The One Thing A Leader Cannot Delegate

Alexandre Dumas, who wrote The Count of Monte Cristo once said, “Instruction is good for a child; but example is worth more.” As the father of eight, I can attest to this bit of wisdom and shudder to think of all the times I did not paint an accurate image of God the Father by the brush of my example.

Leaders in all walks of life do well to heed the wisdom of Dumas. Example is everything and it’s the one thing you simply cannot delegate to others.

Your example speaks so loudly your staff can barely hear a word you say.  You are being watched all the time. The basic question everyone in the organization is asking as they observe what you do and what you say is this: “Will the leader use his or her power for personal benefit or to benefit others?”

Are you embracing your leadership to serve others or to be served by others? There is no such thing as servant leadership, either you are a servant or no leader at all. Here are five habits you can develop if you choose to embrace a servant-leader approach.

#1 – Listening: Leaders are disproportionately valued for their public speaking skills. Great speeches are best reinforced by listening well to others. Listening widens and deepens the pool of insight from which you can draw when making decisions. Wider because more people are consulted and deeper because they share beyond superficial ideas when they trust you will take their insights into consideration. Not only do great leaders glean from the wisdom and insight of the group, they increase commitment to execute because the staff see the decision and direction as their own idea.

#2 – Encouraging: When it comes to believing in themselves, most people are agnostic. Think of it, if you want to make someone blush, pay them a compliment. If you really want to make them squirm, attach an example of their greatness and watch them wallow in the warmth of your words. People that feel good about themselves, produce good results. Your greatest privilege is communicating the dignity, worth and potential of your people so clearly that they begin to see it in themselves and act on it.

#3 – Affirming: Great leaders catch their people doing the right thing and affirm them for it. When they see their staff living out the values of the organization, they make a hero of them in the next team huddle. This not only re-enforces the behaviour, it inspires others to do the same. This kind of appreciation doesn’t have to be elaborate, only sincere. Great leaders focus on the potential greatness of others and draw it out of them as they come alongside their people with an affirming presence.

#4 – Healing: Each person on your team has a network of personal relationships, some of which are strained or even toxic. Many of your people have broken spirits and deep emotional pain. They may walk strongly on the outside, but they are often hobbling internally, at an emotional level. Great leaders neither pry open closed hearts nor do they flee from personal conversations for lack of courage. The mere fact that you make room to listen, offer support and serve their needs communicates a profoundly healing message to their heart, “You heart matters.”

#5 – Influence: Great leaders don’t rely on positional authority. They don’t operate as “propped up kings and queens” leaning on their titles to make things happen. They manage by walking around. This mind-set propels them out of their office, away from their computers and into the lives of their people. They see the value of short check-ins and office fly-bys. They build relationships and conversation as much as consensus. Most will forget what you say but they will not forget how you made them feel. Our most valuable resource is not the buildings we own or the technology we operate or even our financial health. Our greatest resource is emotional capital – healthy, collaborative relationships.