G. Balasubramanian,
G. Balasubramanian is a doyen of school education in India. He has held several positions of leadership at CBSE, including Director Academics. He was the brain behind the introduction of several innovations at CBSE, which included frontline curriculum, communicative approach to language teaching, Information Technology, alternatives to homework, etc. He is also an author, poet and a sought-after speaker at educational conferences world over. This article has been taken from G. Balasubramanian’s official website balaspeaks.in
Ms. Yamini called me up as she was a bit worried. “Sir, I need your help.” Ms. Yamini was heading a reputed educational institution in the city. I could see some sense of urgency in her voice. “Yes. Please tell me.” I encouraged her to continue the conversation.
“Sir. I need urgently six teachers for senior classes.” She listed the subjects in which she needed them.
“Why so many?” I quipped.
“Sir. Six of my senior teachers have resigned. They have not given me adequate time to get myself ready.”
I smiled. “What happened?” I asked.
“All of them have become Principals of other schools. I so well trained them, but they ditched.”
I said “Congratulations. You have grown leaders. A fantastic job.”
The case of Ms. Yagnik was entirely different. She was also heading a school. When she contacted me seeking help for the post of a vice-principal, I asked her “Don’t you have people within the organization who can be elevated to this post?”
She responded “I have a team of one hundred and twenty people. Some of them are with me for over ten years of experience. But I do not see anyone who could fit in this post.”
I felt sad. I said, “I think you failed to grow leaders in your organization.” There are a number of leaders who are unable to see the best in the people who work with them. Some leaders think that their model is the only way to demonstrate leadership. Their inability to accept that every one can be a leader in one’s own right is indeed a pity. Such leaders do more harm to the organization than good.
Growing leaders in an organization is integral to the growth profile and its dynamics. It is indeed a responsibility of the leadership of the organization to put in place both a pathway and a strategy for the growth of its human resources, failing which it seals the prosperity and the future of the organization.
Why do some leaders do not allow the growth of leaders in their organization?
1. They feel that the growth of any other individual as a leader might pose a competition to their professional status.
2. They think that an individual who grows as a leader might seek additional compensations which the organization may not be willing to give.
3. They fear whether the individual with leadership qualities might seek growth in greener pastures.
4. They doubt whether these individuals might migrate to other organizations with these talents and know-hows which could be a competitive challenge to their own organizations.
5. They are afraid that the individual growing as a leader may outwit their own professional competencies and outgrow.
6. They tend to think that it is not their job to share their intellect and best practices with others.
There could be other reasons also which may forbid a leader to be hesitant to nurture leaders. In some cases, even if others in the organization are on a ‘self-learning’ platform, the leaders tend to create hurdles or roadblocks to their efforts, sometimes even demotivating them. This leads to poverty of leadership in organizations and could even lead to crises in demanding situations.
Says Adam Grant ““Good leaders build products. Great leaders build cultures. Good leaders deliver results. Great leaders develop people. Good leaders have vision. Great leaders have values. Good leaders are role models at work. Great leaders are role models in life."
Growing leadership in a professional organization or in any personal space is a pious responsibility one gives to one’s own self as a celebration of life. It is a process of passing on a legacy of knowledge and skills to the peers and the followers.
How could leaders grow leaders?
1. The most important aspect of any leadership is to identify the talents and competencies among the people working in their team. Identification of skills, talents, abilities, and competencies is one of the vital functions of the leader. If the fail to do, it is like mining for gold in some other place, while standing oneself on the treasure of gold.
2. Acknowledging the talents, skills, abilities, and the creative urge of those working with the leader is important. It enhances the self-esteem and the confidence profile of the individual so that they express their willingness to move ahead, experiment, experience, and progress.
3. Motivating the individuals who show the leadership traits is like supplying the necessary manure for the growth profile. It pumps the required dopamine in their system to move ahead, to move faster and to infuse the spirit of “I can.”
4. Inspiring people to formulate a vision, a mission and a flowchart for growth will be a significant contribution the leaders would make. Inspiration helps them to shed any lethargy, any disbelief and unravel their less known potentials. Inspired people tend to burn their passion.
5. Resourcing people to growth is a positive support towards meaningful leadership. Any verbal support without resource support might make a few aspirants to leadership helpless, self-defeating, and withdrawn A good leader offers all support to the growth by providing all kinds or resource support.
6. Celebrating even simple and small success stories is important. It helps them to create a belief system in them that they are in the right direction. Every small acknowledgement becomes a milestone in the progress profile of the aspiring leaders. Says John Qunicy Adams “"If your actions inspire others to dream more, learn more, do more and become more, you are a leader."
Growing leaders in an organizational set up helps in the following areas:
1. Preparing the second and third lines of leadership
2. Enabling participative management through collaboration
3. Effective crisis management through shared vision
4. Generating confidence profile among the employees
5. Empowering the learning curve of the organization
There could be several other benefits to the organization as well as individuals.
The leader of the organization should not fear devolution of power with the feeling that their importance will get marginalized with the growth of others. Lao-Tzu point out “A leader is best when people barely know he exists. When his work is done, his aim fulfilled, they will say: we did it ourselves."