Having just returned from a week in Bogota, Colombia, teaching, training, and discussing leadership in some of the poorest neighborhoods, I was refreshed by the speakers and their messages at Global Leadership Summit (GLS). GLS is one of my favorite annual leadership conferences, because a pool of talented global business and ministry leaders share their learnings and research on how to be a better leader.
A major theme that resonated with me during this year’s 2-day event was the unabashed embrace of failure as part of a leader’s experience and growth. Many top speakers shared their vulnerable stories of personal failure, emphasizing how failure was part of the journey that grew them into the leadership role they had today. In my opinion, shining a light on failure and how it can be used as a tool for future leadership success was long overdue.
In these times, failure is deemed a sign of weakness. Many people wear the embroidered scarlet letter “F” not on their lapel but on their mind. People go to great lengths to diminish, excuse, deny or hide failure. Helicopter parents were born out of the fear that their children would fail. The sad truth is that failure is inevitable if you take any risk. How refreshing for some of today’s leaders like Danielle Strickland, David Livermore, Erwin McMannus, Danny Meyer, Carla Harris, and Angela Ahrendts to share powerful stories of failure and great success.
If you didn’t attend GLS 2018, be sure to sign up for next year’s summit, read what Craig Groeschel had to say about leadership, and stay tuned for more summaries of top leaders you missed this year.
- Bosses believe they need to get better at technology and finances. On the other hand, polled direct reports say their bosses need to get better at leadership and emotional intelligence. Employees are more concerned with: (1) Where are you taking me? and (2) How are you treating me?
- Great leaders steward power for the benefit of others, have profound humility by believing they can learn from others, and have furious resolve.
- People follow leaders who value them, inspire them, and empower them.
- Value people by saying, “I notice…” and “You matter…” Appreciate people more than you should by saying it, showing it, writing it, and celebrating it. Make people feel important.
- Inspire employees by being a centered leader who is secure, stable, confident, fully engaged, purpose-driven, reflective in behaviors, has a mission, and lives out consistent values. The payoff is that inspired employees produce twice as much as satisfied ones. Employees may not know when they are working for a centered leader, but they sure know when they are not. Inspired people also want to work for a vision bigger than the business that can transform a job into a calling.
- Empower people to unleash higher performance. You can have control or growth by you cannot have both. When you delegate tasks, you create followers, and when you delegate authority, you create leaders. Don’t put a lid on your employees. Leaders only make the decisions they can make and delegate all others to the organization. The best leaders make fewer and fewer decisions and frequently say, “You decide…” If you don’t trust your team you are either too controlling or you have the wrong people. Either way, the problem is yours to solve.
- People look for a leader to be honest, have integrity, and be vulnerable. Great leaders have the courage to be real and transparent.
As you reflect on each of these key messages, which one could you improve upon most that would make a difference in your leadership capacity?
About the Author: Sandra Dillon is a professional coach with an extensive background in leadership and business coaching. She works with individuals and businesses as well as designs and facilitates workshops to empower people. She has a passion to help people be the best versions of themselves. You can learn more about Sandra or engage her as your coach by reaching out to her at firstname.lastname@example.org or by visiting her website at www.shinecrossings.com