I look at people who have not yet been picked up to be leaders but have all the qualities to serve, empower and elevate people around them for better results. I call them as 'Resourceful Influencers (RIs)'. They usually are the number two people. A player who passes on the shot so that another person can hit the goalpost.
đđĄđđŤđđđđđŤđŹđđ˘đđŹ đ¨đ đđđŹđ¨đŽđŤđđđđŽđĽ đđ§đđĽđŽđđ§đđđŤđŹ Resourceful Influencers are often the introverts who do not come to the forefront, as they are lesser in educational qualifications, experience and the inability to hug the limelight. This is a group who are not necessarily the blue-eyed boy of the management, but the person who gets the work done at the time of urgency. They are often pushed into roles of accountability but no authority. May be because of qualification, experience and the ability to hug the limelight. That may be because they often report to Managers who are struggling to be Leaders. Given a chance, they help the Manager grow to a Leader.
đđđŹđ¨đŽđŤđđđđŽđĽ đđ§đđĽđŽđđ§đđđŤđŹ đŚđđ¤đ đŹđŚđđĽđĽ đ˘đ§đđŤđđŚđđ§đđđĽ đŠđŤđ¨đ đŤđđŹđŹ đđ¨đ§đŹđ˘đŹđđđ§đđĽđ˛ They understand the need of their Managers, who like to make a huge impact with something big at regular intervals. But such activities makes them loud and inconsistent. This is when the RIs come to the rescue. Instead of competing against their Supervisors/Reporting Officers, they supplement and complement them to create Consistency and Trust. It's often the small things that make the biggest difference, which the RIs do not miss which others fail to recognize. Every problem, no matter how huge, they break it down according to the âAggregation of Marginâ formula of Coach David Brailsford, and try to improve 1% everyday. The achievement over a period of time, then becomes significant. In the 2012 London Olympics, the British Cycling Team, which was coached by Brailsford, won 8 gold, 2 silver, and 2 bronze, and in Rio, in 2016, they won 6 gold, 4 silver, and 1 bronze. An enormous improvement from a team that has just won 2 bronze total since 1984. They function as the bridge builders between the Managers and the rest of the team. Often, they run the risk of being kicked out of the system because of having the trust of the team at their command. But RIs only represent the Management. They build Trust-based Relationships.
đđ¨đ° đđ¨ đđĄđđ˛ đŹđŽđŹđđđ˘đ§ đđĄđ đ˘đ§đđđŤđđŹđ đ°đ˘đđĄđ¨đŽđ đ˘đ§đŹđđđ§đ đŤđđŹđŽđĽđ? RIs, very silently build a global goal. No smaller goal can interest them. They believe in delayed gratification. They consider the world to be a family. The same thing opens up huge opportunity of collaboration for them. Even though they are winning confidence on behalf of others, but it is them who are serving, empowering and elevating the colleagues. This way, they have enormous data at their disposal as far as human capability goes. It is difficult to comprehend, but that is where their mind is.
đđ§đ đ°đĄđ¨ đđđ¤đŹđ đ đŹđđŤđđ˘đ đĄđ đĽđ¨đ¨đ¤ đđ đ˛đ¨đŽđŤ đŹđ¨đŽđĽ. They are interested in the life that is not busy in producing results also. The process that keeps happening inside away from any mandate, deadline or milestone. Milestones are mandates with fulfilment. For them. The RIs. As Clemson head coach Dabo Swinney said, "my job is to serve my player's hearts, not just their talents." And John Eades says it all. - While results are essential, understanding that part of a leader's job is to elevate others inside and outside work.
đđĄđđ˛ đđ¨ đ§đ¨đ đŚđ˘đ§đ đŹđ¨đŚđđđ¨đđ˛ đđĽđŹđ'đŹ đĽđđđđđŤđŹđĄđ˘đŠ While this is a foregone conclusion when it comes to them, the stark difference is that they do not mind anybody taking the leadership; position wise or status wise. An RI would like to see everybody shining. Being the only elite-problem solver might be a great thing, but if you are the only person who can solve your team's problems, you won't go far
