Intentionality in Leadership Development
A new year always brings fresh motivation for personal change. For me, getting through the holidays, where routines all but disappear, a new year is a time to get back into “normal” life. I think, whether they know it or not, most people strive for and enjoy a routine schedule. It’s comfortable and, depending on the person/routine, productive. So long as it doesn’t edge toward monotonous, routines are great and it’s part of what makes the holidays special— having an excuse to step out of some routines and enjoy some special celebrations.
By the time the new year hits, we feel like we’re ready to get back into “it,” whatever “it” is. Let’s take this seasonal motivation and leverage it for a permanent change! There is never a shortage of “new year, new you” articles after the holidays, and although this may be just another voice added to the throng, my goal is to give one clear suggestion to help sustain a new rhythm in your leadership practice moving into 2025.
What is intentionality? It simply means to act with purpose. Second, a calling every leader will answer, in some way or another, is the calling develop other leaders. Whether you like it or not, whether you want to or not, if you have been placed in a position of leadership at work, in your community, or in your family, the way you interact will shape how the leaders around you grow. You have one of two things: a platform to maximize your leadership for the benefit of those you lead, or a lid to limit those around you.
The catalyst that determines whether your position is a “platform” or a “lid” is the level of intentionality with which you approach the developent of those in your care. If this is true and no matter what we do, we will shape the leaders around us, then we have two options. One- carry on without intention or purpose and allow things to unfold however they will. Or two- approach the development of those around you with purpose and drive, believing in maximizing the potential of those in your care. Option one is the default and yields very mixed results; low probability of greatness. Option two is the path to sustained leadership.
Nobody is born “an athelete.” There are many extremely athletic people in the world. They are born with talents and gifts and those are often cultivated through their interests and hobbies as they grow up. These are the people that can compete in any game or sports they jump in on. They have a natural ability, but nobody is born as a world-class athlete. World class athletes are built through intentional training programs and coaching. Clear goals are set, sacrifices are made, practices completed, performance analyized, and competitions won.
What is the difference between “someone who is athletic,” that guy or girl who shows up and is “good” and probably wins a handful of games or makes some “nice” plays, and an athlete? Atheletes leverage intentionality to unlock their potential. There is a purpose and a plan behind every activity. Would the names Jordan, Williams, Phelps, or Woods mean anything to the world if a world-class level of intentionality had not been leveraged behind their talent? No. What could happen in 2025 if you approach those in your leadership care with the understanding: leaders aren’t born, they are built by other leaders. If we take ownership of our role in the development of those around us, what could change for our teams and families?
Sounds great, right? But let’s be real for a paragraph here — maybe nothing happens. What if you have a plan and you try and you grit it out and keep pushing and trying to develop someone into their full potential and it doesn’t work out. Countless people have experienced this. The successor that didn’t pan out. The new-hire with so much potential that never caught the vision. The child loved that followed a different path than envisioned. Pouring your time, energy, and heart into developing someone doesn’t guarantee success. It may leave you both with heartache or disappointment. To be sure, leadership isn’t for the faint of heart; but life isn’t about avoiding risk but making calculated risks. What are we willing to risk? We can only each answer for ourselves so for me, the risks of approaching those in my care with complacency far outweigh the risks of “wasted time,” rejection, or heartbreak. Why? Because intentional leadership changes everything.
What does it take to execute this intentional leadership? I believe this could be a never-ending conversation between multiple poeple. Intentional leadership changes everything, then everything is on the table and that’s a lot to cover. Let’s keep it specific to developing those around us, starting with these 5 actions:
Recognize your Leadership Opportunity
Start by recognizing that you are a leader. There are people around you who’s development depends on you. At home or at work, you will shape their development simply because of who you are. Embrace that fact.
Decide and Commit
Is your position a stage? Or a lid? Decide now which you want it to be! It starts with a recognition and commitment - write it down, declare it to a co-worker or your spouse.
Example: “My leadership will be a stage to lift up those in my care. I will approach my position with purpose to maximize the success and development of those in my charge.”
The Purpose
Write out your vision for a better world— what would a better world be for your team at work or your family at home? The more specific the better.
Examples: “Our world is a better place if my teammate and I win a championship.” “Our world is a better place if my family lives debt-free.” “Our world is a better place if my team is empowered to problem solve without my input.”
The Plan
Make a list of daily, weekly, or monthly actions you will take to work toward your vision.
Examples: “Meet once a week with my assistant to focus on answering their questions.” “Check in each day with my team-leads to verify we are on the same page.” “Meet once a month with my spouse to discuss finance goals and budget.” “Spend intentional/individual time with each of my children each month.” … the list could go on forevever (because intentional leadership changes everything).
If you already have a plan in place, great! — be encouraged and continue on! Trust the process. Consider adding something fresh or committing to a leadership-behavior change you’ve felt like you needed to make, but just haven’t dont it yet.
Action Required
If your action ends with reading this article, the value is lost and you are unchanged. All I can do is tell you — actions speak louder than words. If you completed the first 4 steps, great! but if you don’t take action on them, very little changes.
Atheletes leverage intentionality to unlock their potential. There is a purpose and a plan behind every activity. What could change for our teams and families if we take ownership and act with intentionality in our role in the development of those around us? It’s not a question of whether or not to develop. The development role is built in to our leadership; it will happen one way or another. The real questions each leader must answer for themselves are: Is the risk of complacency worth the results? Is the risk of intentionality worth the reward? Are you willing to spend the time developing a plan? Will you spend the energy to execute the plan?
Cover Photo: <a href="https://www.vecteezy.com/free-photos/race">Race Stock photos by Vecteezy</a>
