There are leaders who attract followers and then there are leaders who attract leaders. Which one are you and does it make a difference?
In John Maxwell’s book, Your Road Map for Success*, Maxwell distinguishes the difference between these two leaders. “As you look for potential leaders, you need to realize that there are really two kinds of leaders: those who attract followers and those who attract other leaders. People who attract and team up only with followers will never be able to do anything beyond what they can personally touch or supervise. Look for leaders who attract other leaders. They will be able to multiply your success.”
Centennial’s CEO, Mike Sipple Jr., has great respect for John Maxwell and his leadership advice. He has also had the fortunate opportunity to shake Maxwell’s hand at two different leadership conferences where he heard him speak.
“I greatly admire and emulate Maxwell’s relentless pursuit to “finish well,” in my professional life and personal life. Maxwell has helped shape my definition of leadership, and how it applies to those I lead, the clients we serve and how I serve my family,” Mike says.
Two Types of Leaders
In Your Road Map for Success, five traits are given for leaders who attract followers, followed by five traits for leaders who attract leaders. In the rest of this article, we’ll take a closer look at these characteristics and behaviors that accompany each one.
Characteristics of Leaders Who Attract Followers
- Need to be needed
- Want recognition
- Focus on others’ weaknesses
- Spend their time with others
- Experience some success
Characteristics of Leaders Who Attract Leaders
- Want to be succeeded
- Want to reproduce themselves
- Focus on others’ strengths
- Invest their time in others
- Experience incredible success
Unpacking the Characteristics of Leaders Who Attract Followers
These traits, while they might appear to have positive aspects, can hinder the development of a strong and effective leadership environment, especially when the goal is to cultivate other leaders rather than just followers.
1. Need to be Needed
Leaders who have a strong need to be needed can foster dependency rather than empowerment. They may create an environment where followers rely on them for direction and decision-making, which stifles growth and initiative in others. This dynamic can prevent potential leaders from emerging because they never get the opportunity to take responsibility and lead themselves.
2. Want Recognition
A leader who craves recognition regularly focuses more on their own achievements than on the growth and success of their team. This self-centered approach can undermine trust and discourage others from stepping up as leaders, as the environment becomes competitive rather than collaborative. Leaders who prioritize recognition may also overlook the contributions of others, demotivating those who might otherwise aspire to leadership roles.
3. Focus on Others’ Weaknesses
A leader who primarily focuses on others’ weaknesses will create a culture of fear and negativity. This approach can erode confidence and stifle innovation, as individuals become afraid to take risks or make decisions. Potential leaders need to feel supported and encouraged to develop their strengths, but a focus on weaknesses can inhibit this growth, leading to a lack of future leaders.
4. Spend Their Time with Others
While spending time with others is important, a leader who spends all their time with others might fail to focus on strategic planning, self-development, and reflection. This can result in short-term gains but long-term stagnation.
5. Experience Some Success
Experiencing success is beneficial, but if a leader becomes complacent with “some success” and doesn’t strive for continuous improvement, they may limit their potential and that of their team. A leader who is content with minimal achievements may not inspire others to push boundaries and pursue greater goals.
These traits reflect a mindset that might be effective in attracting followers, but they fall short when it comes to inspiring and developing other leaders. Effective leadership involves empowering others, fostering a positive and growth-oriented environment, and maintaining a balance between personal recognition and the success of the team.
Unpacking the Characteristics of Leaders Who Attract Leaders
These traits are hallmarks of leaders who not only achieve personal success but also create an environment where others can thrive and grow into leaders themselves. Cultivating these traits in yourself and others can lead to a more dynamic, resilient and successful organization.
1. Want to be Succeeded
Leaders who want to be succeeded understand that true leadership is about legacy and continuity. They are focused on building a sustainable future by preparing others to take over their roles. This mindset ensures that the organization or team remains strong even in their absence, fostering a culture of empowerment and trust. By cultivating this trait, you encourage a forward-thinking approach where the success of the organization outlasts any one individual.
2. Want to Reproduce Themselves
Leaders who aim to reproduce themselves are dedicated to mentoring and developing others to carry on their vision and values. This trait is crucial for creating a leadership pipeline, where potential leaders are constantly being groomed to step up. By focusing on reproducing themselves, these leaders ensure that their positive influence extends beyond their direct actions, leading to a multiplying effect where strong leadership permeates throughout the organization.
3. Focus on Others’ Strengths
A focus on strengths rather than weaknesses builds confidence and fosters a positive, growth-oriented environment. Leaders who prioritize others’ strengths help individuals realize their potential, which not only boosts morale but also drives performance. By cultivating this trait, you create a culture where people are encouraged to leverage their strengths, leading to more innovation, higher productivity and the emergence of new leaders who feel confident in their abilities.
4. Invest Their Time in Others
Leaders who invest their time in others are committed to the development and success of their team members. This investment goes beyond mere management—it’s about coaching, mentoring, and supporting others to grow into leaders. By making time to nurture others, these leaders build strong relationships and trust, which are essential for leadership development.
5. Experience Incredible Success
Experiencing incredible success, especially when it’s shared with the team, sets a powerful example and inspires others to aim for excellence. Leaders who achieve and share significant success demonstrate that high standards and ambitious goals are attainable.
These traits not only enhance your own leadership capabilities but also create fertile ground for the growth of future leaders. By embodying and encouraging these qualities, you contribute to a culture of continuous leadership development, ensuring that the organization remains strong, innovative and resilient.
Investing in your leadership and those around you does not have to be complicated. Take one step in the right direction today, simply pick up one of John Maxwell’s books. For additional support, you can reach out to the Talent Magnet Institute (contact@talentmagnet.com) to find out about their coaching services. They are available for individuals and groups. These investments will help you transform more and more into a leader who attracts leaders.
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This article was originally published in April 2016 under the title “5 Traits of Leaders Who Attract Leaders.” It has been updated and expanded in this version to provide additional information.