5 Tips for Generating Scalable Leadership

“If leadership doesn’t scale neither will your organization,” says Mike Myatt Contributor, for Forbes. A leader’s greatest contribution to its organization is developing a true culture of leadership. Cultures can only develop if the leader can understand their most important responsibility is to create other leaders.

Leaders are many around the globe. Getting the position is not that difficult but it’s important to judge and scale them to know who the best among them is. Scaling is not an individual attempt. It’s a mixed effort. Individual do not scale but it’s scaled by effective groups, teams and organizations. Poorly prepared leaders always try to play the role of engine and they push or pull individuals for output, where as confident and know how leaders educate, train and mentor individuals to think differently, intentionally and generate influence and power, which in turn leads to scaling.

There is a vast difference being theoretical than being practical. The same difference lies between understanding strategy and acting strategically. Insightful leaders are the most valuable leaders not the shrewd. As they are the one who just not only think of strategies but they create and shape strategy. Majorly they make sure the sustainability of strategic focus by creating a culture of leadership.

Team members are the followers of their respective team leaders. So, the team members are equally important for an organization. For a growing organization quality like thinking, teaching, mentoring, and coaching skills are required. These skills are far more important than their tactical or doing skills. When single person enlighten, notify and authorize groups to be more productive level is attained.

If an individual is burdened with more work both the quality and quantity of performance declines.  It’s simple human are not machines in fact if we act badly with computers they also shows  system errors in  the same way if we choke a person the result will definitely be poor.  Scale is not a technology issue, production issue, or funds issue – it’s a leadership or management issue. Leaders turn out to be great leaders by their actions, behavior and perspective. Great leaders are the one those who view interaction, question, or even conflict as a coaching opportunity. They have a habit of resolving problems for their employees.

So, the best way for creating a scale for your organization is to start conversing with your employees and stop talking about process.  There follows the 5 steps:

1. Leadership as a goal
Business needs leaders for its very beginning to its end. Leadership does not exist only at the top managerial levels but do exist within every individual working for an organization
So it’s important to appoint leaders who can develop oneself to become better leaders, and educate others to follow the process.

2. Firstly Organization
Individual interests are aligned with business interests due to leadership influence and their thoughts and actions. A scalable leadership is important and to understand it better. We should know who the significant leaders are the leader who believes in team work, they look themselves as the doers and not the teachers, advisers and trainers. Organization scale is rapidly sacrificed on ones ego or ineffectiveness.

3. Prioritizing substance over form
It’s really hard to understand what is required to develop leadership. How to label people and put them into one box, under one heading is a question. Searching for a great leader or succession planning are not as easy as identifying “high potentials” in the commercial world. If it would have been easy then we would have much more success stories than currently exist. Today high potential words are outdated and it’s a discriminatory terms that generate anguish and hatred among the positions. Great leaders vision for all the employees are labeled as good. They belief in their employees and think they are highly potential. The organization which judge their employees rank them into higher and lower potentials actually lacks transparency and permanence in their organization. Hence, there is deficit of deepness of talent and are frail in procedure and information management.

4. Drive the most complex decisions down
Most excellent organizations force the most multifaceted decisions down to the lowest possible levels within the company. Every good organization should teach their employees about the decision making skills and also give the right to act on it. If all the discussions are taken by an individual then the organization can’t be scaled.

5. Embrace rebellious views
Challenge and argument are part and parcel of life in an organization.  If you smother frankness and free thought you smother the ability to scale. When leaders engage employees with inspiring and probing conversation they learn and grow.