[vimeo id="87211938"] The conflicts that come along with various leadership positions are rarely issues that can be navigated alone. The higher the level of leadership, the more complex the organizational problems become. The complexity of problems demands that effective leaders put together a team-based leadership strategy. Effective leaders understand that having the key people in the right positions who are willing to do what it takes to achieve the mission is what makes all the difference in the success of the organization.
Leadership expert John Maxwell wrote a great blog on exactly this issue. In it he highlights a few of the characteristics of the type of people a leader should have on the team. Here are the key questions that John presents as guidance as you assemble your team.
First: Ask yourself, does the person want to go where the vision is heading?
Many people are very unmotivated about what they are doing and have no desire to grow as a leader. They’re very content with being comfortable in their current position. This passive mentality will hold your team back from achieving success.
Also, some people simply are motivated by different things. They may not be passionate about the vision or direction of your organization and want to pursue different goals in a different place. This is completely fine. In fact, you as the leader should at that point encourage them to move forward and help them achieve their ambitions. Set them up for success in their future field – the last thing you want is to burn the bridge of a good relationship. Who knows, you might want to work with them in the future in a different organization.
Second: Find if the person has the expertise for the journey.
In order to solve problems and carry out the vision and mission of the organization, the leader must surround themselves with talent. And not just any talent, but people with the skills and fortitude to carry out the specific tasks of the mission that has been developed for the organization. These teammates must have know-how and motivation to solve the various issues that will surface throughout the journey.
Third: Mentor and invest in your team’s future.
Leadership is all about relationships and empowering your team members to complete the task that needs to be completed. It means mentoring the members of your team through difficult situations and fostering opportunities for personal and professional growth. You can do this by bringing in other speakers and leadership coaches who can help your team develop internally. Often, an outside perspective reveals areas in the team and leaders that might otherwise be in a blind spot.
Also, as your teammates develop, they may outgrow their position and need new challenges and opportunities. You, as the leader, must have the willingness to invest in their personal and professional development and cultivate new growth opportunities for them.
As you lead your team, keep these principles in mind and be intentional about building health into your team.
What questions would you include in this list? How have you invested in your team?