The JSP Journal

“See what a person is doing every day, day after day, and you’ll know who that person is and what he or she is becoming.” – John C. Maxwell

The foundation of all people development is the lifelong habit of developing ourselves. The better we understand ourselves, the better we know people. In leadership, as in life, experience is the best teacher.

We cannot lead people down roads we have never walked; education can be obtained through reading books, and reading people can only be achieved through experience.

You would think understanding that personal development precedes people development is a given. Yet, I found it isn’t always so; even among some gifted leaders, I have discovered deficiencies in self-awareness.

The Law of Awareness states, “You must know yourself to grow yourself.”

Understanding the value we’re carrying is foundational to growth. Recognizing that value and its potential always begins within.

Unless I have already begun the journey of personal development, I have neither the action steps nor the experience to draw from to lead anyone to the next level.

Recognize Emerging Leaders 

Notice the people who take the initiative to assist coworkers without being prompted. That first sign of leadership potential is always found among team players, exhibiting self-management, creative thinking, good instincts, and decision-making.

Give Your Protégé Room to Fail

Allow them to implement their good ideas; you can highlight them by sharing the spotlight with them. You’ll find that the rewards far outweigh the risks. In the end, you’ll be developing a culture of lifelong learning, always a motivating environment to work in.

What goes into the making of a good Mentoring Leader?

Like everyone else, mentoring leaders differ in gifting, talent, and experience. If you’re a mentoring leader, ongoing personal development is necessary.

When it comes to the mentoring leader, John C. Maxwell observes that “the most rewarding part of leadership development is mentoring others.

“Unfortunately, there is a severe shortage of mentors today.” In 2021, “Olivet Nazarene University surveyed 3,000 professionals and found that 76% believed mentorship was important, but only 37% were involved in a mentor-mentee relationship.”

John C. Maxwell traces the mentor deficit to a few sources:

• Insecurity
• Ego
• Inability to discern people’s “success seeds”
• Wrong concept of success
• Lack of training

1. The Toughest Person to Lead is Always Yourself

As a mentor, you should remind your students to always conduct an assessment on themselves first before making decisions on how to confront others.

2. Don’t Manage Your Time Manage Yourself

Most of us manage ourselves poorly, so this is a vital lesson for both mentor and mentee to learn.

3. The Choices Make, Make You

Leaders have an especially difficult job because they not only make decisions for themselves, but they also make decisions for others. Mentors will enjoy teaching this lesson to mentees because it sheds a light on the importance of the relationship they are nurturing.

4. Few Leaders Are Successful Unless A Lot of People Want Them to Be

Spend some time reflecting on each person’s contribution. Identify specifically what they do for you and how it helps. Then, communicate that to them, both verbally and in writing. And reward them in some way, too.

5. You Only Get Answers to the Questions You Ask

Take this opportunity to address the issue of teachability with the people you’re mentoring. How often are they asking questions? How open are they to taking advice—not only from you but from their peers and the people who work for them? (1)

In Closing, Competent leaders recognize and utilize the untapped potential around them to accomplish great things. If you take responsibility for developing your people, your effectiveness multiplies.

End Notes

(1) 5 Mentoring Lessons John Maxwell Uses to Build Every Mentor Relationship https://bit.ly/48Olbf5