Potters Lounge | Ikoyi
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The potters lounge is more than a place. It’s a platform, a centre in Ikoyi for young people to hang out weekly as they find a
purpose driven life through the most attractive platforms.
Its open for free every 2nd saturdays of every months from 4-9 PM under a relaxed atmosphere for cross sessions of motivational talks on issues of our time
ranging from career, business, leadership, relationship, emotions, 360 degrees knowledge, skills juggled
with free drinks  & light refreshments  and soothing soulful/hiphop/ positive/Christian music.

 
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 Book Review

Book Summary Preview :
Developing The Leaders Around You

How to Help Others Reach Their Full Potential

By John C. Maxwell

224 pages

The Big Idea
No organization can succeed without good leaders. And a leader’s most important task is to acquire and keep good people, and make leaders out of them. This is because in any organization or company, people are the only assets that can continually appreciate. Systems become dated, buildings deteriorate, and machinery wears down. But people can grow, develop and become more productive and effective if they have a good leader who understands their value.
Organizations cannot increase their value or productivity without people. An organization’s growth potential is directly related to its personnel potential. This is the message of John C. Maxwell’s “Developing The Leaders Around You” – a good leader is someone who knows how to develop other leaders. This book teaches practical techniques and gives wonderful insights on becoming a truly successful leader.

Why Leaders Need to Reproduce Leaders
A good leader is someone who surrounds himself/herself with other leaders. A good leader finds the best people, and then develops them into the best leaders they can be.
Why? Because the people closest to a leader determine the level of success or failure of that leader. In other words, as a leader, those closest to you can “make or break” you. Also, potential leaders help carry your other loads. In fact, the more people you lead, the more leaders you need to help you in your leadership. Potential leaders serve as a good sounding board-- they have a leadership mindset so they think like you and therefore see your problems as their own.
In addition, leaders who mentor potential leaders multiply their effectiveness. Developed leaders expand and enhance the success and future of any organization. Therefore, if you develop new leaders, you directly contribute to this goal.
You may think that developing potential leaders could threaten your leadership. But true leaders know how to inspire and create new leaders. True leaders have faith in other people’s leadership abilities, and help them develop these skills. True leaders are not threatened by people with great potential.
“A leader’s success can be defined as the maximum utilization of the abilities of those under him/her.”
Identifying Potential Leaders
How do you identify potential leaders? Dale Carnegie, a master at identifying potential leaders, said: “People are developed the same way as gold is mined. Several tons of dirt must be moved before an ounce of gold is found. But you don’t go into the mine looking for the dirt. You go in looking for the gold.”
To identify potential leaders, you need to look for the gold in people, not the dirt. Look for the good qualities, not the bad.
1. Start the process of looking for leaders with an inventory of your organization.
Ask yourself the Five As:
• Assessment of Needs-- What is needed? (What kind of people does your organization need?
• Assets on hand-- Who are the people already in the organization who are available?
• Ability of Candidates -- Who is able?
• Attitude of Candidates -- Who is willing?
• Accomplishment of Candidates-- Who gets things done?
2. Assess leadership qualities of potential leaders
You can do this by rating potential leaders on the following, on a scale of 1 to 5:
• The person has influence.
• The person has self-discipline.
• The person has a good track record.
• The person has strong people skills.
• The person has the ability to solve problems.
• The person does not accept the status quo.
• The person sees the big picture.
• The person has the ability to handle stress.
• The person displays a positive spirit.
• The person understands people.
• The person is free of personal problems.
• The person is willing to take responsibility.
• The person is free from anger.
• The person is willing to make changes.
• The person has integrity.
• The person is growing closer to God.
• The person has the ability to see what needs to be done next
• The person is accepted as a leader by others.
• The person has the ability and desire to keep learning.
• The person has a manner that draws people.
• The person has a good self-image.
• The person has a willingness to serve others.
• The person has the ability to bounce back when problems arise.
• The person has the ability to develop other leaders.
• The person takes initiative.
Those who score 60 and above have the potential to be future leaders. Those below 60 are more difficult to judge; some may become good leaders, but others may not be ready to be mentored. Being a good leader also entails being a good judge of who can and cannot be developed into future leaders.
3. Regard Hiring as a Priority
This means placing the responsibility of hiring new people at the hands of a highly-developed leader. And don’t settle for poor performers. One great person will always out-produce and out-perform two mediocre people

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