Applying 21 Laws to the Five Levels of Leadership

21 Laws | 21 nguyên tắc

21 Laws refer to The 21 Irrefutable Laws of Leadership, one of John C Maxwell’s must-read leadership book. As you learn about the 5 levels of leadership, you probably wonder which laws to practice on each level. The truth is that every law can be practiced on every level. However, certain laws are best learned as you move up the 5 levels of leadership so the following table gives you a reference for your growth process.

How to apply 21 laws of leadership on each level?

1. POSITION (RIGHTS)

People follow you because they have to

Law No. 1 – The Law of the Lid: Leadership ability determines a person’s level of effectiveness. Every person has a lid on his or her leadership potential. The challenge we all face is growing and developing to our full leadership potential, thereby raising the lid on our actual leadership ability.

Law No. 3 – The Law of Process: Leadership develops daily, not in a day. A leadership position can be received in a day, but leadership development is a lifelong process. By embracing the Law of process, we understand that leadership appointment is only a starting point.

Law No. 4 – The Law of Navigation: Anyone can steer the ship, but it takes a leader to chart the course. When you receive a leadership position, it’s wise to recognize how early you are in the leadership journey and how much you still have to learn.

2. PERMISSION (RELATIONSHIPS)

People follow you because they want to

Law No. 2 – The Law of Influence: The true measure of leadership is influence – Nothing more, nothing less. If you boil leadership down to its essence, it is influence. Leaders help people work together to accomplish goals that benefit everyone involved.

Law No. 5 – The Law of Addition: Leaders add value by serving others. Many times leaders begin their careers with selfish motives. To move up to Level 2, leaders need to practice the Law of Addition. They lead in order to help people and add value to them.

Law No. 6 – The Law of Solid Ground: Trust is the foundation of Leadership. You cannot influence people who don’t trust you. Trust is the glue that hold people together. Trust begins at Level 2 and it grows as you climb to the highest level.

Law No. 10 – The Law of Connection: Leaders touch a heart before they ask for a hand. Connecting is the having the ability to identify with and relate to people in such a way that increases your influence with them.

3. PRODUCTION (RESULTS)

People follow because of what you have done for the organization

Law No. 13 – The Law of the Picture: People do what people see. When people see results from their leaders, they know results are expected from them. Whenever results are an expectation, greater productivity happens.

Law No. 15 – The Law of Victory: Leaders find a way for the Team to win. Leaders at level 3 always find ways to win. And they do this on a regular basis, regardless of the odds, obstacles, or circumstances.

Law No. 16 – The Law of the Big Mo: Momentum is a leader’s best friend. Level 3 leadership is where momentum kicks in. Good results create momentum. Production creates a positive cycle that can continue to roll on and on.

Law No. 17 – The Law of Priorities: Leaders understand that activity is not necessarily accomplishment. It’s very easy for us to work hard all day every day, and still never get done the important things that make us and our team productive. So the key here is prioritizing.

4. PEOPLE DEVELOPMENT (REPRODUCTION)

People follow because of what you have done for them

Law No. 11 – The Law of the Inner Circle: Leaders’ potential is determined by those closest to them. If you are a leader with a big vision, you won’t be able to achieve it without a team of leaders – an inner circle. They help you achieve and are almost like an extended family.

Law No. 12 – The Law of Empowerment: Only secure leaders give power to others. You cannot reach Level 4 unless you are willing to empower people, promote them and release them to lead. This takes a strong sense of security and an abundance mind-set.

Law No. 14 – The Law of Buy-in: People buy into the leader, then the vision. Few things are more inspiring and energizing than leaders who seek to serve their people and see them rise up to their potential and become leaders themselves.

5. PINNACLE (RESPECT)

People follow because of who you are and what you represent

Law No. 20 – The Law of Explosive Growth: To add growth, lead followers – to multiply, lead leaders. Every time you develop a potential leader to Level 4, you change your organization for the better and increase its potential. The reason is when you develop a leader, you gain not only a leader but also all his or her followers.

Law No. 21 – The Law of Legacy: A Leaders’ lasting value is measured by succession. The goal in life is to create something that lives forever. The best way to do that as a Level 5 leader is to invest what you have in the lives of others.

Excerpt from “The 5 Levels of Leadershipby John C. Maxwell.

Visit www.ELTD.com.vn to know more about ELTD’s leadership  development and personal growth programs by John C. Maxwell.

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How do leaders save a broken relationship?

Relationship | Quan hệ

Good leaders are constantly cultivating and managing relationships with people at work. Anytime a relationship is strained, damaged or broken, they need to address the problem as quickly as possible. So how can you tell when a relationship has become broken? These are the most common signs:

It’s hard to have an honest conversation: When relationships are in trouble, it becomes difficult to have a normal, honest conversation. If we try to start one, the other person will refuse to engage, or become defensive or combative. They don’t want to hear from us nor talk it out. Maybe they have been so hurt that they can’t handle it.

There’s a lack of trust: When relationships begin to break down, suspicion creeps in. People begin to question our motives. Maybe they feel a sense of injustice or lack of fairness. Whatever trust was originally there begins to deteriorate.

There’s a lack of passion to continue the relationship: Eventually people stop putting in any effort to build back the relationship or to make it work. If we manage to get with them, they are mentally or emotionally withdrawn from us. Even if we’re with them, we’re not relating to them.

When seeing these signs, we should try to repair the relationship. That doesn’t mean trying to get it back at all costs, but to do it with integrity. Below are some of the steps to do it.

1. Initiate fixing the relationship with them: If we have a great relationship and it starts to get strained, it’s our responsibility as leaders to be the first to try to mend it. Invite the other person to lunch or coffee for a talk. That doesn’t mean it always pay off but it’s hard to rescue a relationship if we don’t take the responsibility for initiating.

2. Give them the benefit of the doubt: If there’s hope for helping a relationship come back, the conversation goes better if we’re open and willing to take the blame. Assume we’re on the wrong side by asking: “Have I offended you? Is there anything I can do to make amend?” If people are willing to talk to us what we did, there’s a chance to repair the relationship. Even if what we did wasn’t wrong, we should still apologize for what hurt them.

3. Be willing to walk the second mile: Leaders need to be quick to say “I’m sorry”. We need to be willing to make needed changes. That’s part of leadership. Nevertheless, we can’t always determine the outcome of the attempted reconciliation. There will be times when no matter how much effort we put in, the relationship is never the same as it was before. We should not be held hostage by that. We have to accept that, as leaders, we have the responsibility to be a good steward of our team or organization. We cannot allow our personal feelings of not wanting to hurt somebody keep us from doing what’s best for the organization.

There are many relationships worth saving, but many cannot be saved. We have to be realistic about the relationship and do our best. But sometimes we have to accept that it cannot be saved. We have to be secure in our leadership and give ourselves permission to have a different relationship from what we had before. We might still value the person, but we let them go.

Excerpt from “Good leaders ask great questions” by John C. Maxwell.

Visit www.ELTD.com.vn to know more about ELTD’s leadership  development and personal growth programs by John C. Maxwell.

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ELTD CO. LTD.

407/2 Su Van Hanh, Ward 12 – District 10 – HCMC

Tel: +848 3868 0687

Fax: +848 3863 2539

Website: www.ELTD.com.vn

Email: info@eltd.com.vn

Best leaders know how to retain talents

We already explore the four types of leaders who cause employees to leave. However, the truth is, no matter how good we are as leaders, employees still leave. What we can do is to improve and put our effort in becoming a leader that employees always want to follow. The below actions and behaviors will more or less remind us to become a more effective leader.

1. Take responsibility to build strong relationship with employees: If something is causing the relationship to go bad, take the initiative to amend.

2. Perform exit interviews when employees quit: Similar to job interviews, exit interviews with leaving employees are to find the true reasons why they want to quit the job. If we are the reason, offer them our apology and ask them whether it is too late for them to change their mind.

3. Highly value employees: If employees trust us in the leadership role, that’s a good thing. But it will be better if we also truly believe in them.

4. Consider the trust of employees as the most important thing: Maybe we are not excellent in every aspect, but we must show for our employees to see that we are trustworthy in any situation, at any time.

5. Keep our spiritual health to create a harmonious work environment: Always try to maintain a positive mindset and right behaviors toward employees so that they feel safe to work with us.

6. Cultivate a learning and growing spirit: Keep on learning and growing your leadership ability. When we’re truly confident and mature, we’re no longer afraid that our subordinates will replace us. We will become the leverage for them to reach their full potential, not the rope that ties them down. Do not forget that the ultimate purpose of a great leader with influence is to add values to others.

One of the worst things that can happen for a company is losing its talents. If that happens, do not blame your competitors or employees or any other external factors. The first person to blame is the leaders. To help the company retain talents to achieve the goals and mission, the first thing we must do is to develop ourselves to become more effective leaders.

Adapted from “Leadership Gold” by John C. Maxwell.

Visit www.ELTD.com.vn to know more about ELTD’s leadership  development and personal growth programs by John C. Maxwell.

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ELTD CO. LTD.

407/2 Su Van Hanh, Ward 12 – District 10 – HCMC

Tel: +848 3868 0687

Fax: +848 3863 2539

Website: www.ELTD.com.vn

Email: info@eltd.com.vn

Why people leave your company?

A survey shows that up to 65% of people quitting their jobs is because of the direct bosses. The employees themselves still love their jobs and the company still gives them benefits. But they leave because of bad relationship with their supervisors. In other words, they don’t leave jobs, but they leave leaders. These are the 4 types of leaders who will cause employees to leave.

(i) Leaders who undervalue employees: For the employees, nothing is more motivating to them than listening to the positive feedback or praises from their boss. For many leaders, criticism or blaming is easier to do than praise or commend. The reason is, in order to praise or commend, we must believe in the ability of our staff, then recognize their contributions – no matter how big or small. And to do this, we need certain time and effort. If not, our praises won’t be perceived as being authentic by our staff, and they will lose their meaning.

(ii) Leaders who are untrustworthy: Employees will never contribute their full capacity if they have to work with a boss that they don’t trust. A recent survey from Manchester Consultancy showed that these 5 behaviors or traits were the top reasons to cause the leaders to lose their trustworthiness.

Do not follow through with what they say

Care about personal gains rather than the benefits of the team

Withhold information

Lie or only tell part of the truth

Narrow-minded and conservative

(iii) Leaders who lack capacity: One of the number one complaints from employees is that they have to work with incapable leaders. These leaders will always cause the staff to lose direction and not be able to focus on the most important tasks. If the employees have strong experience or skills, they will worry that their leaders will mess things up, and if the employees themselves also lack experience and skills, they will not know what to do. In both cases, the leader’s lack of capacity leads to low efficiency, energy, and excitement.

(iv) Leaders who lack confidence: Even if leaders show respect toward employees, uphold integrity and capacity, the employees may still want to leave if the leaders lack one important character: confidence. Leaders who lack confidence have the tendency to thirst for power and praise from others, so they usually show worries, suspicions, lack of trust, or jealousy. In many cases, the lack of confidence shows less clearly – through the way the leaders see that fast-growing and highly capable employees are a threat. Because of that, they don’t want to develop and train employees to achieve full potential, and make themselves become “irreplaceable” so they can stay at the leadership positions as long as possible. Employees who work with such unconfident leaders are like eagles without wings; they cannot fly high and far. And one day, they will leave the company to find a new environment, with new leaders to help them reach their maximum potential.

Adapted from “Leadership Gold” by John C. Maxwell.

Visit www.ELTD.com.vn to know more about ELTD’s leadership  development and personal growth programs by John C. Maxwell.

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ELTD CO. LTD.

407/2 Su Van Hanh, Ward 12 – District 10 – HCMC

Tel: +848 3868 0687

Fax: +848 3863 2539

Website: www.ELTD.com.vn

Email: info@eltd.com.vn

Best leaders are listeners

We always know that listening is one of the most important skills for effective communication, and for leaders, this skill is even more crucial – because of the following reasons.

1. We must understand others before leading others: Leadership ability begins with understanding others. We cannot connect and motivate our staff if we don’t know their concerns and needs. The best way to start is to spend time to really listen to them. This is the first and most important responsibility of a leader.

2. We must listen to simplify the problems: The Cherokee – native American people – have a wise saying: “Listen to the whispers – so that later you don’t have to listen to the screams”. Effective leaders care about the small things. They also don’t forget to listen to their intuition. More importantly, they always pay attention to read between the lines – to listen to what people don’t say. This requires them not just to listen effectively but to possess a skill to understand others and a learning mindset when accepting feedback or criticism. Leaders must know how to listen to what they need to listen – not what they want to.

3. We must listen to build trust: Employees will only be motivated to understand and buy in our messages when they see that we can truly listen, understand, and respect them. Otherwise, if they feel that we don’t really listen, they will slowly lose their trust and the leader-employee leadership will deteriorate. For a leader, nothing is worse than losing the trust of his or her people.

4. We must listen to improve the performance for the whole organization: Car manufaturer Chrysler’s ex-President wisely said: “The difference between a large company and an ordinary company lies within the group of leaders who know how to listen.” It means the ability to listen must be practiced at all levels of the organization: employees, colleagues, customers, suppliers, and even competitors.

There’s an interesting survey, saying that we can listen to only half of what others say, truly pay attention to only half of what we listen, understand only half of what we truly pay attention to, believe only half of what we understand, and remember only half of what we believe. If we use this “formula” to our daily work, we have:

Total duration in which others talk to us: 4 hours

  • We can listen: 2 hours
  • We truly listen: 1 hour
  • We understand: 30 minutes
  • We believe: 15 minutes
  • We remember: no more than 8 minutes (of everything that others tell us)

When we have more power, a common problem is that we become less patient toward our staff. We want them to work fast, think fast, and get the results fast. This “fast” mindset sometimes causes us to forget to listen. When we don’t listen, it means we don’t care and this is when our leadership ability is seriously affected.

Adapted from “Leadership Gold” by John C. Maxwell.

Log in to www.ELTD.com.vn to know more about ELTD’s leadership  development and personal growth programs by John C. Maxwell.

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ELTD CO. LTD.

407/2 Su Van Hanh, Ward 12 – District 10 – HCMC

Tel: +848 3868 0687

Fax: +848 3863 2539

Website: www.ELTD.com.vn

Email: info@eltd.com.vn