancing. There is a critical need to become like the conductor of an orchestra who helps each musician excel in their own parts so that the whole can succeed rather than operating as a soloist who only looks out for himself.

In order to do this well, consider John Maxwell’s 5 realities of shifting your mindset from soloist to conductor.

1 – Go slower so you can go farther.

For highly motivated leaders, slowing down to lead others can be a challenge. Many times it feels easier to do the job yourself so it can be accomplished quicker. This may work in the short-term, but it’s a terrible long-term strategy. Leaders must do the difficult (and often slow) upfront work of developing people so they can reap the benefits later when they have highly competent and confident team members who take initiative. If you will commit to going slower now and helping others grow and improve, you will be able to go faster and farther later with a strong team.

2 – Recognize that you need others.

While many leaders receive individual awards and accolades, the best leaders admit that they didn’t get there on their own. There are truly no self-made men and women. We’re each standing on the shoulders of those who have gone before us and who support us behind the scenes. When you recognize you need others to accomplish personal or organizational goals, you will treat your followers as highly valuable assets whom you will nurture so they can become better every day.

3 – Make the effort to understand others.

Steven Covey famously taught in 7 Habits of Highly Effective People to “seek first to understand, then be understood.” This is wise advice in all areas of life, especially leadership. When you understand the people you lead, you can be a better leader for them. You can customize your leadership. You can address unique challenges with them. You can help them utilize their unique skills and abilities. You can help them become the best version of themselves.

4 – Want others to shine more than you do.

While many people aspire to leadership for personal gain, wise leaders quickly realize that you end up with more responsibilities than benefits. This isn’t a bad thing, but it does require a mindset shift. As you rise in leadership, you have more people to be responsible for. You also need to redirect the spotlight from your own achievements to your followers’ achievements to build goodwill and motivate them. Yes, you are responsible for the ultimate results, but much can be gained by helping others receive the accolades for doing their part. Accept the spotlight when there are failures to protect your followers. Redirect the spotlight when there are successes to build them up.

5 – Help others become better every day.

Personal growth doesn’t happen in a moment, but rather through daily consistency. If you help your followers become even 1% better each day, there will be a compound effect of incredible growth year over year. Just like we want our financial investments to grow, we should want our team members to grow as we invest in their development. You are a leader because you have grown and achieved at a high level. Now, you have the opportunity and responsibility to help your followers grow. Make a commitment now to help others become better every day. When you do this, everyone wins.

Leadership is a team sport and it is critical to guard yourself against focusing only on your personal success. To become a great leader, you must help others grow and advance. This builds trust and loyalty. It strengthens your team. It gives your organization greater opportunities for success. It communicates value to your followers and has the power to motivate and inspire them. If you desire to experience greater success tomorrow, focus on becoming a conductor who intentionally helps your people become better each and every day.

Until next time…make today GREAT!