Driving Solutions

Pulling a group of diverse individuals is hard enough. Driving them to overcome obstacles is all the more difficult. However, it’s imperative. You need to tap the creative thinking that a team can provide. Your leadership will be shown in steering the solution, implementing the correct approach, assigning the action items and rewarding the team members that make it happen.

Here are some tactics that may help you motivate and direct the team response.

1. Share as much information as possible. People do not work well in the dark.

2. Work with the willing. Even with an “A” team assembled, not everyone on the team will be the star player at any given time.

3. Provide the right amount of guidance. People who are more capable than you will still look to you for your leadership.

4. Work side by side when necessary. In the noise of confusion, your presence in the midst of doubt will do more to help clarify thoughts than anything else.

5. Stretch your people beyond their current talents and abilities. You will be amazed at how effectively they will work when they see growth in their own skillset.

6. Make it fun, actionable, and highly visible. Most of us grew up and enjoyed a puzzle or a challenge. Redesign the solution as a challenge that will be fun to discover. Bring a picture of my mouse to the meeting.

7. Let them feel the weight of the challenge. Fun is… well, fun. It can help us to motivate. However, at the end of the day, the task is serious. Let them see what rests on a favorable solution.

8. Reward them. When the wall has been scaled, get them together, and do something special. Recognize the one(s) who drove the solution. Our drivers are our most important assets. Empower them for the next time around.

Learn Up. Train Down.

There is a great scene in “We Were Soldiers” where Mel Gibson says; “Learn the job of the man above you and teach your job to the man below. We will be landing under fire gentlemen… Men will die.”

It has been said that the measure of a great leader is this, that in his or her absence, the organization will continue to function in precisely the same manner. For the leader, this is both honoring and terrifying.

I remember telling my leaders that if we get to the point where someone else can run this organization better than me, I will happily step aside. I said that because I believed (rightly so) that the organization was the most important thing. But, did I actually believe that I would step aside? Of that, I am not so convinced… It sounded like a dignified statement from me as their leader, but each time I said it I trembled inside.

It’s kind of the same as confidently saying that we could die for our faith or for our country. It is easy to say when the chances are slight that we will ever be tested in that manner. Each of us hopes that it is the truth, but we will never know unless put to the test.

Learning Up

Learning up is easy for many of us. In fact, we see it as preparation for promotion. Thinking back on a previous employment, I remember the moment I knew I would be moving into my next position, I made every effort to learn the job of my superior. I went with him to meetings, learned from him, asked him questions, and prepared to take his place. His allowing me to learn from him said more about his character than it did mine. I wonder if he ever hesitated to teach me when he knew I desired to replace him? I doubt it. He understood the second principle, Train Down.

Train Down

The transformational leader trains his direct reports to fill his shoes. A nominal leader avoids training others in intricacies of their position. The reason is most often a fear of being replaced or deemed unnecessary. However, when the transformational leader understands that the organization is the priority, he will allow others to learn what they need to learn to advance the missional causes of the whole. If this means that he becomes unnecessary, then so be it.

HOWEVER…

Most of the time, the resulting team-building and empowerment solidifies the leader in his position and further empowers him to lead the group or team. In other words, great value is found in that leader. When he actively trains to become replaceable, he becomes indispensable.