THE DEFINITION OF LEADERSHIP: INFLUENCE

 

Most people define leadership as the ability to achieve a position, not to get followers. Therefore, they go after position, rank, or title and upon their arrival think they have become a leader. This type of thinking creates two common problems: Those who possess the “Status: of leader often experience the frustration of few followers, and those who lack the proper titles may not see themselves as leaders and therefore don’t develop their leadership skills.

We never know who or how much we influence
The best investment in the future is a proper influence today
Influence is a skill that can be developed

THE LEVELS OF LEADERSHIP

Level 1: Position

People will not follow a positional leader beyond his stated authority: They will only do what they have to do when they are required to do it. Low morale is always present. When the leader lacks confidence, the followers lack commitment. Most of us have been taught that leadership is a position. Frustration rises within us when we get out into the real world and find that few people follow us because of our titles. Out joy and success in leading others depend on our abilities to keep climbing the levels of leadership.


Note: POSITION (Rights: People follow because they have to). Your influence will not extend beyond the lines of your job description. The longer you stay here, the higher the turnover and the lower the morale.

Level 2: Permission

“Leadership is getting people to work for you when they are not obligated.” That will only happen when you climb to the second level of influence. People don’t care how much you know until they know how much you care. Leadership begins with the heart, not the head. It flourishes with a meaningful relationship, not more regulations. “Developing Your Most Appreciable Asset: People.” Needless to say you can love people without leading them, but you cannot lead people without loving them.

Caution! Don’t try to skip a level. The most often skipped level is 2, Permission. For example, a husband goes from level 1, position, a wedding day title, to level 3, Production. He becomes a great provider for the family, but in the process he neglects the essential relationships that hold a family together. The family disintegrates and so does the husband’s business. Relationships involve a process that provides the glue and much of the staying power for long-term, consistent production.

Note: PERMISSION (Relationships: People follow because they want to). People will follow you beyond your stated authority. This level allows work to be fun. Caution: Staying too long on this level without rising will cause highly motivated people to become restless.

Level 3: Production

On this level things begin to happen, good things. Profit increases. Morale is high. Turnover is low. Needs are being met. Goals are being realized. Accompanying this growth is the “big mo” – momentum. Leading and influencing others is fun. Problems are solved with minimum effort. Fresh statistics are shared on a regular basis with the people who undergird the growth of the organization. Everyone is results-oriented. In fact, results are the main reason for the activity,


Note: PRODUCTION (Results People follow because of what you have done for the organization). This is where success is sensed by most people. They like you and what you are doing. Problems are fixed with very little effort because of momentum.

Level 4: People Development

A leader is great, not because of his or her power, but because of his or her ability to empower others. Success without a successor is failure. A worker’s main responsibility is doing the work himself. A leader’s main responsibility is developing other to do the work. Loyalty to the leader reaches its highest peak when the follower has personally grown through the mentorship of the leader. Note the progression: At lever, the follower loves the leader; at level 3, the follower admires the leader; at level 4, thee follower is loyal to the leader. Why? You win people’s hearts by helping them grow personally. Walk slowly through the crowd. Have some way of keeping in touch with everyone. Develop key leaders. I systematically meet with and teach those who are influencers within the organization. They in turn pass on to others what I have given them.

Note: PEOPLE DEVELOPMENT (Reproduction: People follow because of what you have done for them). This is where long range growth occurs. Your commitment to developing leaders will insure ongoing growth to the organization and to people. Do whatever you can to achieve and stay on this level.

Level 5: Personhood

Little time will be spent discussing this level since most of us have not yet arrived at it. Only a lifetime of proven leadership will allow us to sit at level 5 and reap the rewards that are eternally satisfying. I do know this – someday I want to sit atop this level. It’s achievable.

CLIMBING THE STEPS OF LEADERSHIP

• The higher you go, the longer it takes.
• The higher you go, the higher the level of commitment
• The higher you go, the easier it is to lead
• The higher you go, the greater the growth
• You never leave the base level
• If you are leading a group of people, you will not be on the same level with everyone
• For your leadership to remain effective, it is essential that you take the other influencers within the group with you to higher levels.

CONCLUSION ON INFLUENCE: We now have a blue print to help us understand influence and how to increase it. The blueprint indicates that in order to get to the top, you must do two things:

Know what level you are on at this movement
Know and apply the qualities needed to be successful at each level

Listed below are some characteristics that must be exhibited with excellence before advancement to the next level is possible

Level 1: Position/Rights

• Know your job description thoroughly
• Be aware of the history of the organization
• Relate the organization’s history to the people of the organization (in other words, be a team player)
• Accept responsibility
• Do you job with consistent excellence
• Do more than expected
• Offer creative ideas for change and improvement

Level 2: Permission/Relationships

• Process a genuine love for people
• Make those who work with you more successful
• See through other people’s eyes
• Love people more than procedures
• Do “Win-Win” or don’t do it
• Include others in your journey
• Deal wisely with difficult people

Level 3: Production/Results

• Initiate and accept responsibility for growth
• Develop and follow a statement of purpose
• Make your job description and energy an integral part of the statement of purpose
• Develop accountability for results, beginning with yourself
• Know and do the things that give a high return
• Communicate the strategy and vision of the organization
• Become a change-agent and understand timing
• Make the difficult decisions that will make a difference

Level 4: People Development/Reproduction

• Realize that people are your most valuable asset
• Place a priority on the developing people
• Be a model for other to follow
• Pour your leadership efforts into the to 20 percent of your people
• Expose key leaders to growth opportunities
• Be able to attract other winners/producers to the common goal
• Surround yourself with an inner core that complements your leadership

Level 5: Personhood/Respect

• 
  
• Your followers are loyal and sacrificial
• You have spent years mentoring and molding leaders
• You have become a statesman/consultant, and are sought out by others
• Your greatest joy comes from watching others grow and develop
• You transcend the organization

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