Picking the Right Leaders Just Got a Little Easier
Finding the right leaders for your company or organization can be challenging, but this should help simplify the decision.
The world abounds with individuals who believe they possess the qualities of great leaders. However, the stark truth is that genuine greatness in leadership is a rare find. Looking back through history, one can discern only a select few who truly exemplified extraordinary leadership, including figures like Moses, David, Jesus, Abraham Lincoln, and Winston Churchill, to name just a few.
These leaders shared commonalities in their reluctance to assume leadership roles and their feelings of inadequacy for the positions they were thrust into. None of them actively sought power or leadership; rather, circumstances compelled them into these roles. They did not inherit their positions but instead found themselves thrust into positions of authority.
Why do we consistently prioritize individuals who actively pursue leadership roles within our companies and organizations instead of identifying the most qualified leaders? As leaders, it’s imperative that we closely observe our team members—I mean, truly observe them. Who naturally garners followership? Who humbly contributes ideas without seeking constant recognition? Who demonstrates resilience and determination when confronted with challenges? Aren’t these the qualities we seek in our leaders? Those who take the initiative to resolve issues without seeking permission and quietly handle situations without seeking acknowledgment are the ones we should prioritize for leadership positions.
These individuals often fly under management’s radar because they efficiently get the job done. Ironically, many managers perceive them as idle because they don’t feel the need to report on every task they accomplish. Consequently, their value often remains unrecognized until they depart the company or switch departments. Suddenly, their absence reveals a host of issues their manager had never faced before. What is the reason for this absence of problems in the past? Their “lazy” employee silently resolved them without seeking recognition—they just got things done.
Many great leaders initially doubt their qualifications when entrusted with leadership roles. Did you know that Moses, upon being called into a mentor position by God, argued vehemently, claiming he wasn’t fit to lead the Israelites out of Egypt? He even negotiated with God, citing his lack of eloquence and suggesting his brother Aaron as a more suitable spokesperson. Moses was adamant that he wasn’t the right person for the task. However, history reveals that he was precisely what the Israelites needed. Not only did he successfully lead them out of Egypt, but he also guided them through the desert for forty years.
How frequently do we overlook promising young individuals within our company who possess great leadership potential but aren’t pushed to assume leadership roles? I’ve witnessed this scenario repeatedly, where we promote based on tenure rather than merit. Sadly, this often results in missed opportunities to cultivate exceptional leaders because of our resistance to change. Arbitrary criteria such as residency, years of experience, age, appearance, or past management roles should not hinder someone’s progression. These biases serve as poor justifications for denying individuals the chance to advance and contribute to their fullest potential.
I urge all of you reading this to refrain from judging individuals solely by their appearances. Take the time to identify the leaders already present within your organization. Seek out those whom others naturally turn to for guidance in various situations. These individuals will bring immense value to the organization, as they’ve already garnered a following of individuals who trust their advice implicitly. Instead of solely prioritizing previous experience, focus on personality and attitude when hiring. The most effective leaders are often those who need convincing to accept a leadership role. Their humility and genuine desire to serve will make them excel in their positions.
Allocate the necessary time to step beyond your comfort zone and actively seek out a truly exceptional leader for your organization.
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