Three Progressive Levels of Leadership

September 5, 2018

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Three Progressive Levels of Leadership

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A search of the term “leadership” yields 2,050,000,000 hits on Google.

It would seem to follow, then, that we would have millions of informed and effective leaders across the world, but that is not necessarily the case.

Why is this?

Leading is not reading about leadership. It is not simply holding a position or carrying a title.

It is about taking specific actions that help people and teams grow and develop. At its core, leadership is people development.

There are three levels of leadership, each with progressive levels of responsibility.

1. Leadership of Self

This level of leadership is an important first step. It is rooted in self-discipline and awareness of core values. Leaders who skip this foundational level of leadership – or fail to maintain it with vigilance – will suffer consequences somewhere down the road.

Consider Enron, for example. Its downfall came as a result of lack of self leadership. Core values were loosely defined and compromised, and thousands of individuals were victims of the fallout.

Countless other organizations throughout human history have suffered at the hands of leaders who could not lead self.

If you are going to lead people, leading self is not only a good idea – it is a core responsibility.

2. Leadership of Others.

The ability to lead others is not a gift, though some are naturally drawn to the role. Leading others is a finely honed skill.

Leading others well requires people skills – knowing your team and how they work best. A great leader realizes every person comes equipped with a unique set of strengths, skills, and experiences – and when guided into their best lanes of service, teams of these individuals bring unlimited power to an organization.

If your team is dysfunctional, it is within your power as a leader to correct the dysfunction. Many leaders think their only avenue is to let the person go and replace them, but those same leaders often find the problem repeating itself in the new person as well.

Very often, job dysfunction is more of a role dysfunction than a person dysfunction. An employee who serves in their strengths and is recognized for their service generally is a satisfied employee. This alignment gives them a sense of purpose and belonging, and that is key to engagement.

3. Leadership of Organizations.

Leading an organization involves people skills plus practical application.

To lead an organization well, you must have Level 1 and 2 leadership. And you must be able to apply the tangible strengths of yourself and your team to daily operations.

This is where knowing your strengths and those of each team member will help you leverage growth in your organization.

A balanced organization includes all four of the DISC types:

D – Those who take charge and make things happen.

I – Those who generate ideas and create happy customers.

S – Those who plan, create systems, capture and attend to details, and keep things moving smoothly to completion.

C – Those who solve complex problems, protect the quality of deliverables, and ensure compliance.

Based on our experience with strengths mapping, a gap in any of these strengths creates a point of vulnerability in your organization. In today’s world of speed, tight competition, and hefty regulations, it’s a gap you must fill quickly or suffer serious consequences.

The good news is, there are tools and resources to help you develop your team and grow your organization. Consider the Maxwell Method of Sales LEADERSHIP Impact Report or the Maxwell Method of Communication Impact Report. These reports will help you hone in on your strengths and that of your team, create an environment that promotes higher levels of job satisfaction and productivity, and increase your impact as a leader.

If we can be of help to you and your team, please click here to contact Deb Ingino.

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.

When you have a strong team that collaborates well,
you have a competitive advantage.

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