Develop Top Performers

Let’s talk about my favourite part of leadership: coaching. Leadership Test 101: Are those under you better than they were when they met you? The single difference between leaders and managers is that leaders train while managers maintain.

A manager is concerned only with maintaining the laid down processes and systems. It is their job to make sure that everything runs smoothly on a daily basis. As a result, managers are short-sighted and value achievements over progress.

I value managers in organisations. Without their input, the company will crash and burn. Regardless of the leader’s role, someone needs to make sure that the daily operations of the organisation are carried out seamlessly. Managers do that.

But, managers are not leaders.

A leader charts the vision and equips everyone to follow that vision. Not out of selfish interest but out of mutual gain. Leaders are constantly looking for ways to improve on previous successes. They think long-term and that’s why they value progress over achievements.

The question to ask is, how does a leader create a climate for growth?

In this article, I am going to be sharing with you three steps to creating a climate for growth and exceptional results. My favourite part about these steps are that anyone can use them to greatly improve their leadership skills.

Shared Vision

It is impossible to coach a team without a shared vision. You must have clear-cut vision. Remember, I don’t believe in hope or assumptions. You need to know exactly where you want to go, why you want to go there, and how you plan on getting there.

The vision must also not be the achievement of a goal. Having a vision like making 500 million is a goal, not a vision. It also bottles up creativity and innovation. Your vision must be something that stretches you and your organisation.

Vision is focused on impact made, not awards received.

Now, you need to inspire your team to believe in your vision. Not only should they believe in it, they need to make it theirs. No one gives 110% to a vision they are not personally connected to. Share your vision and inspire your team to buy into it.

S.W.O.T Analysis

Each member of your team has their strengths and weaknesses. They have things they are talented in and things that they simply can’t handle. Here is where a lot of leaders flop. They focus on weaknesses.

If you poured $100,000 into developing a weakness, your return on investment would be $50,000 max. But, if you spent $100,000 into developing a strength, your return on investment would be $110,000 minimum. See the difference?

Once you focus on developing their strengths, you need to give them opportunities to grow and develop that strength. This could be assigning tasks that match their specific strength. Sending them to seminars or workshops that train people in that specific area. And, tell them to develop a plan to grow in that area.

Finally, you need to be aware of things that threaten their growth and development. Challenges help us grow but they can also break us in half. As their leader, it is your duty to work with them on things that could break them.

Allow me to list a few: financial crisis, toxic work environment, buried trauma, limiting beliefs and many others. Each individual is unique in what level of challenge they are able to handle. Don’t leave it up to chance; identify the threats.

Hidden Talents

This is the holy grail of personal development. Inside everyone is a talent they don’t know they have. Some gifts are noticeable and a few of them are hidden. This is what separates the good from the exceptional.

To find the hidden talents in your team, you need to pay attention to them. Sometimes, those talents reveal themselves during crisis. Other times during the quiet days. There is no real system to discovering hidden potential.

Which is why you need to keep your eyes peeled. And when you find that special hidden treasure, it becomes a huge benefit to the individual and the organisation.

Conclusion

In the final analysis, leaders do everything possible to make sure that the people in their care are growing. And here’s a bonus tip, from the moment an employee is hired, work with them on developing a clear, concrete plan for growth. Growth doesn’t just happen; it must be planned.

If you want to stop shooting shots in the dark, reach out to me and let’s help you get shit done!

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