Experience has taught me that one of the most important factors for a leader’s success is the ability to help others excel. No matter how capable a leader is, he or she cannot do without his or her employees, and will have to invest in them in order to get the most out of them. Often, the time that leaders spend on facing challenges themselves and that spent on facilitating others in facing theirs is out of balance. This seems to be due to the leader’s confidence in themselves, versus their lack of it in others. The thing that stands in the way of that confidence is a lack of insight into people, their qualities, their motivations and their ambitions.
Another suitable quote would be: ‘Leaders, know your people.’ That is why I try to encourage leaders to really get to know their employees, so that they can in turn stimulate them in the right way at the right moment for the right reasons, and to identify limiting factors for development. A useful tool for that is the development pipeline. Those who give a good example in this can help others to excel, dare to delegate, know how to motivate, inspire and engage, arrange for their succession and create the conditions to lift themselves and others to a higher level. And that’s what it’s all about in the end.