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Level 2 leading is about working to win people’s permission through relationships. How do you do that? There are five areas of discussion in answering this question.

Connect With Yourself Before Trying To Connect With Others

One of the first steps to connecting with others and building relationships is liking yourself. The first person we examine is ourselves – It is that person that is reflected back to us from the mirror. Relationship building starts within first. How aware are you regarding your tendencies and actions; strengths and weaknesses. How aware are you regarding your self-Image? Are you comfortable with how you look, where you are going, what you have achieved? Thomas Jefferson stated once; “In matters of conscience stand like a rock. In matters of fashion, go with the flow!”

Do you realize that the first person to cause a problem is yourself. How aware are you regarding self-honesty? It is very hard to be self-deluded and successful at the same time.

Develop A People Oriented Leadership Style

Permissional leaders don’t rely on rules to lead people. They do not depend on systems. They never attempt to rule with a stick. Instead they use a personal touch whenever they deal with people. They listen, learn, and then lead. They develop relationships! They have more than an open door policy. They realize that the door opens both ways – they go through it and get among the people to connect on a personal level. Herb Kelleher once stated, “Leading an organization is as much about soul as it is about systems. Effective leadership finds its source in understanding.” If you are going to be effective as a Level 2 leader, you must think less about systems and more in term’s of people’s emotions. You must think more in terms of human capacity and less about regulations

Practice The Golden Rule

One of the criticisms of permissional leadership is that it can become manipulative. Yes I will admit that at times people have manipulated others for personal gain – that is always wrong! There is a fine line between manipulation and motivation. The simplicity of the Golden Rule; “Treat others as you want to be treated,” is universally accepted and understood. It establishes a relationship standard that is easy to understand and follow. Practicing the Golden Rule enables everyone to feel respected.

Become The Chief Encourager of Your Team

Truett Cathy, founder of Chick-fil-A stated once; “Do you know how I identify someone who needs encouragement? If the person is breathing they need a pat on the back.” Mother Teresa stated, “Kind words can be short and easy to speak, but their echoes are endless.”

Strike A Balance Between Care and Candor

Some people think that success on the Permission level of leadership means treating people on their team like family. Others feel they should give people permission to do whatever they want to do. These two extremes are BIG MISTAKES!

Every person will make mistakes. Every person needs to improve and every person needs someone to come along side of them to help them accomplish their goals. Care without candor creates dysfunctional relationships. Candor without care creates distant relationships!

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Making the shift from Position to Permission is one of the first real steps of transformation into leadership. People who rely on their positions to move people rarely develop influence with those they are leading.

When a leader learns to function on the Permission level, everything changes. People do more than merely comply with orders – they actually start to follow them. They do so because they want to. WHY? Because of the leaders influence. People will go along with people they get along with.

In Jeffrey Gitmore’s book, The Sales Bible gives us an analogy that describes the importance of relationships

Relationship is more powerful than price

Relationship is more powerful than delivery

Relationship is more powerful than quality

Relationship is more powerful than service

Consider these five upsides to Permission level of leading

Leadership Permission Makes The Work More Enjoyable

Level 2 leading focuses upon from me to we – not the other way around. Permissional leaders like people and want to help them. They desire for others to succeed.

Leadership Permission Increases The Energy Level

What happens when you spend great amounts of time with people you don’t like? The energy level drops! Good relationships on the other hand, increases energy by giving people’s interaction a positive tone. Taking the time to get to know people pays off in greater energy, because desire to go above and beyond.

Leadership Permission Opens Up Channels of Communication

On Level 2, top-down leadership is replaced with side-to-side relationships. Jack Welch former CEO of General Electric describes the ideal leader this way; …somebody who can develop a decision of what they want their business unit, their activity to do and be. Somebody who is able to articulate to the entire unit what the business is and gain through listening and talking, and sharing in discussion an acceptance of the vision.

Said another way, Level 2 leadership listens and operates from a different comprehension position of people’s needs. Consider:

• EARS – I hear what you say
• EYES – I see what you are saying
• HEART – I feel what you are saying
• UNDIVIDED ATTENTION – I value who you are and what you say

Only when we do these things do we ever build positive relationship and persuade people to follow us.

Leadership Permission Focuses On The Value of Each Person

You can care for people without leading them. But you cannot truly lead people without genuine care! In the non-profit context most of the people that enter your doors feel undervalued, insecure, and lost – it is your job to change that.

There is a common thread that runs through business government, education and religion – People need to be valued and respected!

Leadership Permission Nurtures Trust

People who move from Level 1 leadership to Level 2 stop trying to impress others to maintain their position and start developing trust to maintain their relationships.

Trust is the foundation of Permission. If you have integrity with people you develop trust. The more trust that you develop the stronger the relationship becomes. The better the relationship, the greater the potential for the leader to gain permission to lead. It is a building process that takes time, energy and intentionality.

Retired Admiral James Stockdale said, “When the crunch comes, people cling to those who they know and trust – those who are not detached, but involved.”

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If you have been leading on Level 1 and relying on your position or title to keep things going, are you destined to stay there forever? Absolutely not! All leaders can learn to lead differently and move through the various levels of leadership. The million dollar question is “How do you make the most of your leadership position while shifting from positional to permissional leadership? Here are three insights that I want to explore with you

Stop Relying on Position to Push People

So that I am not misunderstood, there is nothing wrong with having a leadership position. It is the beginning place for all leaders. The gross error is in having a “Positional mind-set.” To become effective as a Level 1 leader you have to push away from title and start leaning into toward people.

The action steps in pushing toward people involves leading before you are the leader. This action involves good questions that does not tell people what to do, but rather asks more personable questions such as…

• How can I help you?
• What are some of the challenges that you are facing in your position?
• How can we collaborate together for an effective solution to this problem?
• I am interested in how you do this, can you teach me?

Positional leaders push people, thinking this method is effective leading. Nobody likes to be pushed around. The responses from a positional only leader are usually poor. Consider the following concepts of a positional mind-set:

• Top-down: “I’m over you”
• Separation: “Don’t let people get close to you”
• Image: “Fake it till you make it”
• Strength: Never let ‘em see you sweat”
• Selfishness: You are here to help me”
• Power: “I determine your future”
• Intimidation: “Do this or else”
• Rules: “The manual says…”

Now contrast how high-level leaders think differently. Pay close attention to the difference in sound.

• SIDE by SIDE: “Let’s work together”
• INITIATION: “I’ll come to you”
• INCLUSION: “What do you think?”
• COOPERATION: “Together we can win”
• SERVANTHOOD: “I’m here to help you”
• DEVELOPMENT: “I want to add value to you”
• ENCOURAGEMENT: “I believe that you can do this”
• INNOVATION: “Let’s think outside the box”

Trade Entitlement for Movement

Political Philosopher Niccolo Machiavelli stated, “It is no the titles that honor men, but men that honor titles.” He understood the nature of leadership and the true weakness of titles. If you want to make the most of your position at Level 1 and to honor whatever titles you possess, then do not rely upon them to lead others. Do not exercise your rights. Do not become possessive about your perks. Above all – never believe that you deserve the position.

Leave Your Position and Move Toward Your People

People who rely on position mistakenly believe that it is the responsibility of the people to come to them for what they need. Good leaders understand that it is the responsibility to move toward the people – Leaders are initiators!

Greek philosopher Socrates stated; “Let him who would move the world, first move himself. ”You need to get off of your throne in the high places and come down to where the people dwell. In order to do anything meaningful in life you will need to leave your comfort zone. When you accept the challenge to stretch yourself and grow into new ways – your comfort zone enlarges.

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True Leadership Isn’t About Position!

The easiest way to define leadership is by position. Once you have the title people will recognize and identify with it. However, positions can be misleading. Positions always promise more than they can deliver.

It is a known fact of life and leading that you can be the chairperson and hold the gavel, but in fact another member of that Board or Committee may in fact be the leader – they hold the influence! You can have title, but that alone does not make you the leader!

Let’s consider eight significant downsides to Level 1 leading with Title only.

Having a Leadership Position Is Often Misleading – This is true because title tends to define leadership as a NOUN instead of a VERB. It becomes who I am and not what I am doing. Leadership is action – not position!

Leaders Who Rely on Position to Lead Often Devalue People – When this is true, a title leader attempts to hold on to their position often times above everything they else they do. Their position becomes more important than the work they do, the value they add to their subordinates, or their contribution to the organization.

Positional Leaders Feed on Politics – When positional leader value position over the ability to influence others in a positive manner, the environment tends to become very political.

Positional Leaders Place Rights Over Responsibilities – Inevitably, positional leaders who rely on their rights develop a sense of entitlement. They expect their people them, rather than looking for ways to serve others.

Positional Leadership Is Often Lonely – The phrase “It’s lonely at the top” must have been uttered by a positional leader or someone with a personality disorder. Positional leaders are often lonely if they misunderstand the functions and purpose of leadership. If you have others alongside you, it is hard to be lonely.

Leaders Who Remain Positional Get Branded & Stranded – Leadership is about INFLUENCE! You give time, influence, modeling, resources, and opportunity. Here is an observation: When you give little assistance to potential leaders, they still succeed because they are talented. If you give all that you have to mediocre leaders they still do not succeed because they lack the ability to establish themselves as a good leader.

Turn Over Is high In Positional Leaders – High turnover is always the result when you rely on position. People quit people, not organizations. Good leaders leave when they have to follow bad leaders.

Positional Leaders Receive People’s Least, Not Their Best – Can you name one organization that gets the least from its people and is the best at what they do? Can you name one coach who gets the least from the team and wins championships? Can you name one married couple who gives their least and has a long-term relationship?

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People follow you because have to!

A leader position is usually given to people because they have leadership potential.

Most of the time when people enter a leadership position they do so because someone has granted authority to do so. The best leaders promote people into leadership based upon leadership potential and nothing else.

A leadership position means authority is recognized.

Some sort of power and authority come with leadership. At this early stage authority is limited and that is OK. Potential leaders need to prove themselves with a little before much is given. In 1954 in the Infantryman’s Journal there is a great quote: “No man is a leader until his appointment is ratified in the minds ad hearts of his men.”

A leadership position is an invitation to grow as a leader.

There should always be a relationship between receiving a leadership position and fulfilling the requirements demanded by it. Often when asked what is the one thing you would change in this company, most people respond by suggesting – policies, pricing, procedures, process, and people. Rarely will anyone suggest they are what should change to improve this company. Good leaders are always good learners. If you are a leader, you should accept this an invitation to grow. If you commit to becoming a life learner you will greatly increase your influence and you potential.

A leadership position allows potential leaders to shape and define their leadership.

Once you have accepted a leadership potential you get to decide what kind of leader you want to become. Understand that leadership is much less about what you do and more about who your are – Fransis Hesselbein.

Who am I?

Good leadership begins with leaders taking the time to know who they are. In the book, It’s Your Ship, the author Captain Mike Abrashoff states that hard experiences teach you that real leadership is about understanding yourself first then using that to create a superb organization. Successful leaders work hard to know themselves.

Knowing yourself is not an easy or short process. Some of it is not particularly fun. But it is necessary if you want to become a better leader. Self knowledge is foundational to effective leading.

What are my values?

Your values are the soul of your leadership, and they drive your behavior! With so many devastating illustrations in banking and politics you have come to see that a bad value system affects more people than yourself.

What leadership practices do I want to put in place?

Herb Keller former CEO of Southwest Airlines talks about his early leadership lessons. He stated that he learned the greatest lessons when he was a trail lawyer. He observed two of the best attorney’s in San Antonio. Both were polar opposites in terms of style, One was quiet and the other was a hell raiser in the court room. He learned that people with different personalities, different approaches, different values can succeed not because one set of values or practices are superior, but because their values and practices are genuine.

To be an effective leader you must not only know yourself and define your values. You must also live them out.

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Insights Into The 5 Levels of Leadership

You Can Move Up A Level But You Never Leave The Previous One Behind

You Are Not On The Same Level With Every Person

The Higher You Go, The Easier It Is To Lead

The Higher you, The More Time and Commitment Is Required To Win A Level

Moving Up Levels Occurs Slowly, But Going Down Can Happen Quickly

The Higher You Go, The Greater the Return

Moving Farther Up Always Requires Further Growth

Not Climbing The Levels Limits You and Your People

When You Change Positions or Organizations, You Seldom Stay at The Same Level

You Cannot Climb The Levels Alone

Good leaders do not lead everyone the same. Every person is different and you are not on the same level of leadership with everyone in the same way. Effective leaders leaders interact with followers based on:

• Where they are with that specific follower
• Where the follower perceives the leader to be
• Where the followers are in their own leadership development

I believe that every person has the ability to improve in leadership!!

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You Can Have A Leadership Plan For LIFE!

It is well known that everything rises and falls on leadership. Because this is true, I personally have been on a learning journey that has taken me through 35+ years of leading nonprofits, strategic committees, teaching in foreign countries, 14 years of formal education, and a commitment to be a life learner.

To discuss the 5 Levels of Leadership is to start by defining leadership as a VERB and not a NOUN! Leadership is a process and not a position. There was a day in which the words leadership and management were used interchangeably. Today I believe that most people understand there is a huge difference between these two topics.

Management at its best presumes keeping things the way they have always been. Leadership on the other hand deals with people and their changing dynamics of which by the way, are continually changing! They are never static.

The ultimate challenge of leadership is to create change and facilitate growth. This requires movement of which is inherent in moving from one level of leadership to the next.

In this series we will look at 5 levels of leadership and the various sub-sets under each of these levels. I totally get the notion that leadership can be overwhelming and confusing. WHERE DO YOU START? Just thinking about the process, how to gain influence, how to develop a productive team, and how to develop followers into leaders can be overwhelming. By breaking down the subject of leadership into 5 levels, we will attempt to make these subjects and many others understandable.

The 5 Levels of Leadership can provide a game plan on how to think and act our way into a stronger position of leadership. Please understand that good leadership is not about advancing yourself, it is about advancing the team.

Here is a list of the 5 Levels of Leadership with a quick synopsis.

1. Position – Position is the lowest level of leadership – the entry level. The only influence you have at this level is title. People follow you because they have to.

2. Permission – This level is based solely upon relationships. You can like people without leading them, but you cannot lead people well without liking them.

3. Production – This level is based upon results. This is the level that momentum kicks in. Joe Namath once stated, “When you are winning, nothing hurts.”

4. People Development – Leaders become great, not because of their power, but because of their ability to empower others. Production may win games, but People Development wins championships. It is at this level that teamwork goes to a high level. Secondly performance increases.

5. Pinnacle – This is the highest level of leadership. Level 5 leadership requires the highest level of skill, talent and intentionality. Because of this only the naturally gifted leaders ever make it to this level. Leaders at this level often transcend their position, their organization and sometimes their industry.

Do not lose sight of the idea that we are discussing a GAME PLAN FOR LIFE! This is not a quick fix. This is about learning the difference between “Strategic Action” Vs. “Strategic Thinking.” One is about acting with the market principles and strategies with out asking “Is this the right thing to do in the first place.”

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Investing In The Team Compounds Over Time

Here is one of the greatest team builders in all sports, yet, you have probably never heard of him. Here is a list of his accomplishments:

• 40 consecutive basketball seasons with at least 20 wins
• 5 national championships
• Number one ranking in his region 33 years in a row
• Lifetime Winning percentage of .870

His name is Morgan Wootten. He is a High School Basketball Coach! Coach John Wooden of UCLA fame stated; “People who say that Morgan Wootten is the best High School coach on the country, I disagree. I know of no finer coach at any level…I’ve said it elsewhere and I will say it here, I stand in awe of him”

Here are 10 insights on how to achieve compound impact for your team.

1. Make the decision to build the team…This starts the investment in the team. Deciding that people on the team are worth developing is the first step in building a better team.

2. Gather the best possible…This elevates the potential of the team. The better the people on your team, the greater your potential will be.

3. Pay the price to develop the team…This ensures the growth of the team. It will cost you to build the team. You will have to dedicate time that could be used for personal productivity. You will have to spend money that could be used for personal benefit. Sometimes you will have to set aside your personal agenda. But developing the team is worth the investment.

4. Do things together as a team…This provides community for the team. The only way to develop community is to get them together, not just professionally, but personally. Share common experiences.

5. Empower team members with responsibility and authority…This raises up leaders for the team. The greatest growth for people often occurs as a result of the trail and error of personal experience. If you currently are a leader of a team, don’t protect your position or hoard your power. GIVE IT AWAY! That is the only way to empower your team!

6. Give credit for the success of the team…This lifts the morale of the team. Mark Twain states, “I can live for two months on one good compliment.” Napoleon Bonaparte stated, A soldier will fight long and hard of a bit of color ribbon.” If you are the leader, take the blame and never the credit!”

7. Watch to see the investment in the team is paying off…This brings accountability to the team. If you put sweat equity into the team, you expect a return on the investment. Maybe not right away, but certainly over time. Some people develop quickly and some slowly and that is okay. The main outcome you want is to see progress.

8. Stop your investment in players who do not grow…This eliminates greater losses for the team. One of the most difficult experiences for any team is to leave a teammate behind. Yet this is what you must do if someone on your team refuses to grow or change.

9. Create new opportunities for the team…This allows the team to stretch. When a team has the opportunity to take new ground and face new challenges, it has to stretch to meet them. This gives the team a chance to grow. Everyone should have the opportunity to reach their fullest potential.

10. Give the team the best possible chance to succeed…This guarantees the team a higher return. Where there is a will there is a way and where there is a team there is more than one way.

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When You Are Winning Nothing Hurts!

The Law of High Morale may ring a bell with you because the phrasing of the law was inspired by the words of Joe Namath who led the New York Jets to a Super Bowl victory in 1969. He understood that the exhilaration of winning could be so strong that is sustains you through the discipline, pain and sacrifice to perform at the highest level.

Its ironic but if you play hurt, you can put the team in a place to win. And if you win nothing hurts! George Allen, Coach of the Washington Redskins in the 1970’s states, “Every time you win you are reborn; when you lose, you die a little.”

High Morale is the Great Exaggerator

When an entire team is positive and all of the players feel good about themselves, everything seems good. Preparation seems smooth, Every break goes your way, small victories seem sweet, big victories almost make you feel invincible. Even the bench players play beyond their skill. Some people call it a winning streak. People want to be around winners and people will pay top dollar to access the inside story of winners. Are teams really that good. Are they really a rags to riches success overnight? Probably not! High Morale is the great exaggerator.

High Morale is the Great Elevator

When a team has high morale, the performance of the team goes to a whole new level. The team focuses upon its potential and not its problems. Team members are extremely committed. Everyone finds it easy to be unselfish. When teams are loosing the opposite is true. People begin to take care of themselves – I have to get my – you get yours mindset settles in on loosing teams.

High Morale is a Great Energizer

High morale gives any team energy. No mountain seems too high. No project seems too difficult. No race seems too long. Their enthusiasm builds along with their energy.

High Morale is the Great Eliminator

Teams with high morale keep pressing through huge obstacles or even setbacks. Problems seem to disappear no matter how big they are.

High Morale is the Great Emancipator

Winning teams are FREE! Winning creates some breathing room. They will use that breathing room to tackle new challenges and take some risks or new ideas. A winning team will ask questions of itself that they would not otherwise ask. The end result is higher potential.

Consider The Four Stages of Morale

Stage 1: Poor Morale – The Leader Must Do Everything

Nothing is more unpleasant than being on a team where nobody wants to be there. The team vibe is negative, hopeless, and generally is a real downer of energy.

Stage 2: Low Morale – The Leader Must Do Productive Things

In the beginning any movement is a victory. However at some point you must pick up speed. Think about it – You cannot steer a parked car!

Stage 3: Moderate Morale – The Leader Must Do Difficult Things

In order to get a team moving and moving in the right direction, a leader must focus on the difficult things that will move the team to a higher morale.

Stage 4: High Morale – The Leader Must Do The Little Things

If you want to reap the rewards of the Law of High Morale, you can’t wait until your morale is high to begin performing. You need to act your way into feeling, not feel your way into acting. Begin by performing at a level of excellence appropriate for someone who is experiencing a winning season. Your dedication will help your performance and inspire the team.

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INTERACTION FUELS ACTION!

When Gordon Bethune took over Continental Airlines back in the 1990’s the company was a mess with its stock price at $3.25/share. They had gone through 10 leaders in 10 years. The airline arrival and departure was quite unpredictable. In his book From Worst to First CEO Bethune began a process of changing the culture of the company by opening up communication. His communication policy was simple: “Unless it is dangerous or illegal for us to share, we share it!” In 1995 the company lost $204 million. In 1995 it gained $202 million.

Communication is not the only reason for the turn-around. However there is no denying that without good communication they would have continued their death spiral.

Effective teams have teammates who are constantly talking to each other!

FROM LEADER TO TEAMMATES

John Gardner observed; “If I had to name a single all purpose instrument od leadership, it would be communication.” If everything rises and falls on Leadership then it must be said that everything rises and falls on communication.

Here are some guidelines for communication:

BE CONSISTENT – Nothing frustrates people more than leaders who cannot make up their mind.
BE CLEAR – Your team members cannot execute if they do not know what you want. Do not try to dazzle people with your intelligence, impress them with your straightforwardness.
BE COURTEOUS – Everyone deserves to be shown respect, no matter there position or kind of history you might have with them. Being courteous to people sets the tone for your organization!

FROM TEAMMATES TO LEADERS

Good team leaders never want yes-men! They want direct honest communication from their team members. Encourage open, direct, and honest communication with people. If you develop strong relationships you can disagree and still remain effective.

Respect is an important quality of communication. Team leadership is not easy – it is HARD! Show loyalty to those who have assumed the position of leader.

AMONG TEAMMATES

Author Charlie Brower stated, “Few people are successful unless a lot of other people want them to be.” If a team is to be successful, all members must communicate for the common good. That means the following qualities;

BEING SUPPORTIVE – Magic Johnson stated “Ask not what your teammates can do for you, ask what you can do for your teammates. Communication that focuses upon giving versus taking moves the team to a new level
STAYING CURRENT – You cannot solve tomorrows problems with today’s insight!
BEING VULNERABLE – “If we are to use the word community meaningfully we must restrict it to a group of individuals who have learned how to communicate honestly with each other, whose relationships go deeper than their masks of composure.” M. Scott Peck, The Different Drum
BETWEEN THE TEAM AND THE PUBLIC – Internal communication is not the only communication that is important. We have communication outside of the team. In order for this type of communication to succeed remember the three R’s: receptive, responsive, and realistic. Working together means that we win together!

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