Leadership predominately involves discovering, developing, and deploying our Potential. However, it is more than that: using our Potential to help others learn, design, and deploy their Potential. Leadership doesn’t become Leadership until others are affected.
Leadership becomes a true force when it’s big enough in its thinking to understand the vision, acknowledge possible problems, and bring strategic solutions for the potential threats that could oppose the idea.
We are all encouraged to take some version of “the ladder of success.” If we get this education, if we will maneuver intelligently or
We will succeed if we leverage our relationships or don’t take no for an answer. It always seems like there’s a formula to work out, a ladder to climb, or an escalator to take that will get us to the top.
But what if the accurate measure of success is not getting to the top but how many people we can take with us through the process of achieving true purpose as we develop our authentic Potential? What if that is the definition of true success?
Well, I believe it is. As John Maxwell tells us,
“The lowest form of leadership is positional.”
It is incredible that although we have copious amounts of information and instruction on what Leadership is and how it goes far beyond position, many of us still struggle with that knowledge and see Leadership as some form of being a boss.
As a result, there is a misconception of what it is. We skip the critical steps. We miss out on the impact we could have if we realized what Leadership is and behaved accordingly. It is not about titles. It is not about hierarchy. Yes, these things exist and, in some cases, are needed and have produced good results. However, Leadership is about influence. You can have all of the above. Title, position, and the name of the boss on your door, but the leader of your organization is the one who has the most influence.
As we know, influence is built on relationships. The relationship is built on added value. When you serve others and truly add value to their lives, it makes a relationship. Only if it’s authentic service. As a result of faithful service, we gain credibility, trust, vulnerability, and, most importantly, permission to lead.
So Here are three ways to add value for influence.
- Position yourself relationally with those you want to influence.
-Drop the need to have a position and take the place of a relationship builder.
-Get to know them and let them get to know you.
-Listen for cues and dream markers, and ask questions.
-How can you expect someone to commit to building your dream if you don’t know their dream and how it fits in the context of yours?
2. Live in the land of Potential.
-look for Potential in them. See what they will become if they reach for all they can.
-Speak life to that Potential. Let them know you believe in who they are and who they are becoming. I’ve heard it said that…
“People don’t follow who they believe in, as much as they follow those who believe in them.”
3. Create a problem-solving culture.
-A boss constantly points out problems, but a leader creates an atmosphere where solutions are welcome—an environment where it is customary to strategize together about improving.
-Even though good leaders delegate, they do so effectively. This means they are accessible to help work through obstacles if necessary and have created a culture of trust that allows anyone on the team to help solve the problem. All solutions do not have to come from them, but they are not so far removed that they aren’t available for advice.
Try these three practices and watch value be added to those you work with. The relational momentum will carry over into influence, and they will be willing to do what it takes to reach the goal.
