Notes for Developing the Leader Within You by John C. Maxwell
(h) - highlight
(a) - action
(h) Leadership = influence; the ability to get followers (pg 1-2)
(h) Levels of leadership
- Level 1: Positional (title)
- Level 2: Permission (relationship focused)
- Level 3: Production (results oriented)
- Level 4: People Development (empowering others)
- Level 5: Personhood
(h) "A leader is great, not because of his or her power, but because of his/her ability to empower others. Success without a successor is failure." (pg 10)
(a) What level am I currently on?
(h) 80/20 Pareto Principle (pg 19-24)
(a) Am I spending time/investing in the top 20% of people at Life Church?
(a) How can I spend more time on the top 20% priorities and less on the lower 80%? - volunteers, admin staff, stop doing them (pg 25)
(h) Don't "spend" time with people, "invest" time with people
(h) Are you into image-building or integrity-building? (pg 42)
Consistency - are you the same person no matter who you are with?
Choices - Do you make decissions that are best for others when another choice would benefit you?
Credit - Are you quick to recognize others for their effot and contributions to your success?
(a) How have you changed lately? (in the last month, or even year) Be specific. (pg 50)
(h) regarding change, followers will always eight the advantages/disadvantages in light of personal gain/loss, not organization gain/loss (pg 58)
(h) Obstacles are conditions of success. Ex: bird - biggest resistance is air, without it it dies and can't fly; another example: boat and water. Problems give meaning to life. (pg 77-78)
(h) Don't always be the problem solver, teach the people around me to think and decide for themselves. Approaches to solve problems... (pg 95)
(h) story of teachers and students performing to expectations (pg 100)
(h) Our attitudes cannot stop our feelings; but they can keep our feelings from stopping us (pg 100)
(a) What level of people development am I at? (pg 114)
(h) Assumptions About People:
1) Everyone wants to feel worthwhile (pg 116)
2) Everyone needs and responds to encouragement (pg 117)
3) People "but into" the leader before they "buy into" his/her leadership (pg 118)
4) Most people do not kno hwo to be successful (pg 120)
5) Most people are naturally motivated (pg 120)
(h) Successfully Developing People - Six Questions to Ask:
1) Am I buliding people or am I building my dream and using people to do it? (pg 123)
2) Do I care enough to confront people when it will make a difference? (pg 124)
3) Am I listening to people with more than my ears; Am I hearing more than words? (pg 125)
- Am I a good listener test? (pg 125)
4) What are major strengths of this individual?
5) Have I placed a high priority on the job?
6) Have I shown the value the person will receive from this relationship?
(a) Give myself to developing others: (pg 128)
1) List all the people I spent 30 minutes with this week
2) Did I initiate or did they?
3) Did I have an agenda before the meeting?
4) Purpose of the meeting? : relationships, counseling, communication or development
5) Was it a win-win meeting?
6) Was it with top 20 or lower 80%?
(h) "Foresight is the "lead" hte leader has. Once he loses this lead and events start to force his hand, he is leader in name only. He is not leading, he is reacting to immediate events..." (pg 139) by Robert K. Greenleaf
(h) People see what they are prepared to see, not what is. (pg 143)
(h) pg 145-146 - list of people with dissabilities who never should have succeeded
(a) 5 areas that I lack discipline in:
1) spiritual time with family - praying with Noah before bed and praying with Courteny each night
2) consistent sleep schedule
3) daily time with God
4) working out
5) eating healthy
(h) Chinese Proverb "If you are planning for one year, grow rice. If you are planning for twenty years, grow trees. If you are planning for centuries, grow men." (pg. 181)
(h) Seven "Dead Sins" of Leading People
1) Trying to be liked rather than respected.
2) Not asking team members for advice and help
3) Thwarting personal talent by emphasizing rules rather than skills
4) Not keeping criticism constructive
5) Not developing a sense of responsibility in team members
6) Treating everyone the same way
7) Failing ot keep people informed
(h) When you cannot afford to hire the best, hir the young who are going to be the best. Then:
Believe in them-that will encourage risk.
Show them-that will build respect.
Love them-that will strengthen relationships.
Know them-that will personalize development.
Teach them-that will enhance growth.
Trust htem-that will develop loyalty.
Expand them-that will provide challenges.
Lift them-that will insure results. (pg 190)
(h) Play to win... not just to survive (pg 190-191)