Leadership Development: Empowering Leaders
Over the past couple posts we’ve looked at this idea that leadership development as a conversation. As leaders we find ourselves a different places of those ongoing conversations. Conversations that I don’t believe ever truly end even though they may change and grow over time. Today’s piece of the conversation is one that typically occurs towards the back end. To empower those we lead to step up and step out takes a unique leadership mindset though.
What I mean by this is that leaders who focus on holding onto and maintaining their position rarely will give leadership to anyone beyond what may benefit them. Leaders who are focused on the team, that have a mission first mentality, will empower those they lead. What does that mean though? What does it really mean to empower those we lead?
To give the reigns of leadership, in my opinion, is to put those we lead in positions of leadership roles, oftentimes before they’re ready. I believe the best way to verbalize this is, leaders teach their teams to lead and give their teams the lead. Teaching our teams to lead means we’re equipping them (read the equipping leaders post here). Giving them the lead means moving ourselves out of the way and letting them make the calls, even though they may not always make the best ones. I do this in a few ways but the two “introductory roles” I call it passive leadership and active leadership. Let me start with active leadership.
Active leadership is what it sounds like. It’s a leadership role that’s typically out front, actively leading others. For me and my ministry, this is typically someone who leads a small group, teaches from the stage, helps to plan events, and the like. They step into, by many standards, a bigger leadership role. It’s not always the case but it appears that way. Oftentimes, those that step into these active leadership roles are comfortable being in the spotlight but it doesn’t mean they crave it. These roles are also often viewed as hard things to do but I don’t think that’s the case.
On the other side of that coin we have what I like to call passive leadership. As opposed to active leadership, passive leadership is little harder to define but for me it’s giving leadership roles to my team that aren’t necessarily out front (although sometimes they are) but just as important. An example of passive leadership may be someone acting in a greeter role for people coming in for the first time. Or it may be giving someone doing announcements or a welcome at a gathering or service. Yes, I’m aware that those are up front roles but I’ve found that those have less pressure than teaching or leading a small group discussion. For the people stepping into these roles, it’s usually a pretty big deal.
Whether you have active leaders or passive leader (you probably have some of each), both require coaching and follow up. Give them guidance for improvement and ask them their thoughts on whatever it is they accomplished. Of course, always be one of their biggest cheerleaders!
There’s nothing quite like seeing someone you’ve led and developed step into a leadership role and succeed. That beaming of pride they feel not only empowers them to continue, but it gives them permission to take ownership in the ministry or organization. I guess the only thing left when it comes to empowering leaders is again the continued conversation. Some will move from active leadership roles to deeper roles relatively quickly and others will need to hang out in passive roles a little longer. We must know those we are leading. Encourage them and continue to allow them to lead out.
What are some other thoughts you have? What are ways you empower those you lead to take on more leadership roles?
Let’s continue the conversation!