PEOPLE DEVELOPMENT : denoted as Level 4 leaders, they invest time, energy, money, and thought into growing others as leaders. This practice of identifying and developing people accentuates the positives of the organization. Bringing out the best in a person is often a catalyst for bringing out the best in the team.
People development is transformative. It invites people into the process of leadership. When new leaders are developed, they become better at what they do and they help everyone who works with them do the same. With the addition of more great leaders, an organization’s efforts improve. Growing the leadership of the organization gives it the ability to expand territory and take on new initiatives.
The Downside of People Development
To lead at Level 4, leaders must focus 80 percent of their attention on others and help them to grow, learn, and achieve. If their focus remains on themselves and what they want, then other people become an obstacle.
Leaders can tell if their egos are obstructing their ability to move to Level 4 simply by observing what happens during their team meetings:
*Do team members freely share their thoughts and ideas?
*If the leader contributes ideas, does the discussion move from his idea to the best idea — and is he happy about it?
*When the team succeeds, do other team members get the majority of the credit?
*Is there a shared sense of pride in the work that is being done?
*When things go wrong, does the leader personally accept the greatest share of the blame?
People development requires patience and big-picture thinking. Helping another person become a competent leader almost always takes longer than expected and is more difficult than anticipated, but the Level 4 leader does it anyway. Otherwise he limits the potential for himself, his people, and his organization.
Best Behaviors on Level 4
To develop people and help them become good leaders, their capacities can be assessed in these areas:
*Stress management: The ability to withstand and overcome pressure, failure, deadlines, and obstacles.
*Skill: The ability to complete specific tasks.
*Thinking: The ability to be creative, develop strategy, solve problems, and adapt.
*Leadership: The ability to gather followers and build a team.
*Attitude: The ability to remain positive and tenacious amidst negative circumstances.
In order to equip others to succeed, Level 4 leaders must follow a five step process:
*Step 1: I do it (competence)
*Step 2: I do it and you are with me (demonstration)
*Step 3: You do it and I am with you (coaching)
*Step 4: You do it (empowerment)
*Step 5: You do it and someone is with you (reproduction)
To create a leadership development culture that cultivates Level 5 leaders, current leaders must:
*Champion leadership: Define and model good leadership.
*Teach leadership: Train leaders on a regular, frequent, and consistent basis.
*Practice leadership: Help emerging leaders to plan and execute.
*Coach leadership: Review new leaders’ performances and correct their errors.
*Reward leadership: Reward good leadership withfair pay, resources, and recognition.