We engage with many organizations on the topic of leadership development and it’s approached from a variety of perspectives. They range from the viewpoint of a discretionary training investment to a strategic imperative vital to the growth of the business.

What’s become very interesting to is how leadership manifests itself in the current economy…and what organizations are doing to implicitly develop the character of leaders during these times. We can teach people all day in a classroom what they should and shouldn’t do in various leadership situations. But difficult times challenge the character of any leader and that is where real leadership is learned.

The opportunities presented to us for leadership development in the current climate are unprecedented. But unfortunately most organizations will miss them. Those organizations that have a real commitment to their future and to building the leaders of tomorrow can leverage the current climate to define what their organization is about.

It’s interesting to take a look at the organizations (formal and informal) you’re a part of and ask the question of how future leadership is being developed and defined through the events of the current economic climate.  The future cultures and character of organizations are being defined every day.

If you’re familiar with Marcus Buckingham ’s book, First Break All The Rules, you may recall the section about great managers not spending a lot of time with their poor performers. The idea being extolled here is that if you work with your star performers you and the company will benefit more than wasting time and energy with their poorer counterparts. There is certainly some truth to this concept and it has been played out in businesses all around the world. While I would not totally disagree, I have learned that some people just need a little push of encouragement.

I am coaching my son’s little league team. There are some poor performers on the team. Should I not spend much time with them? I have several players that are very good for their age. Should I focus more time with them?

Defining Moments
Think back to when you were on a sports team, or in school, or starting your first job. You were a little clumsy, maybe shy or awkward — definitely nervous. Then along came this coach/teacher/boss that you will never forget. He or she saw something in you that others did not. They encouraged you by spending time with you and telling you that there were big things ahead for you. You latched onto those words and never forgot. To this day, you count that as a defining moment. A time that someone, whose power and authority you were under, gave you the nudge you needed to get rolling. You will never forget that. Some of you have even had the chance to tell that person, now later in life, how much that meant to you then and that you wouldn’t be where you are now if it were not for that moment in time. Some of you wish you could tell that special person how much they meant to you but, time and distance have gotten in the way and you’ve lost touch with them.

A Little Push Can Start The Engine
Don’t chalk this article up to a “feel good story”. I have seen how an encouraging word fires up a person and gets their self-confidence engine running. I have seen it in the work place. I have personally experienced it when I was in school. And, I see it each week on the baseball field as these little guys come out to practice.

Back to my question: Should I not spend time with the poor performers and focus more on the star performers on the team? Yes and no. My objective as coach is to provide leadership. This involves feedback, direction, and encouragement. I have no idea how my words affect these guys on a weekly basis…No…the fact is, I do have an idea.

There is a very real, practical, and powerful principle at work here. The power of words. Words spoken in ways that can build up and not tear down. Words that can inspire and not demoralize.

Those of us in positions of influence and authority can wield words like a healing balm or a wounding sword. Bosses, parents, teachers, coaches, and trusted advisers take heed. Spend a little extra time with your poor performers. Encourage them and speak words of life into them. Like the character Richard Dreyfuss played in the movie, Mr. Holland’s Opus [one of my favorite films on this topic], you may find yourself the center of admiration for the next generation.

There are many facets to a leaders role. One important facet is giving of yourself to those around you.

Did you know you cannot out-give? If you give to someone, they will almost always want to give more back. This is the Principle of Reciprocity.

When you look out for your employees and co-workers, even your friends and family, they will want to return the favor. Giving is infectious.

The only drawback is the motivation for giving. If you give out of selfish ambition, then guess what? You may get something back, but it will never be what you hoped for or as much as you hoped it to be. And, when you do not get anything back, you’ve only done harm to yourself because you are the one left feeling “hacked-off”.

Don’t give in order to get.

When you give, not expecting a return, the reciprocal giving is that much sweeter. And, when you give, not expecting a return, your feelings will not have been hurt if you receive nothing in return.

Take a look around your workplace, your personal networks, your clients, your friends and family — who can you give to?