Developing the Leaders Around You

The following contains excerpts from the book, Developing the Leaders Around You (John Maxwell).

One of the most important things a musician and artist can hope to achieve is to influence those around them to a point where they can carry on the legacy, methodology, and artistic convictions he has spent a lifetime developing. Having ‘disciples’ around you, those you are apprenticing will help get the work at hand done, but it also carries a deeper benefit, not only to them, as they learn, but also to the community at large.

We encourage students in our music school in Odessa Texas to consider who they can develop, for as a person teaches, he in turn deepens his own knowledge.

This follow-up companion book to “Developing the Leader Within You” is designed to show the developing leader how to take the next step in leadership, going to an even higher level of developing leaders around you.  Maxwell asserts that an organization’s greatest asset lies in the development of its personnel. While equipment and physical resources will grow old, people can get better and more productive through training and development. By raising up leaders, not just workers or followers, a leader doesn’t just add productivity, but he multiplies the productivity of the organization.

True leaders are not threatened by potential developing leaders because he knows that these people will ultimately multiply his effectiveness. He knows that the success of those closest to him will determine his level of success or failure. True leaders know how to inspire and create new leaders, having faith in other people’s leadership abilities, helping them develop these skills. In fact, “A leader’s success can be defined as the maximum utilization of the abilities of those under him/her.” Dale Carnegie once said, “People are developed the same way as gold is mined. Several tons of dirt must be moved before an ounce of gold is found. But you don’t go into the mine looking for the dirt. You go in looking for the gold.”

Even though it takes time to nurture and develop talent, we take the attitude in our music school in Odessa Texas that each student is ‘as good as gold.’

A leader should start the process of looking for leaders by:

  1. Assessment of needs (what kind of people does your organization need? 
  2. Assets on hand (who is already available?)
  3. Ability of Candidates (who is able?)
  4. Attitude of Candidates (who is willing?)
  5. Accomplishment of Candidates (who gets things done?)

A leader should then asses the leadership qualities of potential leaders by rating them on a scale of 1-5 looking at the following characteristics:

  1. The person has influence,
  2. The person has self-discipline,
  3. The person has a good track-record,
  4. The person has strong people skills,
  5. The person has the ability to solve problems,
  6. The person does not accept status quo,
  7. The person sees the big picture,
  8. The person has the ability to handle stress,
  9. The person displays a positive spirit,
  10. The person understands people,
  11. The person is free of personal problems,
  12. The person is willing to take responsibility,
  13. The person is free from anger,
  14. The person is willing to make changes,
  15. The person has integrity,
  16. The person is growing closer to God,
  17. The person has the ability to see what needs to be done next,
  18. The person is accepted as a leader by others,
  19. The person has the ability and desire to keep learning,
  20. The person has a manner that draws people,
  21. The person has a good self-image,
  22. The person has a willingness to serve others,
  23. The person has the ability to bounce back when problems arise,
  24. The person has the ability to develop other leaders,
  25. The person takes initiative.

Those who score 60 and above have the potential to be future leaders.

Further basic characteristics to look for in potential leaders are

  1. Character,
  2. A proven track-record,
  3. Confidence,
  4. Self-discipline,
  5. Effective communication skills,
  6. Discontent with status quo.

We expect students in our music school in Odessa Texas to not only develop their talent and musical skills, but also to maintain and deepen their character.

To nurture potential in leaders, use the acronym BEST: Believe in them, Encourage them, Share with them, and Trust them.

To equip potential leaders:

  1. Develop a personal relationship with the people you equip (listen to their life stories, see them outside the office, get to know their strengths and weaknesses.)
  2. Share you dream (while getting to know them, share yourself as well),
  3. Ask for commitment (be honest about what it will cost them to be leaders before they commit.)
  4. Set goals for growth (give clear objectives),
  5. Communicate the fundamentals (explain clearly what their fundamental responsibilities and job priorities are,
  6. Perform the five-step process of training:
    1. Modeling,
    2. Mentoring,
    3. Monitoring their progress,
    4. Motivating them,
    5. Multiplying them (giving them a chance to develop leaders themselves),
  7. Continuously monitor their progress (check on their needs and problems, equip them with the right tools and encouragement)

One of the best ways to develop people is to show trust in them. We endeavor to extend trust to students in our music school in Odessa Texas by giving students the opportunity to grow with ever-challenging projects and performances.

To have sustaining growth in leaders you are developing:

  1. Find their motivations and harness them,
  2. Be a good listener,
  3. Develop a plan for their personal growth,
  4. Give them varied experiences,
  5. Care enough to confront.

The six levels of development to be aware of in developing leaders are:

  1. Some growth (they grow slowly, and may never ‘shine’)
  2. Growth that makes them capable at their job (many people stop growing at this level),
  3. Growth that makes them able to reproduce themselves in their job (they start to add value to others)
  4. Growth that takes them to a higher-level job (they are willing to dedicate themselves to growing both personally and professionally, broadening their thinking and experience),
  5. Growth that allows them to take others higher (at this level, great leaders start to emerge: they no longer just add value to their organization, they multiply it),
  6. Growth that allows them to handle any job (people who develop at this level are rare: these people are leaders who can make it anywhere, treat them with love and care)

While a leader may be able to nurture many people, he will be able to equip fewer, and only develop a handful of people. He must make honest assessment of who he will spend the majority of his time developing.  When faced with poor performers, the decision must be asked “Should this person be trained, transferred, or terminated?”

To be a great developer of people, a leader must be personally secure. Taking your people to the height of their potential may mean they will pass you by. If you are not personally secure, you will find yourself threatened, of competing with your own people. You must recognize that developing leaders who can become greater than you are, often has a more lasting impact on the world.

Our hope, in our music school in Odessa Texas is that our students will excel even beyond what we as teachers can give them. Seeing them take initiative and grow to their potential is our greatest joy.

Forming and coaching a dream team of leaders may be a leader’s greatest dream and achievement. Following are characteristics of a ‘Dream Team’:

  1. Team members care for one another,
  2. Team members know what is important,
  3. Team members communicate with one another,
  4. Team members grow together,
  5. Team members place their individual rights beneath the best interest of the team,
  6. Team members know exactly where the team stands (top-to-bottom transparency),
  7. Team members are willing to pay the price,
  8. Each team member plays a special role,
  9. There is a team fit,
  10. There is a good bench (this means everyone, from-liners, second-liners, and so on down the line feel important)

We want every student, regardless of their talent or ability, to feel honored and esteemed in our music school in Odessa Texas.

Qualities of a dream coach:

  1. Chooses players well,
  2. Constantly communicates the game plan,
  3. Takes the time to huddle,
  4. Knows what his/her players prefer,
  5. Excels in problem solving,
  6. Provides the support needed for success,
  7. Commands the respect of the players,
  8. Does not treat everyone the same but knows to reward good performance,
  9. Continues to win,
  10. Understands the levels of players,
  11. Knows how to delegate responsibilities and tasks,
  12. Doesn’t try to do everything, but recognizes people’s capabilities and gives them appropriate tasks. Delegating work also shows that you have confidence in other people’s capacities, and that you are personally secure.

These are all high-level leadership principles to aspire to, which will ultimately produce the greatest and longest-lasting results for the leader’s legacy, as well as the legacy of a team.