The highly effective leadership WHY: “To develop current leaders and future leaders into highly effective leaders so that, they can develop current leaders and future leaders into highly effective leaders.”
The highly effective leadership WHY above is actually my personal WHY, but I like to call it the highly effective leadership WHY so others, like you can take it on as their own if they need/want to.
The highly effective leadership and my personal JUST CAUSE & VISION is “I can see a world in which our leaders create environments that focuses on people and helps them to learn to lead, grow, and increase their influence for the good of others.”
Again, I share this with you because this JUST CAUSE & VISION is exactly what I am trying to achieve by writing my books and creating my other leadership and personal growth materials.
1. Sharing With Your Team
Sharing this with your team is a great way to start in developing them and showing them what you are striving for with them. When you share this with them, you are showing them that you care and showing them what you are striving for too.
DOWNLOAD MY FREE E-BOOK “INCREASE YOUR INFLUENCE”
This will build trust and strengthen the relationships you have with each team member. Transforming your culture into a highly effective leadership culture must start with the highly effective leadership WHY and JUST CAUSE & VISION.
Leveraging your culture ambassadors when sharing what you are striving to achieve with your team will be a huge benefit. You must ensure that your culture ambassadors are bought-in to the highly effective leadership WHY and JUST CAUSE & VISION too.
Developing your culture ambassadors will be another benefit because as you develop them, the desire will be burning inside them to want to develop others too. As they start to develop others in the same way you have been, they will be developing themselves at the same time even more.
People in other teams will be seeing your culture ambassadors’ example and want to get involved too.
Being a role model for your people and for others throughout the organisation is how you want to be seen. When you are a role model, you must model authenticity for your people. Which means you must be doing what you’re saying you’re going to do, and what you are teaching your team and others.
You cannot teach leadership development or personal growth principles to people and expect them to take them on if you are not practicing them yourself first. You must be living your leadership development principles when you are at work and when you are at home too.
2. Culture Transformation
A culture transformation isn’t just about what happens at work or in a job. It is a way of life and leadership development is a lifelong journey that happens everywhere. As you teach these principles to your team, they will be doing the same for others.
If the leader at the top of your organisation is an authentic leader, and he/she is willing to get involved in teaching and sharing leadership development and personal growth principles, then the team will engage so much faster.
Especially if your leader has humility and shares stories of how they became a success, but also the failures they encountered along the way too.
I highly recommend to you and the other leaders to encourage your top leader to get involved in this culture transformation because they will be the most powerful in getting the message across.
Your top leader will also be working on their own leadership development and personal growth at the same time as they work on this with you.
When you and the other leaders are sharing your stories on success and failure, be sure to focus more on your failures than your successes. The reason is that people learn a lot more from their own and other people’s failures than they do from success.
3. Humility & Courage
It takes humility and a bit of courage to be authentic and share stories of failure but believe me they will come across in the right way and will help your people.
Now that you have your culture ambassadors in place, you must leverage their value to the maximum, both for your team and for the rest of the organisation. We have mentioned in earlier articles about them leading book studies on your behalf, so you are on with that.
You could also assign them to train your team members or others on specific topics. E.g., The Foundation of Leadership or Empowerment. These are leadership development topics but not as broad.
Your culture ambassadors will have a burning desire to ensure that this culture transformation works, so they will want to do everything they can to help others and themselves. So, asking them to carry out a book study or train others should not be an issue and will excite them.
4. Value
By asking them you are raising their value and they will in turn feel a lot more valued by you and the team. They care about their team and you so all they want to see is you and the team improve, aswell as developing a highly effective leadership culture.
When I have trained or taught others in leadership development and personal growth, it was very important to me that what came across was very authentic. By this I mean, I wanted them to see and feel that I believed in what I was sharing.
I couldn’t come across as fake because if I did then there would be no way that the people, I was training would have taken any action.
The same must go for yourself and your culture ambassadors. You don’t have to be perfect in what you are sharing and training, but you must believe in it, and your people must see and feel that you believe in it.
The passion and desire will be brightening within your people, and they will be hungry for what you are teaching if they know you’re authentic. Remember, this isn’t just about work. You are developing yourself and your people to live a better life.
DOWNLOAD MY FREE E-BOOK “INCREASE YOUR INFLUENCE”
The more you teach and train others to go on and teach and train others in leadership development, the stronger your organisation will become.
Most of the people will not be full time trainers within their job, but they will have the knowledge and skills to train because you and your culture ambassadors have taught them.
Not many organisations throughout the world have this kind of culture with a lot of trainers or teachers in leadership development. So, your organisation will be one of, if not the leader in your industry for leadership development.
How does that sound to you and to the other leaders of your organisation?
A lot of organisations do spend money and invest in leadership development training for their people, but it is usually just for one-off events. They invest in third-party trainers instead of training their own people to become leadership development trainers. The best performing organisations invest in their own people to become highly effective leaders, so they can transform the culture into a highly effective leadership culture and train their own teams to become highly effective leaders so that, they can develop others throughout the organisation to become highly effective leaders. The best organisations lead the highly effective leadership snowball effect.
I welcome hearing how this post has influenced the way you think, the way you lead, or the results you have achieved because of what you’ve learned in it. Please feel free to share your thoughts with me by commenting below.
Check out my other articles by Clicking HERE
All the best,
Great post Tom, and I agree a true leader shares the mistakes they have encountered on the way, does make one humble and for those listening to establish a rapport, and believe in what their leader has to say!
Anyone taking up your training course would benefit in many ways, and your passion in spreading the word is comes from a good place, and one who has also many experiences!
Keep up the good work, Tom and respect.
Julia.
Hi Julia,
Thank you for sharing your thoughts on my article, means the world to me always.
I appreciate your words on my coaching programme and if you know anybody that you feel would benefit then please share the link with them.
All the best,
Tom
Good post. I like the involvement of the team. A great way to have people buy in to the program.
I agree that most training of this type is usually a “one off” type event and not as productive as what you offered in your post.
Hi George,
Thank you for your comment.
Keep working on yourself and keep showing your people how much you care about them.
All the best,
Tom
Hi Tom, I really appreciate how this article emphasizes the ripple effect of leadership development. The idea that developing highly effective leaders who, in turn, develop others is a powerful approach to transforming an organization’s culture. It’s clear that authentic leadership and sharing both successes and failures are essential to building trust and fostering growth within a team.
Your focus on humility, courage, and authenticity in leadership truly resonates with me. These qualities not only make leaders more relatable but also inspire others to grow and take initiative. I’m curious – what advice would you give to a company that would like to implement this kind of culture transformation, but whose leader(s) completely lacks humility?
I am asking from my own experience when I worked at a company that very clearly lacked good leadership due to a rather aggressive and pompous approach of the two leaders who thought they would achieve the most by exerting over-the-top control and refusing to take advice from his staff like me…they actually fired me for that..! It was a pity because I really liked other members of the staff, who felt quite powerless…Thank you!
Hi Lucie,
Thank you for sharing such a detailed comment, I am so pleased that this article resonated with you so much.
I appreciate you sharing your own experiences on this topic, being so open and I hope people can learn from you just as much as they can learn from me.
Please reach out if you have similar experiences in the future and if I can help you, I will do my best.
All the best,
Tom