The potential of a leader is determined by the quality of the people that surround the leader.  Now, I am not saying the success of the leader, but the potential of the leader.  The leader only has the potential to be a great leader and his team only has the potential to do great things if the people surrounding the leader are great.  A great team provides great potential for success. A poor team provides poor potential for success.    

When weak people surround a great leader, the leader has weak potential to be successful.  However, here is the best news, an average leader can do awesome things with awesome people surrounding the leader.  It is all about the team surrounding the leader.  

Today’s teaching will take Dr. John Maxwell’s Law of the Inner Circle and apply it to Khidmah and the team within Khidmah.  The Law of Inner Circle says that the people surrounding a leader determine the potential of the leader!

The Law of Inner Circle comes from the 21 Laws of Leadership book by Dr. Maxwell. Because there is no perfect leader that has all of the 21 Laws, the leader needs to surround himself with people that add to and multiply the leader’s abilities.  
 
A common mistake is made when people hire people that they like or with whom they are comfortable.  They do not hire the people that will make them and the leadership team more complete and effective.   So when building your inner circle you should find people with the following attributes: 

 1.  Do they have great influence with others?

 2.  Do the people you surround yourself with have people surrounding them?  Are these people influencers?Example of Brad – he leads others that he influences.  

 3.  Do they bring a complementary gift to the table?The most important hire for a leader is your Assistant, Secretary and Executive Assistant.

 a.  The ability for an Assistant to anticipate is the single greatest asset.

 b.  Your assistant speaks on your behalf because she knows you so well (knowing the questions I will ask and what the current priorities are in the company).

 4.  Do they hold a Strategic Position in the Organization or to the success of the leader

 Khalid (a good example)

Everything he does affects the business and success of Khidmah.  He and I always need to be on the same page, saying the same things.

5.  Do they add value to me and to the Organization?

 a.  Adders or multipliers with a proven track record (Is the Organization better because they are on the on the Team?)

 b.  Hire lifters.  Lifters are people who lift up others or make others better. 

 c.  Mark is a great example of someone with Experience and proven track record of success.

 He lifts up others and makes others better around him.

 Not the type of person you need to have a “guard” up or be defensive around.

 The principal “Iron Sharpens Iron” – you don’t need a “Yes Man”, you need a solid supporter that makes you better.

 6.  Do they positively impact other Inner Circle members?

 Team chemistry:

 a.  Do they have a “Positive, always positive” attitude?

 b.  Do they have a “Whatever it takes” approach to problems?

 c.  Do they fit well with others on the team?

 d.  Do they make others better?

No leader starts with a good Inner Circle

In the last company I led, it was a change management position. Basically, 100% of the people within the Inner Circle had to be changed or repositioned.  Leaders must build their inner circle to fit their leadership style and leadership needs.  No two leaders are the same and no two leaders need the same chemistry for their inner circle. 

So when building your Inner Team here are some Law of the Inner Circle takeaways:

Increase your capacity as a leader and maximize your potential with thinking and effort (Leader yourself first).

1.  Increase your capacity as a leader and maximize your potential with thinking and effort (Lead yourself first).  

2.  Hire the best staff you can find. 

3.  Develop them as much as you can. 

4.  Hand off everything you possibly can to them. 

 

Lead ON!
Sutton

 

As our company grows, people in the company go one of two ways.  They catch the momentum of the company growth and grow with it, or they get insecure and go the other way.  They become negative, insecure and start tearing down what others have worked so hard to built.  

Today, we will discuss insecurity in a leader.  How to spot it and how to avoid it.  In actually, many people don’t even know they are going down that road until they get there.  

(in Leadership class we went through the example of a farmer and planting crops in his field) 

Discussion questions:  

1. Achieving the Goal – It is not about the individual - what was the Goal of the farmer?  Was it met?  Was there a success? 
2.  The farmer was focused on the field?  The first set of workers were focused on themselves, not the overall goal of the farmer or employer.  Have you ever seen that happen in a company you worked for?  
3. People at the end were as important as the one’s that started the day – without them the field would have not bee completed?  How can we relate that to Khidmah?  What about the original 5 employees vs. the latest 5 employees to join Khidmah?  
4. You don’t get more just because you are older or been around longer.  (entitlement issue - let's discuss this)
5. The rest of the story – if the owner of the field did not get paid if he did not harvest the full field – therefore the only way the first people were paid is because the last people helped complete the job.