5 for Leadership-October 17th


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5 for Leadership this week includes posts on leadership prayers, leadership possibilities, leadership discomforters, the need for coaching, and leadership effectiveness. Take a few minutes and be inspired.

10 Principles of the Thorn

“Comfort isn’t a solution. Recurring problems fester when comforters win. But, if you allow pain to escalate, change eventually becomes necessary. Discomfort motivates change.” This is Dan Rockwell at his best.

Leading From The Land of Possibilities

“Whenever you launch a business or organization, launch day is a big day. It’s exciting and possibilities are endless.” Joseph LaLonde captures some powerful thoughts from Jeff Henderson at the Catalyst conference.

3 Indisputable Reasons Why Everyone Needs a Coach

“Everyone needs a coach. But, not everyone wants a coach or wants others to know that they need a coach.” Marshall Goldsmith Lays out some great principles for the value of coaching.

4 Components of Leadership Effectiveness

“When one talks about being successful at leading people and resources, they really mean being effective. It’s impossible to have one without the other. So the natural question arises; how do you truly know if your leadership is effective?” This comes from Christian Knutson on the General Leadership blog.

10 Good Prayers of an Effective Leader

Ron Edmondson gives us a list that may be the most important thing we read today–and pray.

There are the 5 for this week!

5 for Leadership (6/14/14)

small_101655312Here is new 5 for this week in June. We have posts on helping your team focus, healthy delegation, effective leadership, leadership reading–and a post focused on Farther’s Day. Enjoy!

7 Daily Rituals of Highly Effective Leaders  “You can learn everything you need to learn in order to achieve anything, but you can never change your leadership until you change your rituals.” See what Lolly Daskal has to say regarding these important suggested rituals. 

The Top 20 Leadership Books for a New Manager   Eric Jacobson provides us with a great list of books for any leader, new or seasoned.

5 Necessary Ingredients for Healthy Delegation  My most popular post since the inception of my blog has been on the topic of delegation. This is a critical topic for getting work done and for raising up more leaders. Ron Edmondson adds to the conversation with this insightful post.

Helping Your Team Prioritize When Everything Is important  “Prioritizing and balancing competing priorities are essential elements of the leadership dance. Knowing what to move to the top of the list when, and how to keep the other plates spinning at the same time takes practice. Help your team recognize the common traps that are sabotaging their ability to prioritize well.” Karin Hurt gives us some creative categories for team members and how to help them.

When Father’s Day Hurts  This final post is not so much about leadership directly–or is it? Heather Nelson takes on a personal journey in dealing with this all important influence in all of our lives. Fathers matter and they shape our influence. Since the day we celebrate our dads is this Sunday, it seemed appropriate to offer this well written post.

There are the 5 for this week. Lead well–and if you are a dad, celebrate well!

Scope & Leadership Effectiveness

One definition of “scope” is the extent or range of one’s effectiveness.  There is the mistaken notion that anyone can grow into any level of scope as a leader.  I firmly believe that each individual leader has a built in or God given extent or range of effective leading.  Allow me to refine this by thinking about it from two different angles.  The first level is scope defined by how many people one can effectively lead.  The second level is scope defined by your level of leadership.

I believe leaders have a built in scope for the number of people they can effectively lead.  In other words-some are leaders of tens, some are leaders of hundreds and some are leaders of thousands.  And while I will grant that all can grow by degrees into leading more people-I believe that each person has a “sweet spot” of leadership effectiveness.  Often we don’t fully identify this point until we have been over promoted beyond our effective range.

I believe leaders also have a built in scope for the level they should lead.  Some are best at leading locally and up close.  Some are better suited to lead at a regional or national level.  The higher one goes up in organizational leadership the more one has to be effective at thinking about organizational architecture and organizational culture.  They have to be more effective at leading over distance.  Not all are wired to do well at this.  Some are very adept at leading at this level.  Some are best at leading close to the action where they can directly affect change.

How does one best determine their proper scope in leading?  I think this requires opportunity and feedback.  It does take experience to figure out how many people you can effectively lead and your most effective level of leadership.  It also requires feedback from those under you, those around you, and those above you.    Seek out that feedback.  The greatest stumbling block to discerning your best scope is placing too much stock in your current title or position.  We become too vested in what we see as a level of status or prestige.  Yet, deep down we may know we are not leading well at our current role and we are not fulfilled.

This does not mean you cannot leverage your leadership role towards more people from any level.  You can always extend your leadership influence through one simple principle-empower those around you!  Give power away and multiply the leaders.  Some of the most influential people I know have never led more than a handful of people at a time.  They have never led higher than the local level.  Yet, their impact is great because there are hundreds of leaders leading at every level that were spawned through them.  Finding your most effective scope of leadership is critical.  It is critical to maximizing who you are.  It is critical to maximizing the organizational mission.  It is critical to your leadership fulfillment.  Lead well!