Posted on Jul 10, 2016
How do great leaders create more great leaders?
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Leadership is more than being in charge and managing people. Leadership that separates good leaders from great leaders, is leadership that builds other leaders!
Building Leaders
1. Start with the right mindset. See your employee as who they can become with the right training and not as who they are today.
2. Instead of telling an employee what to do, create their responsibilities and metrics of success with them.
3. Leadership takes time to develop. You must invest your time to train employees to be leaders. You must also give them the space and time to make mistakes while they’re on their way to being a leader.
SGT Leslie C. Erdman, JR SPC Michael Stedman Cody Masiero Cpl Casey Meyer CPT (Join to see) SPC Mary Hargrove CPL Phillipe Farneti LT Scott O'Shaughnessy, MBA SFC Rick H Sgt Eddie Green D. Cree Crawford SFC Scott Hudnall SFC (Join to see) SSG Darrin Bovia Sgt James Baxley ] Pmc Mcb SFC Dante Alanis
Building Leaders
1. Start with the right mindset. See your employee as who they can become with the right training and not as who they are today.
2. Instead of telling an employee what to do, create their responsibilities and metrics of success with them.
3. Leadership takes time to develop. You must invest your time to train employees to be leaders. You must also give them the space and time to make mistakes while they’re on their way to being a leader.
SGT Leslie C. Erdman, JR SPC Michael Stedman Cody Masiero Cpl Casey Meyer CPT (Join to see) SPC Mary Hargrove CPL Phillipe Farneti LT Scott O'Shaughnessy, MBA SFC Rick H Sgt Eddie Green D. Cree Crawford SFC Scott Hudnall SFC (Join to see) SSG Darrin Bovia Sgt James Baxley ] Pmc Mcb SFC Dante Alanis
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Leadership Development
Building
Leadership
What Would You Do
Edited 9 y ago
Posted >1 y ago
Responses: 21
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I think great leaders are more focused on accomplishing the job at hand than promoting themselves. A leader may be fully capable of doing what has to be done but delegates that task to someone he/she knows is capable of doing it as well. They also take responsibility if something goes wrong and admit their part in the activity as opposed to laying the entire blame on the individuals directly involved. Great leaders learn from experience, respect the people who work for them and work for the good of the unit/organization, not their personal gain.
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COL Mikel J. Burroughs
Lt Col John (Jack) Christensen Totally agree - great leaders make sure the Team is recognized before they are and they step up and except responsibility and don't lay blame on others for mistakes made; and finally they learn and grow from that experience! Thanks for your feedback and input John!
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The organization will stay relevant and learning with guiding, pulling, or pushing a trooper to another plane of responsibilities.
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The greatest leader in the history of mankind is a servant leader who is also the eternal Son of God COL Mikel J. Burroughs. When we focus on ourselves we improve somewhat but at a cost to those we lead. When our focus in on service to those we are charged with leading it is marked by a mutual respect best exemplified in the military salute which when properly executed is a sign of mutual respect.
Great leaders demonstrate wisdom, skills, enthusiasm and understanding of what needs to be accomplished to those they lead and communicate with them appropriately. Great leaders recognize they don't know it all and can in fact learn from their subordinates.
Great leaders demonstrate wisdom, skills, enthusiasm and understanding of what needs to be accomplished to those they lead and communicate with them appropriately. Great leaders recognize they don't know it all and can in fact learn from their subordinates.
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First step is always the standard, if you hold yourself to a higher standard ,those who you lead will see for themselves. What it takes to become a great leader, after that it is simply a matter of guiding them along a similar path...
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I always with my squad or section, held the mindset, that the person under me learned my job and taught the guy behind them their job. During training, if we as Scouts were out moving from point A to Point B. I would have my gunner figure out how to get there. And direct the driver. I delegated the vehicle to my gunner, in that maintence, load plan, and supplies were straight. Not just the drivers job. To teach him how to perform a counseling session, I would have each counsel on Friday's or Last working day if the week, on performance, events, and what was coming up and expectations for the next week. In doing this, I was able showing those I led, how to be a leader. And i would of course counsel each as well. It brought cohesion and bonding, and kept the thin skin attitude under wraps. And also made having to do the tough jobs that much easier manage.
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Lead by example. Don't expect anyone to do what you won't, haven't done, or can't do. Provide clear and concise performance goals. Listen to your subordinates, explain why (when you have time) and train your replacement to be as good as or better than you.
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Never considered myself anywhere near category of great but have known a lot that were. The best led by example, didn't crucify you for making a mistake but ensured you learned from it, genuinely cared for subordinates, and motivated people to excel rather than forcing them to. I always knew in short fashion whether the new leader wanted me to work with them rather than for them. One is a leader and the other is a manager. One sees you as a person, the other sees you as a unit of labor. It's a huge difference. Thanks for sharing Sir.
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CWO3 (Join to see)
Definitely Sir. It's sometimes hard when the new guy isn't hearing what you're saying and just wants you to get out of the way. You're not doing it for them though, but for the good of the unit. If you've done your job you have a lot invested in training, organizing, and equipping them to accomplish their mission so passing it on to "Nick the new guy" is insurance toward keeping the unit in fighting trim. I always had a desktop procedures and turnover folder for my replacement, whether it was due to me leaving or who knows what. Continuity of Command depends on it. I always avoided trying to give the "inside scoop" on each member because it's unfair to them and to the replacement to establish any bias. If asked for opinion I would offer but always felt it was wrong to go down the list with the new guy on who's hot and who's not. He'll find out soon enough. Not meaning not to brief them on admin/legal/medical issues in progress with them but leave all the personal observations out of it. They deserve a fair deal with the new leader.
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COL Scott Pacello
Roger that. Tracking on all of your comments, Chief. In my civilian world these days I find that informally steering has been a good way for me and the store, with a boss that's over half younger than me. It's nice to see that they listen to me so all is not lost on these millenials. I have found there have been good, bad and indifferent folks I have dealt with along all of my lines.
Appreciate your comments.
Appreciate your comments.
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