3 Signs You May be Blocking Leadership Development

What would you think if I told you that YOU may be the very thing blocking the identification and development of more leaders in your organization? OK hold onto your seat I have something to share you may not like. Sometimes the biggest thing that gets in the way of equipping OTHERS is OUR ego. Here are three signs you can look for to see if this is your challenge. Sign #1 You think no one else can do the job as good as youIn many cases, this may be true. You may be the very best of the best in your organization. In fact, you may be the best in your industry. But because your PERFORMANCE level is so high you can’t see the POTENTIAL level of others. And because you’re able to do a such a great job,  it’s hard for you to let go because you want to maintain quality and therefore feel you have to do everything yourself. The moment you entrust the role to someone else you’re letting go and therefore not in control of results. That makes you very uncomfortable. But as long as you lead from a CONTROL mindset you may be putting a lid on the development of new leaders under you. So what do we do?  We have to move from a control mindset to a coaching mindset. Begin to give others responsibility but walk closely with them so that you can coach them towards high-quality results. Your goal should be to develop someone who is as good or better than you in your role.  You have to see yourselves as a coach who is preparing others for the skills they need to lead well… not as CONTROLLER who is the sole deliverer of great results.

Sign #2 Your identity is tied to your performance

Leaders are driven. We love results. And we’re paid to get results. But there are times our desire for results crosses an unhealthy line spiritually where our IDENTIFY is tied to our PRODUCTIVITY. It’s so easy for leaders to base their identities on what they do rather than who they are in Christ. If we’re honest with ourselves, we often feel insecure.  And we use our leadership position to validate our identity. We use our position to prove our worth, to gain esteem, to make ourselves feel good about who we are. We are treading on dangerous territory when we need our WORK to validate our WORTH. And not only is that dangerous spiritually, it also can keep us from developing other leaders.  If your identity is tied to your performance you will become threatened when others performance is equal or better than yours. When the young new leader emerges and becomes a superstar, you become resentful. When an outsider comes in to provide consulting for coaching and everyone raves about their insights you get jealous. Or you find yourself manipulating conversations so people will be aware of the value you bring to the team. All of these are signs that our identity may be based on performance. When your identity is tied to your performance you're more concerned with DEMONSTRATING your significance than DEVELOPING others skills. So what do you do?  Identify the LIE your believing, which is, “My Worth is determined by the quality of my work”.  And replace it with God’s TRUTH: I am loved, valued, cherished by God for WHO I am, more than WHAT I do. And for that reason, I can celebrate when others do well. I don’t have to be threatened when others excel because my worth is not based on what I do, its based on God’s unconditional love for me. Sign #3 You’re addicted to applauseWhen I was a 21-years-old I was coaching the Handley Yankees Little League team. My team was made up of the typical assortment of young, energetic athletes with modest ability—except for Andy. He was a naturally gifted athlete. His fielding and hitting were head and shoulders above his peers.Near the end of this season, Andy led us into a game against our rivals, the Pratt Reds. The game was tight heading into the sixth inning. We were leading by only one run and Andy was growing more and more intense with every pitch he threw. We only needed one more out as Andy toed the rubber to deliver the game-winning pitch. But this time, the batter got the best of him and drilled a rocket shot to deep center. This just happened to be where one of our slower players was positioned. There was no home run fence in this league, so the ball seemed to roll on forever.Andy assessed the situation and made a decision to take matters into his own hands. He ran into center field, past the player who was supposed to be retrieving the ball. When he gathered the ball, he turned to run back toward the infield himself rather than throwing it back to any teammates. As the batter rounded second, Andy was sprinting for home plate rather than throwing it to the cut-off or even to the third baseman. Yet, because of Andy’s immense skill, he was able to outrun the batter and tag him out just as he slid into home. As expected, the crowd went crazy. The Yankees had won the game and Andy was a hero. In spite of Andy’s amazing play, there was a clear problem—He ignored his fellow teammates, neglected their giftedness, and inadvertently communicated that they weren’t even needed on the team.In the same way, we can become addicted to being the hero. We live and work and lead for the applause of others.  And when we do this we will refuse to give others significant roles that will enable them to develop their leadership. Our inability to share the light will keep us from sharing the load of responsibility.So what do we do?  First, confess your pride. Second make a list of the strengths, gifts, and passions of your team. Look at that list and ask yourself, “How well am I stewarding the God-given design and calling of the people on my team?”Equipping your new and existing leaders is one of the most significant investments you can make in your organization. So don’t let your ego stop you from equipping others.

WATCH THIS WEEKS VIDEO:

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Discussion Questions

On a scale of 1-10 (1= Low, 5 mildly discontent, 10 Highly satisfied)  how satisfied are you with the development of new leaders in your department or organization?As you look at your own behaviors which of the three signs is most evident in your life?What action step do you need to take to ensure your ego isn’t blocking the equipping of new leaders?