Part 4 - How Do You Create Followers?

The long-term, sustainable indicator of the strength of a leader is not the singular result of any one project, plan or team. That could be luck. No, it’s the leader’s ability to build a strong and loyal following, repeatedly, with each and every team they lead. 

If you’re truly a leader, it’s not about your work, it’s about the work of the team you build and for that, you need a strong followership.

The last of the four messages you need to share with your team members, each and everyone, both together and individually is this: “you’re making a difference”. 

When you tell me, as a member of your team these four words, it tells me that I am productive, that I am making a contribution, and I belong here. This is the culmination of the first three statements I’ve shared with you. 

These words are a signal of value and significance when I hear them. I don’t have to have accomplished something completely but I need a signal of progress. This tells me I haven’t wasted my time or spun my wheels. It says to me “you’ve come this far, keep going”. 

This implies you can measure and communicate progress and achievement related to the mission and purpose of what the team is working on.

This isn’t an “ada-boy” or a simple “well done”. Those words, while they might feel good, for both the leader and the team member have the danger of being hollow. They must be tied back to the mission, project or purpose you have invited your team to participate in accomplishing. They must demonstrate how I or we have moved the needle or marched the ball down the field as it were. Recognition needs to be tied not just to action but to contribution, which implies action with meaning. There’s a big difference. 

Don’t compliment my character, recognize my progress. 

Progress tells me I am able, that I have a purpose and you need me, but I can see that on my own. Verification that my work is adding value, that I belong and am making a difference comes from others, that’s recognition. I need that from you as my leader. Recognition of progress tells me I’m significant, that’s the jet fuel of motivation. You might want to reread that again. 

What happens is a shift in ownership. Now I own my work and my contribution. I’m in charge of me. I’m motivated. These four words encourage me to ask “What else can I do?”. I want to know if I’m doing enough and if I could do more? Remember, what gets measured, gets managed...by me! 

When I can see that I’m actually contributing in my own unique way to a team working on a worthy cause and making some progress, something special happens...

It puts me in the driver seat of my work and results, not the leader. I begin to own your mission, my work and our team. This is a leader’s dream. Now you have strong followers.

Think about it.