Empowering Others

Empowering
POPCORNED BY DEY DOS
OTHERS

Supporting individuals
grow extends your
influence and impact
ENABLE LEADERSHIP
NOT FOLLOWERSHIP
MOVING FORWARD FROM PRODUCER TO DEVELOPER

How can I bring to
the surface the best
of each person in my
team?

A DIFFICULT SHIFT FOR
HIGHLY PRODUCTIVE
PEOPLE!
20% Personal Productivity
80% Developing and
Leading Others

“I am able to communicate
ideas clearly, engage in
meaningful conversations with
others, and co-create spaces of
collaboration that empower
people to take action.”
COMMUNICATES EFFECTIVELY IN DIVERSE
ENVIRONMENTS
DEVELOPS & EMPOWERS OTHER PEOPLE
ENGAGES WITH OTHERS TO ACHIEVE A
BIGGER PURPOSE

The Upside of
Leadership Development!
THE CAPACITY OF THE
ORGANIZATION JUST GOT
GREATER

SETS YOU APART FROM MOST LEADERS
EMPOWERING OTHERS
“Anybody can replicate systems and
procedures. But nobody can replicate
the dedication, teamwork and skills of
an organization’s members.”
ROBERTREICH
FOCUS YOUR ATTENTION
IN DEVELOPING PEOPLE
1

2 ASSURES SUSTAINABLE GROWTH
EMPOWERING OTHERS
“Organizations don’t grow much without
delegation and work done by its members,
because otherwise they are confined to the
capacities of the leader that reflect both
personal weaknesses and strengths.”
STEPHENCOVEY
GROW YOUR ORGANIZATION
BY GROWING YOUR PEOPLE

LEADS TO MORE LEADERSHIP3 EMPOWERING OTHERS
“When new leaders are developed,
they become better at what they do
and they help everyone who works
with them to do the same.”
JOHNMAXWELL
IS NOT ABOUT TEACHING,
IT’S ABOUT TRANSFORMING

ENABLES LEADER’S LARGER IMPACT4 EMPOWERING OTHERS
“Real leadership is not seeking the
applause from followers; real
leadership is applauding the followers
who become leaders.”
ONYIANYADO
IT DOESN’T TAKE POWER,
IT GIVES YOU TIME!

PROVIDES GREAT FULFILLMENT5 EMPOWERING OTHERS
“When you come to look back on all that
you have done in life, you will get more
satisfaction from the pleasures you have
brought into other people’s lives than you
will from the times that you outdid and
defeated them.”
HAROLDKUSHNER
IS NOT ABOUT WINNING
BUT GROWING & SHARING

1.  Self-centeredness can cause leaders to
neglect empowerment of others
2.  Insecurity can make leaders feel threatened
by empowered people
3.  Shortsightedness can keep leaders from
seeing the need to empower others
4.  Lack of commitment can keep leaders from
doing the hard work of empowering others
BE AWARE!

LET’S EXPLORE
THE DOWNSIDE OF
EMPOWERING
OTHERS

1.  Do your members share their ideas and
thoughts freely?
2.  Are the best ideas coming from others?
3.  If you often contribute ideas, does the
discussion quickly move from your idea
to the best idea – and you are happy
about it?
EGO ON THE WAY
WHEN YOU MEET WITH YOUR MEMBERS/TEAM

EGO ON THE WAY
WHEN YOUR MEMBERS/TEAM PERFORM
1.  When your team succeeds, do the
members get the majority of the credit?
2.  Is there a shared sense of pride in the
work that’s being done?
3.  When things go wrong, do you personally
accept the greatest share of
responsibility for what has happened?

CONTROL FREAK
WHEN INSECURITY TAKES OVER
Insecure members try to avoid mistakes by
doing as little as possible.
Insecure leaders deal with it
by relying on control
(micromanaging)

CONTROL FREAK
Since you can’t prevent mistakes, why not
adopt an attitude in which you and your
members learn from them?
And stop putting people in a
box when they make
mistakes!

TRUST ISSUES
The only way to earn someone else’s trust is
by trusting them, first!
What’s the worst that can
happen if you start fully
trusting your members?
And the best?

TRUST ISSUES
Is it easier just to do it yourself?
That’s a sign of
shortsightedness!

MY OWN ISSUES
HOW AM I DOING HERE?
Ego on the way
Control freak
Trust issues

HOW TO EMPOWER OTHERS
IT TAKES A LEADER TO KNOW A LEADER
Recruiting and Positioning
IT TAKES A LEADER TO SHOW A LEADER
Modeling and Equipping
IT TAKES A LEADER TO GROW A LEADER
Developing and Measuring

RECRUTING & POSITIONING
Find the best people possible: people with
a growth mindset that exhibit talent
and that are a good fit for the team you
want to create.
Mediocre candidates will
become, in the best of the
cases, average leaders.

If you want a future tree climber, find a
squirrel.
If you want a future leader,
find someone with the traits of
a good leader.

Look for the four C’s
Chemistry
Character
Capacity
Contribution

The people who usually take up most of a
leader’s time are the troublemakers, the
complainers, and those with big luggage.
Recruit people that don’t need
attention, but would most
profit from it.

This is not being mean.
This is being
practical!

Placing the right people
in the right position.
Have a good picture of each
person strengths and
weaknesses and place them
accordingly.

Don’t take a counseling approach!
Focus on working with their strengths.
It’s there where they have more
possibilities to grow.

Put your best people where you
bigger opportunities are,
not where your bigger
problems are!

MODELING & EQUIPPING
Show others how to lead.
As a leader you’ll
reproduce what
you are!

Modeling with Integrity:
Growth
Measurement
Servanthood
Soul
Success
Purpose
Passion
Fuel
Excellence
Standard
Authenticity
Foundation

Support others to
do their job well.I DO IT
I DO IT AND YOU ARE
WITH ME
YOU DO IT AND I AM
WITH YOU
YOU DO IT
YOU DO IT AND
SOMEONE IS WITH YOU
Competence
Demonstration
Coaching
Empowerment
Reproduction

DEVELOPING & MEASURING
There are 3 key elements that drive
leadership development in others:
1.  Assessment
2.  Challenge
3.  Support

The idea is to strengthen the person, not to
exploit or gain power over.
Let’s explore it with an example: Pick a person
you are currently leading and looking forward to
develop into a leader…
1. ASSESSMENT

1.  Where does this person seem to be failing?
2.  Where are this person’s blind spots?
3.  What does my intuition tell me is “off” in this
person’s thinking?
4.  Why is this person not transforming his/her
potential into performance?
5.  Who might be leading this person in the
wrong direction?

6.  When does this person do well and excel?
7.  When does this person stumble?
8.  What telltale clues can I find that give me
insight into where this person needs help?
9.  Where is this person’s sweet spot?
WHAT ARE YOUR INSIGHTS
FROM THIS EXERCISE?

The idea is to challenge them where they need
improvement to better manifest and further
develop their strengths.
2. CHALLENGE

1.  Which books or other resources can you
recommend this person? How can you find
proper recommendations for this person?
2.  How can you increase the level of challenge
for this person to further develop strengths?
3.  What practices can you recommend to
enhance character?
4.  How can you move from supervisory
meetings to mentoring conversations?

The idea is to support people to navigate
through life difficulties, and not only thorugh
leadership difficulties.
3. SUPPORT

1.  Do you care about this person as a person?
What is he/she going through? (It’s difficult
for people to make the most out of their
leadership experience if the rest of their lives
is a wreck!)
2.  Do you know this person’s story?
3.  How can you support this person use his/her
leadership experience as a tool for self-
expression?

Evaluate to Maximize
Productivity of Efforts
(Yours and Theirs)
Games are won according to what the
coach’s players have learned, not
based on what the coach knows!

HOWTOMEASURETHEN?!
Report. I’ll decide what to do.
Let me know what you intend to do, but don’t do it
unless I say yes.
Report alternatives with pros and cons and your
recommendation.
LOOK INTO IT
LOOK INTO IT
LOOK INTO IT
LOOK INTO IT
TAKE ACTION
TAKE ACTION
Let me know what you did.
Let me know what you intend to do and do it unless
I say no.
No further contact required.
This is how you measure leadership development!

If you help others get
what they want,
they will help you
get what you want.
ZIGZIGLAR

/Page.DeyDos
@Dey_Dos
DeyDos
DEYDOS

Empowering Others

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