One of my mentees showed me a clip from an old episode of Scandal she watched where the character Abby was irate at the main character Olivia for not being true self and leading their company down the wrong path. Yet, Abby did express her loyalty by saying she would follow Olivia over a cliff. One could say that it means I will follow you to the bitter end or that any leap of faith you take I am there to fly with you. That got me thinking about creating a strong enough team who will support you and be leaders within their own right to take you to the next level and fly. If your team does not express that they will chase you over a cliff and expect to fly, then you’ve been a boss to them and not a leader.
Learn your followers
When you hire someone it is based off of their skill set and their likability…if you just plan on being their boss. A boss operates like a jockey on a race horse, they drive their employees around the track and they get all the credit. A leader invest in their employees qualities and cultivates their skills and mentality to become experts or leaders within their own right. Not every employee is in a position to lead an entire team. However every employee can be exceptional at what they do and bring their expertise to the table. By encouraging their growth as employees you become a leader that they can trust. They want to follow you, because you have taken the time to invest in their skills, learn who they are as individuals, and marry the possible life path with the company’s needs. Even if they leave the company there will always be a bond to return or assist like I talked about with former mentees. Don’t do your company the disservice of being a boss of working horses, create leaders and experts that will calmly walk to the edge of a cliff and jump with you to fly.
‘If you want to go quickly, go alone. If you want to go far, go together.’-Unknown
Over a cliff and climb a mountain
Everyone loves a good comeback story. When companies like Apple, IBM, Starbucks, and Marvel were on the precipice of bankruptcy and the CEO’s had to make hard decisions of whether to fight their way from the edge or fall off, the employees were the ones who were their string of hope. The employees were likely fighting for their own positions and income, however that was one leg of the drive to get the respective companies back on their feet. When the CEOs came in and decided this is how we are going to survive they had to rely on their own confidence and the confidence of their sub-leaders (employees) to gain that second leg to get back up the mountain and become one of the top companies in the world of their respective industries. Companies are built by the idea(s) of one or few and nurtured to develop beyond the vision by those who know how to carry the weight.
The Lean-In on Leadership for your staff
Creating a group of sub-leaders can easily be done by simply regarding them. To regard your employee can guarantee their loyalty to your vision and purpose regardless of the direction that you may be headed. Here are some suggestions that I have lived and observed.
- Identify weaknesses and use it as a space to improve.
- Consider all ideas as great ideas and dive deep into them until it shows that it is/is not good for the company.
- Create a “winner circle” for small and achievements within or outside of the company. You never know how the new skill or development will help you move forward.
- Encourage the sub-leader to keep moving forward whether that is by example or instruction.
- If the sub-leader is on the edge of their own cliff, let them know that you will help them fly if they jump.