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Developing the Leaders Around You Assignment to Rev. Sam Oye

Developing the Leaders Around You Assignment to Rev. Sam Oye

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

Harvesthouse Int’l Bible College | Developing the Leaders Around You

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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.

Harvesthouse Int’l Bible College | Developing the Leaders Around You

The leader sees the big picture. Let’s take a look at differences between two views of leaders possess about people: Harvesthouse Int’l Bible College | Developing the Leaders Around You . If you really want to be a successful leader. Most leaders have followers around them. I illustrate this in mathematical terms. 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. those closest to a leader will determine the failure of that leader. Often leaders wrongly believe they must compete with people around them instead of working with them. Few leaders surround themselves with other leaders. B. 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. And not only is their burden lightened. You must find a way to get your vision see. A. An organization's growth potential is directly related to its personnel potential grow the leader-grow the organization. The determination of positive or negative outcome in leadership depends on my ability as a leader to develop the leaders closest to me. then develop them into the best leaders they can be. They believe the key to leadership is gaining more followers. Increase the capacity of the leaders in an organization and the organization will attain a new height.Page |4 1 . implemented. you can’t do it alone.THE LEADERS KEY QUESTION – AM I RAISING UP POTENTIAL LEADERS? Great leaders . and contributed to by others. but he needs other leaders to help make his mental picture a reality.the truly successful ones are in the top 1 percent -all having one thing in common. You must establish a team. 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. GP=kPP Where GP is Growth Potential and PP is Personnel Potential and k is the Growth Constant C. but the ones who do bring great values to their organizations. you must develop other leaders around you. Those closest to the leader will determine the success level of that leader – a negative reading of this will be that.

Leaders are not threatened by people with great potential. E.There is no success without a successor.a leader's success can be defined as the maximum utilization of the abilities of those under him. The more the people you lead. G. This can be best exemplified in the life of the greatest leader in the bible – Moses. Leaders attract potential leaders . leaders produce even when they don’t feel like it. “No executive has ever suffered because his people were strong and effective.birds of a feather really do flock together. his father-in-law came and gave him a counsel that transformed his leadership life and raised the level of his performance. who tried to do all the job of taking care of the people all alone. Leaders express feelings that other leaders sense Leaders create an environment that attracts potential leaders iii. I have also found that it takes a leader to attract a leader. i. Harvesthouse Int’l Bible College | Developing the Leaders Around You . grow a leader and show a leader. D. the more leaders you need . Leaders create and inspire new leaders by instilling in faith in their leadership abilities and helping them develop and hone leadership skills they don’t know they possess.Page |5 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. it takes a leader to know a leader. Leaders who mentor potential leaders multiply their effectiveness . Developed leaders expand and enhance the future of the organization – most people produce when they feel like it. Leaders think like them ii. but was delivered from the trouble when Jethro. F.

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. but I’ve never seen a great organization that had a great structure and a poor leader.” I believe a leader’s success can be defined as the maximum utilization of the abilities of those under him. Zig Ziglar says.” 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. “Great organizations may have great leaders and a poor structure.Page |6 George Barna said.’” Harvesthouse Int’l Bible College | Developing the Leaders Around You . “Success is the maximum utilization of the ability that you have.

With momentum Followers increase their performance. Leaders must model the leadership they desire. Leaders cannot afford to overlook the importance of momentum. They can be the change agents who create a climate conducive to growth. they must encourage. identify the potential in each future leader and cultivate it in light of the needs of Harvesthouse Int’l Bible College | Developing the Leaders Around You . positive growth climate and a losing.they create an atmosphere in which it becomes easier for us to succeed. The thermometer measures the condition of the atmosphere. The attitude of the leader. they must be active. “Example is not the main thing in influencing others… it is the only thing. A. B. People emulate what they see modeled. To ensure success. Focus on the Potential of the Leader and the Organization When a leader does not believe in us. coupled with a positive atmosphere in the organization. success is very difficult for us to achieve. Leaders must be environmental change agents The leaders in any organization must be the environmental change agents. Only leaders can control the environment of their organization. Albert Schweitzer. They must create a climate in which potential leaders will thrive. negative growth climate. They must be active. they must generate activity that is productive.THE LEADER’S TOUGHEST CHALLENGE: CREATING AN ATMOSPHERE FOR POTENTIAL LEADERS Those who believe in our abilities do more than stimulate us .” Part of creating an appealing climate is modeling leadership. they must be more like thermostats than thermometers. can encourage people to accomplish great things. Without momentum Leaders look worse than they actually are. Doing that job is the job of leaders. while the thermostat determines the condition of the atmosphere. create and command changes in the organization. And a consistent accomplishment generates momentum.Page |7 2 . With momentum Leaders look better than they actually are. Creating an environment that will attract leaders is vital to any organization. Without momentum Followers decrease their performance. Many times momentum is the only difference between a winning.

Lead (don’t manage with vision) i. Positiveness vi. Gratitude E. Big picture mind-set iv. the future lies in the person who holds the job. their desires. Find the one thing that you believe is the potential leader’s greatest asset. Discipline v. Positions like titles. their dreams. doesn’t make a leader. It is the responsibility of leaders to encourage potential leaders to see themselves in such a place. D. Provide a secure environment where the potential leader is free to take risks. 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. i. Look at the potential leaders around us and ask. People don’t care how much their leaders know until the know how much he cares… about their needs. “What does this person need in order to grow?” as leaders keep this is mind as you examine what a potential leader needs. Some leaders forget to cast vision because they get caught up in managing. ii. Look for the leader within the person There is no future in any job. Resiliency ii. iii. Integrity iii. G. It takes a leader with vision to see the future leader within the person. Follow-through ix.Page |8 the organization. Titles are worth little. Servanthood vii. Provide the potential leader with an experienced mentor. F. Loyalty x. Place an emphasis on production. v. iv. C. Provide the potential leader with the tools and resources he needs. Focus on the Potential Leader’s Needs (Desires) Great leaders know the desires of the people they lead. Some of the qualities to look for in a person: i. Harvesthouse Int’l Bible College | Developing the Leaders Around You . and then give 100 percent encouragement in that area. Spend the time and money to train the potential leader in his areas of need. Growth potential viii. Expose the potential leader to people successful in his field. a lofty title doesn’t help a poor producer to and a lowly title doesn’t hinder a super producer. Provide growth opportunities – all people don’t view where they are as the starting point to wherever they want to go in the world.

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.Personal development In conclusion.” I. Managers are maintainers. transferred or terminated?” the answer will determine the appropriate course of action. who gave himself an example of worthy of emulation and gave growth opportunities for potential leaders around him. One of the price is .  Invest time and money in his potential leaders. he will never do all he can do. Skills can be taught A person promoted from within already knows the organization and its people. Pay the Price that Attract leaders Success comes with a price. H. The advantages include: They are coached and developed. Make Difficult Decisions Some toughest decisions a leaders face concern poor performers. J. K. A person brought up from the farm team is a proven performer. whom he eventually raised to become mighty men. Creative ideas become reality when people who are in a position to act catch the vision of their innovative leader. We saw him started with a group of men regarded as worthless. 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. II Samuel 23:1-39). one man that depicts a leader creating a climate for potential leaders is King David (I Kings 22:1-2.  Show his people that personal and professional growth within the organization is not only possible but also actual.Page |9 ii. Harvesthouse Int’l Bible College | Developing the Leaders Around You . “should this person be trained. Great leaders make smart choices concerning them. know the individual’s character and attitude. A leader who does not effectively handle them will:  The organization’s 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. “Unless a man undertakes more than he possibly can do.  Commit to promoting from within. Leaders are innovators and creators who rely on people. tending to rely on systems and controls. a leader needs to ask him. Do big things Author Henry Drummond says.

The joy of this was that at the end of his life when he was not as strong as he always was. Great leaders share themselves and what they have learned. it was these men that eventually stood for him and helped him to maintain his rulership and influence.P a g e | 10 whose acts were recorded and greatly inspires one. Harvesthouse Int’l Bible College | Developing the Leaders Around You .

89 Good leaders (must keep growing and keep mentoring others)  70 . successful people. the good. One of the primary responsibilities of a leader is to identify possible leaders. Selecting the Right Players Every great leader must select the right player in the organization. Hiring an employee is like skydiving: once you've jumped out of the plane. It is not always an easy job. score vary. 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. not the bad.P a g e | 11 3 .79 Emerging Leaders (focus on growth and begin mentoring others) Harvesthouse Int’l Bible College | Developing the Leaders Around You . the benefits are multiplied and seem nearly endless. Maxwell's Grading Scale:  90 . Assessment of Current Leadership Qualities (For Purpose Leaders) When assessing a potential leader.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.100 Great leaders (should be mentoring other good and great leaders)  80 . look for gold. If you select well. 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. The leader of the organization must base that assessment on the big picture. To develop positive. pay attention to the quality of the person as addressed by the characteristics than to the specific score. but it is critical. Not the dirt. the more you are going to find. Since leaders grade differently. you're committed. The more positive qualities you look for.

not mediocre ones. not just for the leader with the attitude. a person with weak character often is unable to take responsibility for his/her own actions. Character Character flaws cannot be ignored. and constant strives to interact well with others. and are not restricted by self-imposed limitations. Look for people with a no-limit mindset. excellent people skills involve having genuine concern for others. integrity. and fulfill promises/obligations. understanding people. 4. Character flaws take a longer time and commitment of the leader to help the potential leader. as well as people who follow good role models. perseverance. Positive Attitude A positive attitude is one of the most valuable assets a person can have in life. but also for the people following him. Influence Leadership is influence. who are willing to try anything. self-discipline. 5. Look for people who are followed by other good people.P a g e | 12  60 . Excellent People Skills A leader with no people skills soon has no followers. dependability. Attitude set the tone. Every job candidate can be thought to be a “wanna be leader”. and he is able to persuade others to go with him. Warning signs to watch for include:  A person’s failure to take responsibility for his actions or circumstances  Unfulfilled promises or obligations  Failure to meet deadlines 2. This means a person knows he/she is going somewhere. conscientiousness and a strong work ethic. A person with good character has honesty. Every leader must know that his behavior towards others will determine their behavior to him. Conversely.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. The assessment of character can be difficult. meet deadlines. And there are four types of wanna –bes: Harvesthouse Int’l Bible College | Developing the Leaders Around You . 3. Character flaws should not be mistaken for weaknesses. and weaknesses can be overcome through training and or experience. who always think positive. all men have weaknesses. 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. They will eventually make a leader ineffective.

Confidence is not simply for show. iv. Disciplined people know how to manage two things: i. Look for people who believe in themselves because good leaders remain confidence whatever the circumstances. ii. iii. This means having a genuine concern for the people they talk to. People who like the status quo soon becomes a follower. Never be – some people lack the ability to do a particular job. Self-Discipline Great leasers always have self-discipline – without exception. Time – a leader makes maximum utilization of his time. An effective communicator also maintains eye contact and always has a warm smile ready. neither does ability to lead. Should be – has raw talent (gift). He needs training and once given. but not for that particular job. but few skills for harnessing that ability. Must be – the only lacking is opportunity. Effective Communication Skills Good leaders can communicate effectively. People who refuse to change or take risks fail to grow. Some people have great natural abilities but lack the self-discipline to use them well. ability to focus on the other person. and the skill to communicate with all kinds of people. A good leader always has a proven track record. Harvesthouse Int’l Bible College | Developing the Leaders Around You . 7. 9. though all men are gifted by God. right skills and right attitude. Confidence People are naturally attracted to people with confidence. he has the right gifts. A good leader has the ability to instill within his people confidence in him. 8. 10. confidence empowers. A great leader has the ability to instill within his people confidence in themselves. 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. always striving for improvement and always growing. Proven Track Record Always check a person’s past performance. will be on the move to be who God created him to be. Emotions – a leader does not allow other people’s reactions to dictate their reaction ii.P a g e | 13 i. Success don’t come instantly. 6.

Harvesthouse Int’l Bible College | Developing the Leaders Around You . but also transform them into other leaders.P a g e | 14 Good leaders deliberately seek out and find potential leaders. Great leaders not only find them.

THE LEADER’S CRUCIAL TASK: NURTURING POTENTIAL LEADERS Many organizations fail to tap into their potential. they also give nurture to potential leaders in the organization. Guidelines for Mentoring Relationships – when you find a mentor use this guide to develop a positive mentoring relationship with the person. because nurture has the ability to transform lives.Believe in them E – Encourage them S – Share with them T – Trust them Nurturing process involves more than encouragement. Successful organization do more than this.P a g e | 15 4 . Is my model’s Strength Reproducible in My Life? vi. aside the paycheck/salary. Does my Model’s life have a Following? iii. i. Accept subordinate learning position iv. it also includes modeling. Respect the mentor. Once a leader identifies a potential leader. Here are some questions to ask yourself when picking a model. Does my Model’s Life Deserve a Following? ii. Immediately put into effect what you are learning vi. because the only reward they give to their employee is their paycheck/salary. Don’t threaten to give up Harvesthouse Int’l Bible College | Developing the Leaders Around You . Things a leader must do to nurture potential leaders around him. Reward your mentor with your own progress viii. Modeling leadership. communication and a belief in people. B . Does my Model Produce other Leaders? v. consistency. openness. responsibility. What is the Main Strength That Influences others to Follow My Model? iv. you need to begin the work of developing them into the leader they can become. Be discipline in relating to the mentor vii. Here is a strategy that could be used – the acronym BEST can be used to describe it. but don’t idolize him v. Ask the right Questions ii. Choose a Leadership Model for yourself – as leaders our first responsibility is to find a good model for ourselves. If my Model’s Strength is Reproducible in My Life. character. i. Clarify you level of expectations iii. 1. strong work ethics. What Steps Must I Take to Develop and Demonstrate That Strength? 2.

so don’t forget to always encourage potential leaders around you and most times. Exhibit Consistency – consistency breeds trust and provides a grow factor for potential leaders. Believe in People – when you believe in people. 12. and Touch. 7. learn from them and work to correct their fault. Establish A Support System – people cannot produce when not given the right resources. 4. 8. 11. Every potential leader needs support in the following five areas: i. Every leader must be able to give hope to those around him when they cannot find it in themselves. Provide Security . I have made a difference. 9. Some calls it the glue that binds followers and leaders together. If you want people to produce. Sensitivity. Trust implies accountability. Emotional ii. I have accomplished. Respect. it must be built day by day. Equipment v. Because followers want to trust their leader. Reward Production – people rise to the level of expectations. Skill training iii. try to excel. predictability and reliability. Give encouragement – don’t expect people to encourage themselves. they are part of life. Unconditional Positive Regard.People are susceptible to fear at the expense of their dreams. every time spent with a potential leader is an investment. Hold hope high – every leader is a dealer of hope and the power of hope cannot be underestimated. Add Significance – make people a part of something worthwhile. Offer Time – Potential leaders cannot be mentored from a distance or by infrequent. 10. recognize their error. You need to spend planned time with them as a leader. personalize it. then you must reward production. Trust is built on many things: Time. break new ground and succeed. Something they can look and say. Money iv. Build Trust – trust is the single most important factor in building personal and professional relationships. nobody wants to be a part of something insignificant and unimportant. you motivate them and release their potential. It takes a leader to make them feel secure and with that they are likely to take risk.P a g e | 16 3. Show Transparency – all leaders make mistakes. I have achieved. short spur of attention. 13. 5. 6. Personnel Harvesthouse Int’l Bible College | Developing the Leaders Around You . many require outside encouragement to propel them. Successful leaders make mistakes.

Peter Drucker said.” When you nurture the people around you. Here are some guidelines for selecting the right people to mentor. and giving him what he needs to get there. Evaluate their progress constantly v. Choose people with potential you genuinely believe in iii. Be committed. Discern and Personalize the Potential Leader’s Journey – leaders must be good at judging others. mentoring and nurturing them. Select people whose philosophy of life is similar to your ii. “it is one of the most beautiful compensation of this life that no man can sincerely try to help another without helping himself. serious and available to the people you mentor Ralph Emerson said.” Discipleship of another person involves discerning where that person is. Harvesthouse Int’l Bible College | Developing the Leaders Around You . “it is important to disciple a life. Determine what they need iv. not teach a lesson. i. you should spend quality time with promising leader. everyone wins. knowing where he is suppose to go.P a g e | 17 14. As a leader.

though training is a part of equipping process for preparing the person for leadership. Question About the Potential – develop a prospect list. And it can’t be done using a formula or videotape. give him the tools he needs and then help him along the way at the beginning of his journey.a leader who does the job well.THE LEADER’S DAILY REQUIREMENT: EQUIPPING POTENTIAL LEADERS At this point. 1.    The equipper is a model .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. Ask yourself the following questions about each person to find the ones with the highest potential. Questions about the Organization – these questions will determine what equipping needs to be done and the best direction it should take the organization. equipping a potential leader must be tailored to each potential leader. Equipping is similar to training. evaluate the potential leader. that preparation is called equipping. to determine the direction of of our equipping. 2. Questions about Myself – this question will make clear how the equipping will be done. The ideal equipper is a person who can impart the vision of the work. you are ready to select the people to be equipped. how to create a climate for their nurture and basic ways to nurture them. 3. The goal now is to narrow the field of prospective leaders down to the few people with the most potential. it is clear how to identify potential leaders. It is time to look more specifically how to prepare them for leadership within the organization.P a g e | 18 5 . EQUIPPING QUESTIONS Effective equipping begins with asking questions. Harvesthouse Int’l Bible College | Developing the Leaders Around You . right and consistently The Equipper is a mentor . like nurturing is an on-going process. Equipping.

P a g e | 19 i. iii. 1. give the potential leader the following: Responsibility. 4. Content Harvesthouse Int’l Bible College | Developing the Leaders Around You 7. 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 don’t see any glaring weaknesses? What is the potential leader’s fit? HOW TO EQUIP FOR EXCELLENCE The following steps are the process of that will help you equip potential leaders. 6. Good news ii. Vision iii. ii. 8. To do this. 10. v. 3. 2. Give them the tools they need Check them systematically Conduct periodic Equipment Meetings – you can include the following in the agenda. from which you can build a program for their development. supervise their progress. 9. i. Authority and Accountability. empower them to do the jobs and finally get them to pass on the legacy. The foundations of building a relationship with them is very important bedrock on which equipping can thrive. Turn them loose within a structure that gives space for creativity. 5. iv. 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 don’t turn your people lose to do the job. .

P a g e | 20 iv. no matter what type of organization they are in. v. Harvesthouse Int’l Bible College | Developing the Leaders Around You . The greatest leader is willing to train people and develop them to the point that they eventually surpass him in knowledge and ability. Administration Empowerment Leaders who are equipping potential leaders have the greatest possibility of success.

Developing potential leaders requires more attention and commitment than nurturing and equipping.THE LEADER’S LIFELONG COMMITMENT: DEVELOPING POTENTIAL LEADERS The growth and development of people is the highest calling of leadership. 1. ASK THE THREE MOTIVATION QUESTIONS – all growth begins with motivation. Do they have a good way of getting what they want? Harvesthouse Int’l Bible College | Developing the Leaders Around You . That is why most leaders don’t come into the fullness of their calling. you as a leader must find your potential leader’s motivation and harness them. because it is a very hard work.P a g e | 21 6 . What do they want? ii. 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. The difference is shown in the table below. Begin by asking these questions: i.

Focusing on excellence shows the Harvesthouse Int’l Bible College | Developing the Leaders Around You .  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. such adds to their development. Leaders are to be like trees that grow all through their lives. the best method is represented in this acronym. 3. Will they be rewarded if successful BE A GOOD LISTENER – good leaders are great listener. We should strive to expose them to different experiences. especially before you make decisions. iii. stretching and learning. 5. making them to shoot for the top. they usually go through four stages before new concepts becomes their own. but as leaders we shouldn’t let them be complacent. personal growth must be deliberate. 4. 7.P a g e | 22 2. Listen to their ideas and opinions. 8. USE THE FOUR-STAGE PROCESS OF ADAPTATION – it takes most people time to adapt to a new situation. 6. planned and consistent. listening to your people will add to your success and to their development. 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. 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. It keeps them growing. Give them credit each time you use their ideas. 9. DEVELOP A PLAN FOR PERSONAL GROWTH – growth is not automatic. 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.

Affirm him or her as a person and a friend 12. Be specific vi. Give the person a benefit of doubt v. Separate the person from the wrong action iii. The organization suffer because the person is not acting in the best interest of it and also the person’s deficiencies will reduces the effectiveness of the leader. Confrontation should never be done in anger or resentment. avoiding confrontation will always worsen the situation. Confront is as soon as possible ii. Avoid words like always and never viii. 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. 11. Give the person a game plan to fix the problem x. Harvesthouse Int’l Bible College | Developing the Leaders Around You . 10. Avoid sarcasm vii. IMPLEMENT THE LAW OF EFFECT – the law states that behaviors immediately rewarded increase in frequency. because taking people to a greater height might mean they may pass you by. Tell the person how you feel about what was done wrong ix. behaviors immediately punished decrease in frequency. Confront only what the person can change iv. CARE ENOUGH TO COMFRONT – it is quite easy to reward a positive behavior.P a g e | 23 people’s character. But when a person’s behavior is inappropriate. you must be personally secure. The success of any organization will not reach beyond the character of the leader. but people fear the adverse reaction they might get when the reprove a negative behavior. but here are some guidelines to doing it well: i.

Without this team members cannot work together. There is a Team Fit – a good team fit requires an attitude of partnership. A team is a group of people with a common goal. without it. 5. 3. With the right leaders teamed together. it is the team leader’s responsibility to orchestrate the team’s growth. the teammates have to know they will look out for one another. The Team Members Communicate With One Another – it is important for the team leader to communicate what is important to the team. THE QUALITIES OF A DREAM TEAM It is important to know that most dream team has some common characteristics: 1. 4. the individual members of the team must communicate with each other. once the players know and respect each other and develop a fit. the team’s personality will begin to emerge. The Team Members Care for One Another – teams that don’t bond can’t build. In an organization. Developing leaders is wonderful but more rewarding is.this quality is developed by making sure each team member knows what is important to them. a team of leaders increase their effectiveness in exponentially. A good team is always greater than a sum of its parts. It is important and necessary. the team as a whole suffers. For a team to be successful. When a team member cares about no one but himself.P a g e | 24 7 – THE LEADER’S 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. the growth should include shared experiences and periods of communication so team members stay connected to one another. developing a team of leaders. But like marriage. The Team Members Know What is Important . Every member must respect each other and learn to trust. with proper and adequate cooperation and communication between them. The Team Members Grow Together – growth within a team is likened to growth in a marriage. the team and its individual members do not improve. 2. making sure that his people grow both personally and professionally. Harvesthouse Int’l Bible College | Developing the Leaders Around You .

because many times the team needs to go an extra distance. each team member of the team must be willing to be held responsible and be willing to give up part of himself for the team’s success.people who occupy special place on the team feel special and perform special and perform in a special way.P a g e | 25 6. 9. An Effective Team has a Good Bench – without a good bench a team will not succeed. it is called organizational sense. 10. the ability to know what is happening within the organization. at such the need for a good bench arise. how the different players are doing and how much he needs to give to make the organization move to where it should be. money and energy. 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. What is to be sacrifice may include time. 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.e. 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. Harvesthouse Int’l Bible College | Developing the Leaders Around You . how it stacks up against the competition. a good bench gives depth to the team. Each Team Member Plays a Special Role . The Team Members are Willing to Pay the Price – success always comes down to sacrifice – willingness to pay the price. 7. i.

9. When team players don’t take time to huddle. winning twice proves you are the best. resources and playing time according to player’s past performance. the more successful the team is. Harvesthouse Int’l Bible College | Developing the Leaders Around You . Winning once can only be a fluke. A Dream Team Coach Excels in Problem Solving – problems almost create opportunities – to learn. A Dream Team Coach Does Not Treat Everyone the Same – give opportunities. A Dream Team Coach Knows What His or Her Players Prefer – to bring out the best in a team. desire and the discipline to compete and succeed on the highest level. 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 coach needs to know the team players and what is important to them. 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. continuing to win. THE QUALITIES OF A DREAM TEAM COACH The following are ten characteristics of a dream team coach. A Dream Team Coach Commands the Respect of the Players – without respect. that will earn him the team’s respect and loyalty and they will motivate and empower the people to play like a dream team. 8. All leaders can become good problem solvers. 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. 4. 5. who have the talent. A Dream Team Coach Continues to Win – there is only one challenge more difficult than winning that a successful coach faces. the result can be disastrous or even comical. The more the players and coach are involved. 6. 1. A Dream Team Coach chooses Players Well – having the right players determines 60 to 80 percent of the success of any organization 2. motivate and empower his people. 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. a coach will never be able to get his player to do what he asks.P a g e | 26 8 – THE LEADER’S GREATEST JOY: COACHING A DREAM TEAM OF LEADERS All coaches dream of having a team of players who know the game inside and out. 7. grow and improve.

DELEGATION: THE DREAM TEAM COACH’S MOST POWERFUL TOOL Delegation is the most powerful tool leaders have. 6. 5. 2. the player won’t produce. Lack of delegation will create a bottleneck to productivity. 4. iv. it increases their individual productivity as well as the productivity of their department or organization.P a g e | 27 10. 7. but only after your approval Ask them to take action on their own. 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. Here are reasons some leaders fail to delegate effectively: 1. Ask them to be fact finders Ask them to make suggestions Ask them to implement one of their recommendations. succeed and develop. 3. 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. 9. iii. v. ii. 8. but to report the results immediately Give complete Authority Harvesthouse Int’l Bible College | Developing the Leaders Around You .

vi. The takers give as little as possible and take their salary. vii. Organization truly improves and expands when they have leaders devoted to the development of others. iii.P a g e | 28 9 – THE LEADER’S FINEST HOUR: REALIZING VALUE TO AND FROM LEADERS Through the development process. 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. 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. viii. I can help you I’m 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. salary takers and salary makers. ix. In fact it is said that “there is no more noble occupation in the world than to assist another human being”. while others give everything they have and even more than make more contributions than the salaries they earn. you can pay me later Here are some ways potential leaders add value to their leaders: Harvesthouse Int’l Bible College | Developing the Leaders Around You . 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 person’s life Empowerment – give people – opportunity. iv. VALUE ADDED TONEW LEADERS i. the new leaders and the developers have values added to their lives. ii. v. I will produce later Salary Makers? What can I give? I’ll do whatever it takes to get it right Whatever the job. It is observed that all staff is of two types.

Harvesthouse Int’l Bible College | Developing the Leaders Around You . 9. 5. 8. 6. they will do the same for you. 7.P a g e | 29 1. 2. 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. 4. 3.

Leaders Think Big Harvesthouse Int’l Bible College | Developing the Leaders Around You . 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. 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. His organization continues to build and grow even if he is personally unable to carry on his leadership role. iii. they tend to focus more on task and systems. i. there are four things to keep in mind as you develop them: i. TRAITS OF A POTENTIAL LEADER Leaders can develop many kinds of people. If you do. There are three things that are required for a person to become a leader. 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. Here are some common characteristics in a leader’s thinking: 1. iii. ii. But a leader who produces other leaders multiplies his influence and he and his people have a future. His success ends when he no longer lead. ii. 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. iv.P a g e | 30 10 – THE LEADER’S LASTING CONTRIBUTION: REPRODUCING GENERATIONS OF LEADERS A leader who produces followers limits his success to what his direct personal influence touches. they have narrow vision and they sometimes are dogmatic.

ARE YOU DEVELOPING THE LEADERS AROUND YOU? Harvesthouse Int’l Bible College | Developing the Leaders Around You . 7. Put Them on a Personal Plan for Growth 2. here are some things you should do in such a time: 1. 2. 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 leader’s life in developing other leaders that he might have to change the way he is leading in other to achieve his aim. 1. 3. Learn From Them The big question is. 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. Create Opportunities to Stretch Them 3.P a g e | 31 2. 4. 5. 4. you need to do the following in order to help them develop into their next dimension. 6. 3.

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 f ¾¾ °#   .

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