It is important to have a heart of service and a mind of wisdom in business, but the hands that carry out that service and bring the plans and conceptions to reality are a critical leg of the business tripod.
Diligence is an interesting word in that it incorporates the aspects of both caring and perseverance. A person who cares deeply about his or her work and who has the persistence to see it through despite the obstacles is said to be diligent.
Diligence is, essentially, applied strengths, or “strengths in action.” Working in one’s area of strengths provides a natural motivation to care about one’s work and the perseverance to carry it through to completion.
How Can You Create a Diligent Team?
1. Seek Potential.
One of the most fulfilling roles of leadership is that of being able to see and mine the potential in others. Very often, this potential is hidden, even from the individuals themselves. But a good leader will see a glimmer of potential and recognize its value.
Where one leader may say, “This individual doesn’t have enough experience,” a leader with an eye for potential will say, “This individual has character and a great willingness to learn. That is of great value to our organization. We will invest in them to develop the additional skills needed for the position.” In this scenario, the second leader could end up with a much better employee, while the first leader continually searches for the ideal candidate.
Look beyond the resume or the current position and train your instincts for potential.
- Do you see someone who exhibits character in showing up early and working hard?
- Do you see someone who seeks to learn, even from their mistakes?
- Do you see someone who is proactively seeking to resolve issues?
This is potential. Seek it, and mine it. It is of great value.
2. Develop Strengths.
Leaders can get caught in the web of pressure to just get things done – so much so, that they don’t care who does the work, as long as it gets done. One leader called his employees “chairs on the deck,” essentially interchangeable, replaceable, and limited in value.
But the fact is, employees are not just “chairs on the deck.” Each employee has specific strengths, skills, and experience – a veritable gold mine under the direction of a good leader.
The type of work and the assignments matter a great deal.
Give the wrong assignment to a person, and it will take longer, require greater effort, and provide a less-than-stellar result. Even if the person has great character, the effort will exhaust and discourage them.
Give the right assignment to a person, and you will be rewarded with a job well done and an employee who is energized, rather than drained, by his or her work.
3. Provide Opportunities.
Look beyond position to opportunities.
Perhaps you have an assistant who shows great potential for project management, team leadership, or an area of expertise. Give them opportunities to expand their skills and experience beyond their current role. Just because you hired them for one position doesn’t mean they can’t grow into other roles. In fact, some of the best talent in a company is grown from within the company.
If the potential you see in your assistant, for example, is toward numbers; you have the opportunity to grow a CFO who could someday save the company. If the assistant has a mind to learn the business, teach them all you know. They could be your successor someday.
These are just two real-life examples of how a leader can seek potential, develop strengths, and provide opportunities that not only help the employee grow and succeed; they help the company grow and succeed as well.
This is what leadership legacy is all about: Seeing potential, developing strength, and providing opportunities.
It is about finding and strengthening the hands that diligently build the business…hands of people who will have a heart of service and a mind of wisdom to help you build a team of leaders.
For more resources on how you can you can build a team on this strong tripod of business, click here to learn about the Maxwell Method of Communication Impact Report.
As the CEO of Strength Leader Development, Deb Ingino is a highly sought-after international executive mentor, coach, trainer and speaker. Deb is well versed in global business operations and helps business leaders and their teams to discover and leverage their strengths, so they can create highly collaborative teams that deliver great results. With a refreshingly direct style, Deb helps leaders and their teams to deliver profitable results. Connect with Deb to learn more about her mentorship and coaching programs to equip you with advanced strategies to elevate your results.