The Third R in Leadership
If you’re like me you are asking yourself three questions. First, what are the first two R’s? Second why start with the third R and not the first one? And thirdly what is the third R? Great questions, let me answer them in reverse order.
The third R is results! What results you ask? It depends on your team and the reason and purpose for your existence. If you’re a leader what is the purpose of your leadership. Who are you trying to influence and why? What results are you desiring to accomplish?
John Maxwell says “leadership is influence nothing more and nothing less, always has been and always will be.” So to answer the question of what results? We have to know why are you leading or why are you following. If you’re on a team or business or an organization, what is the purpose of your team? What is your why? What is your destiny? Maybe you’re the leader of your family or church or a bible study. Maybe you’re a manager of a restaurant or retail store. Maybe you’re not the leader maybe you’re on the team and you want to understand your leaders. Either way we need to know the origin of purpose of your team or organization to clarify your results.
We will get back to results but let’s answer the question, why start with the third R and not the first. We start with the third R which is results because we want to start with the end in mind. We want to start with our desired outcome. What is your desired outcome? This should be defined in your mission statements, vision statements and your core values. Even if you are just talking about your family dynamics or personal groups or personal growth, but especially true in a business setting or nonprofit organization, actually any team situation that you are involved with.
What are the first two R’s we will be looking at in leadership? First is role and second is relationships. What role do you have on your team? Are you a leader or the leader or are you following a leader and you’re a team member? In order to get the results we desire all of your team members need to have a clear description of what their role is and what results mean to the team and what results you are looking for as your desired outcome. I will be writing from the perspective of the leadership role. So if you are not yet a leader do not worry, the very fact that you are reading this tells me that you are probably a leader in the making.
Our second R is relationships. This is probably the most important R, because without great relationships you will never achieve the results your team desires. It is great that you have been given a leadership role, and chances are you earned it. The good news is you have a role, the bad news is your role or title doesn’t make you a leader. And the purpose of this writing is to ask “what makes a good leader?”
Here are the differences between a low level leader and a true leader.
Low level leaders lead with fear.
True leaders lead with faith and love.
Low level leaders are short sided.
True leaders think long term.
Low level leaders recruit who they are not who they want.
True leaders recruit who they are and who they desire.
Low level leaders don’t like or value people.
True leaders like and add value to people.
Low level leaders are interested only in themselves.
True leaders are truly interested in others.
Low level see people as a butcher sees sheep, like a lamb chop.
True leaders see people as a shepherd sees his flock.
Low level leaders teach systems.
True leaders teach people and implement systems.
Low level use people to build their team.
True leaders use their team to build people.
Low level leaders use people to build their business.
True leaders use their business to build their people.
Low level leaders spend little or no time training and investing in people.
True leaders spend most of their time, training, mentoring, coaching and investing in people.
Low level leaders have high turnover.
True leaders have a high a retention rate.
Low level leaders spend 85% of their training on professional skills.
True leaders spend 85% of their training time on people skills.
Low level leaders see their people as a paycheck.
True leaders see their people as an investment.
Low level leaders see people as a royal pain.
True leaders see their people as royalties and paid dividends.
Low level leaders see their people as “their people.”
True leaders see their people as “our people.”
Low level leaders say I unless it’s a problem then it’s you!
True leaders say it’s you unless it’s a problem then it’s I!
Low level leaders attract and retain low achievers.
True leaders repel and replace low achievers.
Low level leaders repel and eliminate high achievers.
True leaders attract and retain high achievers
Low level leaders are insecure and want to tear others down.
True leaders are secure and want to build others up.
Low level leaders fear success and failure.
True leader embrace failure as lessons learn and pursue success.
Low level leaders… True leaders…