Lean Quote: Leadership’s Function is to Produce More Leaders Not More Followers

On Fridays I will post a Lean related Quote. Throughout our lifetimes many people touch our lives and leave us with words of wisdom. These can both be a source of new learning and also a point to pause and reflect upon lessons we have learned. Within Lean active learning is an important aspect on this journey because without learning we can not improve.

"I start with the premise that the function of leadership is to produce more leaders, not more followers."   

—  Ralph Nader

Leadership development has become a necessary focus for any organization that wishes to separate itself from the pack and become established in markets that are always changing the rules.

Creating an intentional strategy for developing employees is one of the most important things you can do as a leader to impact the culture of your organization. This is especially true for those you would categorize as future leaders.

If you want to be intentional about developing future leaders in your organization, here are a few keys to consider:

1. Encourage Self-Awareness and Reflection

Helping your employees discover their own strengths and weaknesses encourages self-awareness. A self-aware employee has a better grasp on which areas they wish to improve. By providing constructive feedback and encouraging reflection, you can coach a good employee into becoming an outstanding member of your team.

2. Promote Potential Leaders to Take on Challenges

The best employees are filled with potential, but many companies make the mistake of leaving that potential untapped. Don't let this happen in your organization. Studies show that most employees enjoy using their talents and abilities. In fact, challenging your workers to stretch their knowledge and providing opportunities for them to showcase what they can do is an ideal way to boost morale.

3. Build Strong Relationships

Strong work relationships are mutually beneficial to both management and employees because they make work a pleasant place to be. To build rapport with your team, you must be trustworthy and reliable - and open to suggestions for change. Transparency also helps build strong connections. An open-door policy is preferable to a more traditional tiered hierarchy. In this way, any employee who has a problem can talk to you without following a set chain of command.

4. Use Job Rotation to Broaden Experience

Give your workers a chance to broaden their expertise by working in different parts of the company. This will allow you and them to discover both their strengths and the areas where they need additional training. It will also give them an appreciation of other roles that will be beneficial in managing others in those areas.

5. Create Coaching and Mentoring Opportunities

One of the best ways to develop future leaders is by having them learn directly from other successful leaders. Once you’ve identified candidates that could potentially be great leaders, match them up with a great leader to mentor them, coach them, and consistently provide feedback. A mentor can provide customized guidance that helps prepare junior employees to become more effective leaders in the future. Building these strong relationships early creates opportunities for open, honest lines of communication throughout the leadership development process.

These are just a few of the ways organizations can develop leadership potential in the workplace. By keeping communication open, incorporating leadership into regular professional development, and giving emerging leaders opportunities to grow, organizations can begin to build their leadership pipelines from within.