Leaders Elicit Greatness That's Already There

Leadership

May 2, 2008

Scottish-born novelist John Buchan once said, "The task of leadership is not to put greatness into people, but to elicit it, for the greatness is there already." When was the last time, as a leader, you took the time to reflect upon those who elicited your greatness; or as a person who is being led, what have your leaders done to bring out greatness in you? There have been many different people and experiences in my life that have shaped my leadership abilities.

In the beginning of my career, I had the "pleasure" of working for several managers who had vastly different styles. While all were successful in business, some lacked people skills. Those managers had such a profound impact on me, some of it positive and some not. But through these experiences, I realized what was important to me – how I treat others.

As I rose through the ranks of the commercial real estate industry in Atlanta, becoming an executive vice president as well as chief administrative officer – two extremely difficult feats in a male-dominated industry – I continually relied upon the experiences and lessons learned as a young professional. My underlying motivations have been to treating everyone with dignity and respect, recognizing everyone has gifts and talents,
and lastly, being honest and sincere.

True leaders know the positive effect they can have on others when there is genuine interest and they treat others respectfully. Think about the last time you disrespected someone or witnessed disrespect by someone else. What was the reaction of the receiving person? My guess is that it did not motivate them to improve or change; rather, it probably created a defensive environment. Leaders understand that by demonstrating an interest in others' success, you give them the confidence to perform functions in everyday life as well as in their job to the best of their ability.

Leaders also recognize that everyone can contribute something to the team. Each person has talents and abilities, and it is up to leadership to recognize and tap that potential. It is also important for a leader to know the strengths that each member of the team possesses so that the team can be balanced with diversity of talent. Every person will not succeed in every role, and when that occurs, it is the leader's job to identify and address it. It may simply mean that the person is in a role that is not ideally suited to his or her strengths. Identifying the right role for that individual will result in greater success.

Recognizing, developing and maximizing your team's potential will foster trust and loyalty. With trust and loyalty also comes the responsibility to convey difficult messages. True leaders are those who are giving it to you straight. Most people want to know what they can do to improve, and they also want to know when something they are doing is not working. I have just as much respect for those who have been honest about my mistakes as for those who have been quick to offer praise. I am forever grateful to have heard the truth and therefore been able to correct my actions. I am also a firm believer in mentors.

Throughout my career, I have had many mentors who were inspirational and influential. They have provided guidance and perspective on a variety of issues and have challenged my thought process at times. This type of "trusted" dialogue can be a healthy and positive influence in one's career and life because it propels you to grow. Learning from their experiences also provides a broader perspective on most situations.

Leaders are not perfect. They will sometimes go astray in their decision-making. But true leaders are the ones who get up from being knocked down, learn from their mistakes, keep looking forward and elicit greatness from others.