Developing the Leader Within You by John C

Developing the Leader Within You
John C. Maxwell
1. The definition of leadership: Influence
2. The key to leadership: Priorities
3. The most important ingredient of leadership: Integrity
4. The ultimate test of leadership: Creating Positive Change
5. The quickest way to gain leadership: Problem-Solving
6. The extra plus in leadership: Attitude
7. Developing your most appreciable asset: People
8. The indispensable quality of leadership: Vision
9. The price tag of leadership: Self-Discipline
10. The most important lesson of leadership: Staff Development
The 5 Levels of Leadership Development
Level 1: Position / Rights
Know your job description thoroughly.
Be aware of the history of the organization.
Relate the organization’s history to the people of the organization
Accept responsibility.
Do your job with consistent excellence.
Offer creative ideas for change and improvement.
Level 2: Permission / Relationship
Possess a genuine love for people.
Make those who work with you more successful.
See through other people’s eyes.
Love people more than procedures.
Do “win-win” or don’t do it.
Include others in your journey.
Deal wisely with difficult people.
Level 3: Production / Results
Initiate and accept responsibility for growth.
Develop and follow a statement of purpose.
Make your job description and energy an integral part of the statement of purpose.
Develop accountability for results, beginning with yourself.
Know and do the things that give a high return.
Communicate the strategy and vision of the organization.
Become a change-agent and understand timing.
Make the difficult decisions that will make a difference.
Level 4: People Development / Reproduction
Realize that people are your most valuable asset.
Place a priority on developing people.
Be a model for others to follow.
Pour your leadership efforts into the top 20 percent of your people.
Expose key leaders to growth opportunities.
Be able to attract other winners/producers to the common goal.
Surround yourself with an inner core that complements your leadership.
Level 5: Personhood / Respect
Your followers are loyal and sacrificial.
You have spent years mentoring and molding leaders.
You have become a statesman/consultant, and are sought out by others.
Your greatest joy comes from watching others grow and develop.
You transcend the organization.
Are you a Leader or a Follower?
Lead; pick up phone and make contact
Spend time planning; anticipate problems
Invest time with people
Fill the calendar by priorities
Listen; wait for phone to ring
Spend time living day-to-day; react to problems
Spend time with people
Fill the calendar by requests
Leader Managers
Leader Mgrs:
 are long-term thinkers who see beyond the day’s crisis and the quarterly report.
 interests in their companies do not stop with the units they head. They want to know how all of the
company’s departments affect one another, and they are constantly reaching beyond their specific areas
of influence.
 put heavy emphasis on vision, values, and motivation.
 have strong political skills to cope with conflicting requirements of multiple constituents.
 don’t accept the status quo.
Knowing how to do a job is the accomplishment of labor.
Showing others is the accomplishment of a teacher.
Making sure the work is done by others is the accomplishment of a mgr.
Inspiring others to do better work is the accomplishment of a leader.
Integrity means living it myself before leading others.
4. The ultimate test of leadership: Creating Positive Change
When you’re through changing, you’re through.
Creating a Climate for Change
The leader must develop a trust with people.
The leader must make personal changes before asking others to change.
Good leaders understand the history of the organization.
Place influencers in leadership positions.
Develop a meeting agenda that will assist change.
Encourage influencers to influence others informally.
Show the people how the change will benefit them.
Give the people ownership of the change.
Change will happen
Not all change is improvement, but without change there can be no improvement.
It’s never too late to change.
5. The quickest way to gain leadership: Problem-Solving
Four common reasons why people do not perform the way they should
They do not know what they are supposed to do.
They do not know how to do it.
They do not know why they should do it
There are obstacles beyond their control.
We all have problems.
Problems give meaning to life.
People need to change their perspectives, not their problems.
Many outstanding people have overcome problems in their lives.
A problem is something I can do something about.
A test of a leader is the ability to recognize a problem before it becomes an emergency.
You can judge leaders by the size of the problems they tackle.
Solve task-problems quickly; people problems will take longer.
Make a time commitment to people.
Never solve a problem for a person; solve it with that person.
The problem-solving process
Identify the problem
Prioritize the problem.
Define the problem
Talk to the right people.
Get the hard facts.
Select people to help you in the problem-solving process.
Collect problem causes
Collect problem-solving solutions.
Prioritize and select the best solutions.
Implement the best solution.
Evaluate the solution.
Set up principles or policies to keep problems from recurring.
6. The extra plus in leadership: Attitude
Life is 10 % what happens to me and 90 % how I react to it.
We are responsible for our attitudes.
The leader’s attitude helps determine the attitudes of the followers.
The pessimist complains about the wind.
The optimist expects it to change.
The leader adjusts the sails.
The Six Stages of Attitude Change
Identify problem feelings
Identify problem behavior
Identify problem thinking
Identify right thinking
Make a public commitment to right thinking.
Develop a plan for right thinking.
7. Developing your most appreciable asset: People
The three levels of people/work skills:
Level 1: The person who works better with people is a follower.
Level 2: The person who helps people work better is a manager.
Level 3: The person who develops better people to work is a leader.
Principles for people development
Value of people—attitude.
Commitment to people—time.
Integrity with people—character
Standard for people—vision.
Influence over people—leadership.
Successful People Developers Make the Right Assumptions about People
Everyone wants to feel worthwhile.
Everyone needs and responds to encouragement.
People tend to become what the most important people in their lives think they will become.
People “buy into” the leader before they “buy into” his or her leadership.
People do not care how much you know until they know how much you care.
Most people do not know how to be successful
Failure is the opportunity to begin again more intelligently.
Most people are naturally motivated.
What motivated people?
Significant contributions
Goal participation
Clear expectations
What de-motivates people?
Don’t belittle anyone.
Don’t manipulate anyone.
Don’t be insensitive.
Don’t discourage personal growth.
Successful people developers ask the right questions about people
Am I building people or am I building my dream and using people to do it?
Do I care enough to confront people when it will make a difference?
Am I listening to people with more than my ears; am I hearing more than words?
What are the major strengths of this individual?
Have I placed a high priority on the job?
Have I shown the value the person will receive from this relationship?
We both need to be getting an equally good deal.
The ten commandments of confrontation
Do it privately, not publicly.
Do it as soon as possible. That is more natural than waiting a long time.
Speak to one issue at a time. Don’t overload the person with a long list of issues.
Once you’ve made a point don’t keep repeating it.
Deal only with actions the person can change.
Avoid sarcasm. It signals that you are angry at people, not at their actions, and may cause them to resent you.
Avoid words like always and never. They usually detract from accuracy and make people defensive.
Present criticisms as suggestions or questions if possible.
Don’t apologize for the confrontational meeting. Doing so detracts from it and may indicate you are not sure
you had the right to say what you did.
Don’t forget the compliments. Use what I call the “sandwich” in these types of meetings: Compliment—
People development principles
People development takes time.
People skills are essential for success
Be a model that others can follow
Leaders must care for people before they can develop them.
People developers look for opportunities to build people.
The greatest potential for growth of a company is growth of its people.
Successful executives
Admitted their mistakes and accepted the consequences, rather than trying to blame others.
They were able to get along with a wide variety of people.
They had strong interpersonal skills, sensitivity to others, and tact.
They were calm and confident, rather than moody and volatile.
Listen well enough to lead through their eyes
Relate well enough to communicate with their hearts
Work well enough to place tools in their hands
Think well enough to challenge and expand their minds.
The principle causes of unrest among workers are:
Failure to give credit for suggestions.
Failure to correct grievances
Failure to encourage
Criticizing employees in front of other people.
Failure to ask employees their opinions
Failure to inform employees their progress
The qualities of winners
Winner are less sensitive to disapproval and rejection—they brush it off.
Winners think “bottom line.”
Winners focus on the task at hand.
Winners are not superstitious—they say, “that’s life.”
Winners refuse to equate failure with self-worth.
Winners don’t restrict thinking to established, rigid patterns.
Winners see the big picture.
Winners welcome challenge with optimism.
Winners don’t waste time in unproductive thought.
Become character driven instead of emotion driven
Character-driven people
Do right, then feel good.
Are commitment driven
Make principle based decisions
Action controls attitude
Believe it, then see it.
Create momentum
Ask: “What are my responsibilities?”
Continue when problems arise
Are steady
Are leaders
Emotion-driven people
Feel good, then do right
Are convenience driven
Make popular based decisions
Attitude controls action
See it, then believe it
Wait for momentum
Ask: “What are my rights?”
Quit when problems arise
Are moody
Are followers
Those closest to the leader will determine the level of success for that leader.
A picture of a winning team
Winning teams…
Have great leaders
Pick good people
Play to win
Make other team members more successful
Keep improving
5 things winning team members need to know
What is expected from each one.
That each will have an opportunity to perform.
How each one is getting along.
That guidance will be given where each needs it.
That each will be rewarded according to his contribution.
Excellent leaders keep control of the “Big 3”
Excellent leaders avoid the “seven deadly sins”
Trying to be liked rather than respected.
Not asking team members for advice and help.
Thwarting personal talent by emphasizing rules rather than skills.
Not keeping criticism constructive.
Not developing a sense of responsibility in team members.
Failing to keep people informed.