THE role of a leader is not to have followers, but to identify potential leaders, help them grow from being followers to leaders, give them tools and exposure to be great leaders.
The notion of developing other leaders might seem dangerous to weak leaders/managers.
Yet in reality, it is a way of strengthening their leadership.
Some leaders fear that, when they develop others, their power will be hauled away from them.
You become more valuable the moment you add value to others.
The late Bahamian evangelist and ordained minister, professor, author, speaker and leadership consultant, Dr Myles Munroe once said: “Greatness is in everybody. A good supervisor brings out the greatness in each employee.
“Leadership is creating an environment that allows people to manifest their gifts for the corporate good. That is good business and that is great leadership.”
The greatest level of leadership is not about attaining the post or position. It’s not about personal achievements.
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It’s not about being famous.
All those things are good, but they are not the greatest.
The greatest attainment in leadership is the ability to develop followers into leaders and develop ordinary leaders into greater leaders.
Coaching
Coaching is one of those creative processes that a leader can use to help other leaders or help followers become leaders.
Coaching is a creative process that uses tools and techniques to help people unleash their potential.
This is one great facet that a leader must use.
In the book The Complete Handbook for Coaching, it is said that coaching is “a human development process that involves structured, focused interaction and the use of appropriate strategies, tools, and techniques to promote desirable and sustainable change for the benefit of the coachee and potentially for other stakeholders.”
Nieuwerburgh (2017:5) says coaching: (a) is a managed conversation that takes place between two people; (b) aims to support sustainable change in behaviors or ways of thinking; (c) focuses on learning and development.
Mentoring
There is a thin line separating coaching and mentoring.
Coaching is more professional and formal, whereas mentoring tends to be informal.
Coaching is mainly for improved performance and you don’t necessarily give answers to the coachee.
The mentor takes the mentee by hand since they have past experiential wisdom on what the mentee wants to develop in.
Modelling
Most leaders fail to lead by example. Instead, they command without example.
American author, speaker and pastor John C Maxwell once said: “Some leaders are like travel agents, they send people where they have never been.”
A leader has to show true leadership for others to emulate.
Leading from the heart
People are yearning for love and care.
The old adage says: “People don’t care how much you know until they know how much you care.”
The moment you learn to love other people, the easier it becomes to help them improve their leadership skills. It becomes easy to motivate and inspire when you love people.
The people that have the greatest influence and impact on our lives are those that love us.
Throughout my primary and secondary life, the teachers I cherish the most are those who loved me and inspired me to stretch higher.
Expose them
People need to be exposed to improve and develop.
Some leaders lack access.
As a young person, I had a dream, and one thing I wanted was to enter some doors; I needed access.
I approached some leaders in different industries, but they could not give me access.
I learned it the hard way, even though some people would have opened those doors for me.
In that process of knocking on doors, I saw that some people become successful only by helping them access some networks.
And my pledge has been, I will help young people have access to special doors that they might need.
Value people
Every authentic leader has to learn to see value in other people.
The other day, I was talking to the manager of an organisation and to my surprise, he had the temerity to say if he is not present, there are things that should not be done.
In fact, he has the final word in almost all things.
This leader didn’t value the input of others.
The leader has to appreciate and acknowledge that some could be equally or more talented than them.
At times, the leader might be less talented, but he puts that talent to good use without feeling threatened or offended.
Delegate
When you see value in others, it becomes easy to delegate.
Delegation shows that you trust people.
You trust their capabilities, talents, abilities, skills, endowments, and expertise.
A poor leader is the one that does not delegate.
American businesswoman Jessica Jackley once said: “Deciding what not to do is as important as deciding what to do.”
Parting point:
Great leaders make a conscious effort to help other leaders grow.
They help followers become leaders. How do they do that?
They provide a safe space or environment for growth.
This safe space allows followers to experiment without being afraid of making mistakes.
When others make mistakes, they are quick to forgive and are always willing to defend those they lead.
Great leaders are not afraid to open doors for others.
They appreciate, recognise and reward those they lead.
They work towards helping others develop.
They motivate and inspire others to dream bigger and finally, they lead by example.
Jonah Nyoni is an author, speaker and leadership trainer. He can be contacted on X @jonahnyoni. WhatsApp: +263 772 581 918
