This Mindset Shift Changes Everything

What I love about leadership is that it is highly individualized. We may strive to display common-held principles for successful leadership…lead by example, mentor junior leaders, exhibit poise during stress. But the way we describe our leadership styles, the personality traits we employ, the perspectives we adopt, the anecdotes we use…they’re all different, shaped by unique experiences and beliefs. This individualization creates an endless reservoir of leadership insight from which to draw out of others and learn from.

A short time ago, a mentor of mine virtually introduced me to a successful Air Force Colonel living in the city I was traveling to. We linked up for a beer and not only did the conversation turn to leadership, but he delivered a dose of wisdom so fundamental that it instantly related to everything I do as a leader and revamped my approach to bringing out the best in organizations.

U.S. Army Spc. Rasjiem Holmes, of the Regimental Headquarters and Headquarters Troop, 11th Armored Cavalry Regiment, looks into the distance as he waits to return home from the field at the National Training Center, Fort Irwin, Calif. Photo by U.S. Army Spc. Danny D. Woo

Lose Control

This Air Force Colonel said that too many people impose their authority on the organization and call it leadership. Because their success is riding on the team’s performance, leaders seek increasing amounts of control over the organization’s activities. They have a habit of trying to make their people execute exactly how they would do it, which relegates subordinate growth and fails to leverage the talent that individuals could contribute to the problem.

He said that leaders could easily unlock the talent of their organizations by shifting their mindset from one of control to one of growth. Look at the transformation that occurs when a leader’s mindset shifts from “My job is at stake…I must direct this team to excellence” to “My role is to draw out excellence by providing opportunities to perform.” This perspective believes that if given the opportunity (and sometimes the inspiration), followers will reach a higher level of excellence through growth than the leader could induce by telling them how to get the mission done.

In this approach, mission accomplishment is simply a byproduct of the team’s growth, not a result brought about by the force of the leader’s will. It’s a version of legendary UCLA coach John Wooden’s philosophy…the best way to build a winning team is to elevate each player’s level of talent. When they each grow into better players, the team’s talent grows exponentially.

Follower-Centric Leadership

This mindset shift radically transforms the follower experience. In your career, you’ve probably seen how much more inspiring it is to follow a leader who is more concerned about subordinate growth than he is about his own reputation. Those leaders stand out. They care about their people and think of them first. Consequently, those leaders tap into their organizations’ full potential and draw talent out of the next generation of leaders. This is the essence of selfless service.

How can we create this mindset? Instead of worrying about sustaining their own position by preventing failure in the face of a challenging situation, leaders could start by exploring how to maximize their followers’ development. Instead of asking, “How do I get them to do it my way?”…ask questions like:

What methods can I use to draw out the creative power of this team?
What distractions can I eliminate so the team can focus on the mission?
How can I shape this event to maximize the strengths of the team?
What creative scenarios can I inject that will challenge the team members and bring them together?
What conditions will make the experience more emotionally-permanent?
How can I help my followers draw the best lessons from this event?
What can I let my followers discover on their own instead of just telling them?

Asking these questions requires you to give up a little control, and that’s ok. When you give them the opportunity, you will see people rise to the occasion. Set conditions for them to contribute their best effort and you might just discover that the need to maintain control was never even necessary.

Leadership from the Heart

There’s one more point to share about the counsel I received from the seasoned leader. He wasn’t preaching theory. His advice was the core of the leadership philosophy he had used through multiple commands. He truly cared about developing those around him, which was plainly evident by the way he invested in my own growth after only just meeting.