Great LEADERS are those who create a culture that brings OUT THE BEST in
their PEOPLE and INSPIRE them to achieve MAXIMUM results.~Dr. Steve McEvoy
When I stepped into my first leadership position, I was young, enthusiastic and felt like I was ready to take on the world. The concept of BRINGING OUT THE BEST in others was in seed form in my mind, but undeveloped practically in personal leadership skill. As I began to grow in my leadership strengths, I started to see the value and importance of the excellence of others being free to come forth. This ideal was growing in my mind and began to be seen in my function as a leader. Then, one day, all that changed.
I was in conversation with the leader to whom I was submitted. As we engaged in conversation, my growing ideals entered our discussion. I was young and passionate but easily influenced by others who were more experienced. This leader was definitely much more experienced, so I had no reason to disbelieve his words of counsel. As my emerging ideal entered our conversation, he firmly rebutted me. He said, “As leaders, we must be present at every meeting that takes place under our leadership in our organization.” He made it clear to me that, in order to maintain control, our presence is always required. My worldview was growing and heading down the pathway of releasing others. However, I was not strong enough in my leadership development and my worldview was far too easily shifted.
A new pathway began to be formed. Instead of a pathway that was about BRINGING OUT THE BEST in others, it became about ensuring that I maintained control. Over time, this pathway grew stronger and stronger until it effectively formed my leadership function. Where did this come from?
The counsel I received had its roots in mistrust. Over time, I grew to understand that this leader had been hurt in his past personal life and leadership experiences. These experiences helped to form his philosophy of leadership and in turn affect the way he trained new emerging leaders. Though I did not know it at the time, I was being trained and cultured to believe that mistrust is a characteristic of strong leadership.
The Problem of Mistrust
If my definition of leadership at the beginning of this article speaks to what makes a great leader, then we need to embrace what BRINGING OUT THE BEST in others really looks like. Our leadership oversight, if it is motivated by BRINGING OUT THE BEST in others, can’t take place unless we personally settle the issue of trust.
Regardless of what type of organization you are currently leading, INSPIRING others to succeed at what they do means that they will be better than you at what they do. People will bring different skills, experience, unique expertise and personal excellence into your organization. There comes a point in time, as they have proven their commitment to the mission and vision, demonstrated that they are genuinely part of the team and revealed competency in their function, when trust has to enter into the mix. You can’t release someone to achieve their best and micro-manage their every move. You can’t release someone to develop and advance the organization’s mandate without being willing to trust the person that you are releasing.
Trust is a Process
Trust is both a process and a condition of the heart. It is a process because it takes time to truly believe that someone can be trusted. People’s work ethic, character and commitment will not be revealed the first time that you see them engaged. It takes time to see the true colours of others that are new in your leadership world. We can’t avoid this necessary fact. However, simply observing the excellence of others will not change the condition of a leader’s heart.
Trust is a Choice – “A Revealed Condition of Our Heart”
If leaders are not willing to trust, then this will always determine how they will lead. Ask yourself these questions: “Do I want others around me to succeed and function better than me?” “Am I willing to hand over the responsibility of areas of the organization to those who have the proven success in their individual capabilities?” “Do I automatically assume that, if some of my people meet to work on our organization’s mandate without my presence, they may undermine my leadership?” I could include many more questions like these. How did you answer?
As a leader, consider starting your work week thinking, “To whom can I give a vote of confidence and communicate my trust and belief in their areas of strength?” “To whom can I release greater responsibility?” It is imperative that, as leaders, we are committed to BRING OUT THE BEST in others. This means that trust will become rooted deep in our character.
Great leaders will trust their people. Great leaders look for opportunities to increase their trust in others
If this is part of being a GREAT LEADER, does it currently define you? Are you looking to keep the control in your hand, or are you passionately looking to find people that you can trust and release with more responsibility in their role? Our willingness and ability to trust will have a profound effect on the success of our leadership and the overall success of our organization.
What kind of leader are you?
Dr. Steve McEvoy has his doctorate in Leadership and Organizational Development. Dr. Steve with his partner Randy Linzel are co-founders of byDesign Group. ByDesign Group is a team of specialists who are committed to “Leading organizational transformation for breakthrough results.”
Great Leaders Trust Others