Don't Give Away Leadership Too Early

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One of the best pieces of advice I ever received was, “Don’t give away leadership too early.” Now I have to admit this was initially a hard truth for me to accept. I mean, shouldn't we strive to see the best in people? Isn't unleashing the potential of others a central part of leading? 

I believe both of these things are true of those called to lead, but I am learning that choosing to see what could be while ignoring what is, is foolishness. As it turns out, my mentors were right. All of them. Trusting people with too much too early can be a detrimental mistake. 

When it comes down to it, people are not as they could be, or even as they should be, they are as they are. And many who talk a big game and know the lingo, are just not ready or fit to lead. They may have read the books, streamed the podcasts, attended the conferences, and bought the outfit, but they aren’t smoking what they’re selling.

These kinds of “leaders” are a dime a dozen, characterized by big dreams but little discipline, big vision but little character. I know this because for a long time, that was me. And like most, I was oblivious to it. Fortunately, however, I served under men and women who protected me from being entrusted with too much power before I really hurt people. They showed me how to find joy and contentment in even the most menial tasks. They taught me how to serve so that if and when the day came, I’d be ready to lead.

If someone in your organization wants to lead, give them a mop. If they scrub that floor with commitment and excellence, they are fit to be given more responsibility. However, if they stop putting their best foot forward or cop an attitude because they feel the responsibility they have been given is beneath them, they are unfit for the next step.

Let them learn how to serve first. Let them prove themselves to be a man or woman of character. Let their sense of entitlement stare them square in the face. Let them earn the right to be heard. And if they resist or insist on short cutting the process because they think they are above it, let them leave.

I’ll tell you, this tough to do in a new start when losing just a few people or a couple investors is felt by everyone involved. In those days, it can sometimes feel like the slightest change of breeze might stall all momentum. But hear me on this: it is worth it. Let those people walk out the door.

The bottom line is that for better or worse, people are contagious. Good people, passionate people, people of character and conviction, affect everyone around them. But some people are downright toxic and they, too, are contagious...like a disease. So take your time.

It doesn’t matter if it is a church, a business, a nonprofit or a book club, if the culture is still in the initial formation process, it is absolutely crucial that you have the right people shaping it. The culture of a startup is like wet cement; you have a limited amount of time to shape it before it becomes set in place. After that point, changing it involves pain, a jackhammer and a big mess.

Be intentional and careful while it is still wet. 

Comments

[Erik M.]

this is a very insightful blog post Aaron. I really enjoyed it. i always respect the leaders who are down in the trenches instead of watching from the hill.

[Tyler C.]

Humbling, honest, love it. Great thoughts...I see myself in so many parts of your writing. Breaking up the cement is definitely a painful, difficult process that I've only begun to witness first hand. I wonder if we should use magic cement that solidifies to the point of being sturdy but is also pliable enough to be constantly re-shaped and molded with our ever changing culture. I don't know if our cement should ever completely solidify...as messy and complicated as that is. :o)

[David B.]

‎"I know this because for a long time that was me." - dito

[Aaron Loy]

Thank you for the encouraging words guys.

Tyler, I don't know where to get that magic cement you speak of, but I agree with you that we need to be continually reshaping and molding - whether it be culture or character - both personally and corporately. What you are talking about is actually reflected in one of Mosaic's five core values: "Structure must submit to spirit." The essence of repentance is submission of ourselves to a continual process of renewal and transformation, one in which God is continually creating and recreating, both in and through us. As Erwin McManus reminds us, may we never forget that in the scriptures God may be symbolized as a rock, but He is expressed in the wind.

[Tyler C.]

Model magic?!? If only it didn't completely dry out. Ha! Definitely get what you're saying with Mosaic's vision, super important. Love the rock/ wind analogy.

[Arbas]

Well written and excellent read - love the "give them a mop" scenario - "We are what we repeatedly do. Excellence, then, is not an act, but a habit." --Aristotle - I see so many co-workers wanting to get there from here with minimal work effort and maximum talk effort -

[Aaron Loy]

Arbas, thank you and well said. It is amazing how true that seems to be regardless of what business we are in. And I love the Aristotle quote, I am definitely going to use that.

[pearsonfam5@hotmail.com]

Have them work in the nursery? : )

[Aaron Loy]

I think you're on to something. If serving in the nursery doesn't count as a proverbial "mop", I don't know what does! By the way, Sarah, thank you for embodying all of the good things I wrote about in this article. You have been a beacon of faithfulness and servanthood!

[yimeiwu@gmail.com]

Thanks for this post, I could also relate to:

"I know this because for a long time that was me." - dito

I wonder for those who could see themselves in hindsight, how long did it take, and how old were you? I'm almost 30 and wondering if it's almost too late.

Nursery is the mop, and I used to dread being asked to do it (wasn't a kid person to begin with), but I've changed my perspective and kind of appreciate every time I have a chance to be with the children.