Leadership The Importance of Duplication

Being in a position of leadership has to be one of the biggest responsibilities in the workplace. Not only are you responsible to perform and set the example, but you are also responsible for the growth and performance of those who you are leading. You have to be grounded as a leader. It doesn’t matter how old you are, where you are in the world, or what your specific career is; all leadership starts with self-leadership. No matter the perspective that you look at it from, your leadership skills will most definitely affect the success of your future and those who you lead. You see, whether it is said directly to you or not, your team is looking at you to figure out and understand the work dynamic, and what is expected of them. Your team is looking closely at the type of culture and setting that is in place. You are the example.

Consider the following:

• ●  Are you the type of leader that people are scared to go to for help?

• ●  Do you expect your team to know what to do without you no matter what?

• ●  Are you the type of leader that provides your team with tools, encouragement, and knowledge that you have?

• ●  Are you intentionally building others up?

  The main question that you must ask yourself is: how can you build other leaders in your team? Based on how you carry yourself, how can you influence others? Duplicating may sound a little weird to you, but it doesn’t mean creating an exact “copy” of you. It simply means you being open and showing others what you know and in many cases, teaching them what you wish someone would’ve taught you. It’s a great thing! If when you first started working in your field (or the one you were in) you felt like no one was giving you the help or guidance you needed, this is your time to shine! Pay it forward to those who are in the beginning stages of their career. Don’t be afraid to teach others what you know. You may end up finding a superstar in your team that ends up being your missing link!

  First thing is first: w​ hat is the quality of your self-leadership currently like?
  * ​Get your notebook or journal to write down the answers to these questions. Take this as an opportunity to analyze where you are and what you may need to improve on.

• ●  Are you on time or do you cut it close to when you’re supposed to arrive?

• ●  Are you getting up early to get ahead and be better prepared?

• ●  Are you well-dressed?

• ●  How is your hygiene?

• ●  How is your health? Are you giving your body what it needs to help you win?

• ●  How is your attitude? Are you being positive and generating high-quality energy?

  Some may consider these things “personal”, or you may think “Well, why does my hygiene or my health matter to others at work? They can get the job done without me!” That’s the wrong attitude to

have. Yes, the team can do the job without you physically being there, but if you aren’t there to set the example and help them with what they need to begin with, it will be the blind leading the blind. This brings us to the point as to why you need to duplicate and teach others what to do in your absence.

Let’s get one thing clear, it’s not about having someone to fill your shoes when you miss work because you’re sick, but it’s about grooming someone to lead others and giving them an opportunity to grow. By you doing this, you are opening doors for them because you are pushing them beyond their limits. You may be creating inspiration for them because someone (you) is choosing to invest in them to make them a better person. By you showing that you care for them not only as an employee, but as an individual, they will open up and allow you to influence them. This is exactly what you need to begin building them up.

A Few Things You Can Do:

1. Learn about that person.

   If you are familiar with how to identify someone’s personality, this is the time to implement your skills to find the best way to approach them. Otherwise, ask about their strengths and weaknesses and what kinds of things they like to do (you may also have your own set of standard questions). When you do this you will get a feel for what this person is like and where they may fit best. Also, don’t be afraid to learn about personality types and additional research on your own; it is a great recruitment and screening tool as well.

2. Start on smalls tasks or projects.

   Take this as an opportunity to see where they may have a hidden strength or talent. Look at how efficient they are being with their time and give them some tips if needed. You may also be able to identify a weakness that they may have, which is okay because you will know what tasks are not made fit for that individual. There is always room for improvement.

3. Give feedback.

   Always take time to give recognition to your team members. It doesn’t necessarily have to be giving them an award, but let them know with your words that you see that they are getting things done. People love to know that they are contributing to something and making a difference, even if it’s something small. So, even just a comment such as, “You are doing an amazing job!” can make them feel great!

Once the person you or group of people that you are training feel more comfortable with the tasks and challenges that are presented to them, the more leverage you will have. Little by little you will be able to teach them everything that you know and have more time to focus on bigger tasks.