"Leadership Gold" John Maxwell

I have read several of John Maxwell's books but "Leadership Gold is by far the best in my opinion. Chapter 16 "People Quit People, Not Companies" is worth the price of the book. Here is some of the excerpts from that chapter. I will be putting some of this information in my own words.

The number one reason for people leaving companies, Churches, and organization is that they have a problem with someone in leadership. They do not leave because of the organization, most of the time they leave because of the leader. According to a recent study 65 percent of people leaving companies do so because of their managers. Usually the leader will make a good first impression on the employees but over time the leader will be recognized for who they really are, not who they are trying to appear to be. If the boss is a jerk, it is only a matter of time before everyone knows it. These types of leaders experience much overturn in the lifespan of their company.

Here are the reasons according to John Maxwell that people quit.

1. People Quit People Who Devalue Them

* If we don't really respect someone, we can't treat them with respect.
* A leader can't consistently behave in a way that is inconsistent with his beliefs, the truth will be revealed over time.

* When leaders devalue people they then begin to manipulate them. The word sorcery in the N.T refers to manipulating someone to keep them under your control.

* To be a successful leader we must always see the value in people. How you see them determines what you will receive from them.

* As you value those that you lead, their value will increase for your organization, causing the value of your organization to increase. It all starts with seeing the best in people.

2. People Quit People Who Are Trustworthy

* The primary way that people trusts their leader is through consistency of behaviour. In other words your words and actions must line up.

According to the Manchester Consulting survey, the 5 quickest ways for you to lose the trust of your people is:

* Acting inconsistently in what they say or do.
* Seeking personal gain above shared gain.
* Withholding information.
* Lying or telling a half truth. (We say things publicly that don't line up with what the people see).
* Being closed minded. (Not open to suggestions or input, a dictatorship)

The best way to build trust is :

* Maintain integrity (never announce things that are solid).
* Openly communicate their vision and values.
* Show respect for fellow employees as equal partners (not in influence but in opportunity).
* Do the right thing regardless of the personal risk (ouch!)

If you don't want people to quit you, you must be consistent, open, and truthful with them.

3. People Quit People That Are Incompetent

* Your competence level as a leader will determine the competence of your followers. In other words a level 5 leader can never keep a level 7 leader.

* We as leaders must be teachable and constantly growing and developing ourselves as leaders.

4. People Quit People Who Are Insecure

* Insecure leaders strive for power, position, and recognition, and it manifest as fear, suspicion, distrust and jealousy.

* Exceptional Leaders do 2 things, they develop leaders and they work themselves out of a job. Insecure leaders never do that, instead they make themselves indispensable, they don't want to train their people to reach their potential and become more successful than they are. They don't want the people to be able to succeed without their help. And anytime someone they lead rises up too high, they see that person as a threat.

* People want to work for leaders that fire them up, not who put out their fire. They want leaders who lift them up and help them fly, not who clip their wings and keep them down.

If you as a leader are more concerned with maintaining your authority and protecting your position, people will find someone else to lead them.

Here is Maxwell's Recipe For Retention:

1) Take responsibility for your relationship with others. You make it better.

2) When people leave, do an exit interview, and if they say you are the reason take the high road and ask for forgiveness. (This is hard)

3) Put a high value on the people who work for you. If you have to manipulate them to follow, you are not leading. Invest in them and they will return.

4) Put credibility at the top of your leadership list. Be trustworthy.

5) Recognize that your positive emotional health creates a secure environment for people.

6) Maintain a teachable spirit and nurture your passion for personal growth. The day you stop growing, you put a lid on those under you. Organizations that are full of people with untapped potential are led by leaders who stopped growing. The greatest Churches are not lead by the greatest preachers but the greatest leaders (Craig).

Questions:

1. Can people rely on you?

* Is there inconsistency between what you say and do?
* Do you seek personal gain above the shared gain of the team?
* Do you withhold information from your people?
* Do you lie or tell a half truth?
* Are you closed minded?

2. What is your attitude towards your people?

* Are they subordinates that simply need to do what you say. (We have taught people that if they don't agree and they ask questions, they are in rebellion, hogwash!)
* Are they resources to be managed and manipulated?
* Do you tolerate people in order to succeed?
* Are they co laborers who have valuable and necessary role in the team just as you do?

Thanks John Maxwell for writing this book!

Blessings,
Craig