Leadershift

“True leadership isn’t about your rise to the top; it’s about helping others climb upward while growing along the way.”

1. Leadership is about “we,” not “me.”

Leadership isn’t about personal success or glory; it’s about creating an environment where others can thrive. Leaders must move from a self-focused mindset to one that prioritizes their team’s collective success. This shift transforms leaders from soloists seeking their own spotlight to conductors guiding the harmonious performance of an entire orchestra.

John C. Maxwell illustrates this idea through the concept of the tango. During a visit to Buenos Aires, he observed dancers achieving perfect synchronicity because the leader in the pair understood and adapted to their partner’s movements. The same sense of trust, collaboration, and understanding can make or break a workplace team.

Achieving this shift begins with intentional actions like listening to others, giving sincere compliments, and involving the team in defining and chasing a shared vision. A leader’s focus should always hinge on lifting their people up and ensuring everyone feels seen and valued.

Examples

• South Korean conductor Han-Na Chang emphasizes that a conductor’s role is to unleash the full potential of an orchestra, not outshine the group.
• Maxwell watched Argentine tango dancers perfect their art through deep understanding and cooperation, mirroring effective teamwork in organizations.
• Leaders who involve their employees in crafting a shared vision can generate unparalleled enthusiasm and commitment.

2. Embrace a growth mindset over goal obsession.

Focusing too narrowly on specific goals can limit development, while prioritizing growth opens immense opportunities. Maxwell learned that success doesn’t lie in the goals achieved but in the personal and professional growth attained while pursuing them. Growth fuels adaptability and resilience, paving the way for continuous improvement.

In his early years as a church leader, Maxwell was fixated on having the largest congregation, achieving this milestone in a year. However, reflecting on his experience, he realized that his personal development—how he matured as a leader—far outweighed the numerical achievement itself.

To truly adopt a growth-centered approach, one must stay curious, value everyday learning opportunities, and surround themselves with others who are committed to growth. The "hot-poker principle," as explained by Maxwell’s mentor Elmer Towns, highlights this: proximity to those with a growth mindset fuels your own development and keeps your ambition alive.

Examples

• Maxwell's focus on becoming a better leader rather than merely growing his congregation made his organization more successful in the long run.
• John exceeded his initial book sales goals (110,000 copies) by concentrating on improving his writing skills, later selling over a million.
• Staying near those who inspire growth helps sustain an individual's desire and capacity for progress.

3. Mentor others by building ladders.

True leaders don’t just climb the ladder of success; they construct ladders for others. By supporting personal growth in their team members, leaders amplify their impact and leave lasting legacies.

Maxwell encourages leaders to aim for competence in the top ten percent of their field. Once there, they are well-equipped to guide others. He advises identifying mentees who demonstrate hunger for growth and leadership potential. These individuals, given the right guidance, can generate ripple effects by positively influencing others around them.

Mentorship is about equipping mentees with practical wisdom and opportunities rather than micromanaging them. For leaders to see meaningful change, the focus should be on building ladder rungs tailored to their mentees’ unique strengths and aspirations.

Examples

• Kevin Myers described great leaders as individuals who want more for their team members than they want from them.
• Maxwell suggests only mentoring people who demonstrate drive and advanced leadership potential, as this enhances the ripple effect of your guidance.
• He emphasizes that even one mentee with leadership qualities can magnify a mentor’s influence across many others.

4. Replace authority with connection.

Leaders who focus on connecting with and understanding their teams tend to build stronger relationships and achieve better results. Instead of simply directing, connecting prioritizes open communication and mutual respect.

Maxwell observed this style in action through Pat Summitt, the legendary basketball coach. Her players actively evaluated their performance during halftime by answering key questions before she stepped in to offer her input. This collaborative leadership model allowed players to feel ownership of their progress, thus ensuring better outcomes.

Listening is an essential tool for leaders who wish to connect deeply. Maxwell recommends practicing active listening by making it a priority in every meeting. This includes asking your team for honest feedback on your listening skills and being open to improvement.

Examples

• Pat Summitt let her team self-assess during halftime before offering insights, fostering teamwork and self-reliance.
• Leaders who ask thoughtful questions and value employee inputs create a two-way flow of ideas and strengthen team bonds.
• Maxwell uses a note-taking practice to keep listening top of mind, writing a large "L" on top of every meeting note to remind himself to listen.

5. Diversity brings depth and solutions.

Effective teams consist of people with a variety of backgrounds, viewpoints, and life experiences that enhance creativity and problem-solving. Maxwell stresses the importance of moving away from homogeneous groups and embracing those who see the world differently.

Abraham Lincoln was an early adopter of this principle when he included rivals and diverse thinkers in his cabinet during the US Civil War. Churchill followed a similar route during World War II, bringing leaders from differing political parties into his inner circle for fresh ideas and perspectives.

Maxwell encourages leaders to examine whether their surroundings reflect a diverse range of experiences and demographics. Proactively seeking relationships across different social, racial, and cultural lines enriches teams and builds better solutions to complex challenges.

Examples

• Abraham Lincoln recruited a team of rivals to his cabinet during the Civil War to encourage debate and creativity.
• Winston Churchill worked alongside members of the opposing political party in his war council.
• Cheryl Moses initiated an event called “Come Meet a Black Person” to foster diverse interactions and connections.

6. Influence stems from moral authority, not titles.

Leadership is earned, not bestowed. Positional authority has little long-term effectiveness without the respect garnered by moral authority. People follow leaders who reflect values like integrity and courage.

Maxwell’s lesson in moral authority came early when he met Claude, a farmer whose consistent values and fair treatment of others made him the true leader in his church. Claude had no formal title, but he influenced everyone around him through his actions and dependability.

To cultivate moral authority, leaders must prioritize integrity and alignment between their words and deeds. When coupled with courage, these traits inspire teams to overcome fears and achieve great things together.

Examples

• Claude led his church meetings despite having no formal title, showing that earned respect trumps assigned authority.
• David’s courage in facing Goliath inspired the Israelites to overcome their fears.
• Nelson Mandela’s consistent moral principles made him a global icon for justice and leadership.

7. A calling fuels fulfillment.

People who pursue work aligned with their life's purpose find greater meaning and satisfaction. Your calling can be discovered by identifying what makes you feel alive and how it intersects with the needs of the world.

Maxwell cites the story of a medieval craftsman who didn't just lay stones but took pride in contributing to building a majestic cathedral. This mindset exemplifies the difference between working a job and pursuing a calling. A calling creates a sense of alignment with our passions, talents, and larger purpose.

The true significance of a calling comes from its outward focus—it’s about serving something bigger than oneself. Whether advocating for social justice or creating something meaningful, a life of purpose provides unmatched fulfillment.

Examples

• Maxwell’s own calling as a leadership mentor has had a meaningful impact on millions of people worldwide.
• Harold Thurman’s advice to "do what makes you come alive" frames calling as something that serves both self and society.
• Celebrities often champion causes to find deeper purpose beyond their professional achievements.

Takeaways

1. Shift from short-term goals to a daily habit of learning and growth to unlock long-term leadership potential.
2. Actively seek out perspectives and relationships from people whose life experiences differ from yours.
3. Foster meaningful connections by leading with integrity, actively listening, and serving a purpose larger than yourself.