Within your organization, supervising and managing associates should always be thinking about intentional apprenticing. Intentional apprenticing is selecting, modeling and coaching with the intention of replacing yourself.

Selecting an individual or individuals that have potential to replace you and finding a way to pour yourself into them. The selected individual may not even stay in your organization long-term. Many leaders wait too long to begin planning for succession. Leaders that develop an apprenticing mindset develop other leaders that have an apprenticing mindset. If intentional apprenticing becomes part of a culture, it is an amazing thing. People begin to feel free to look, to invest and to reach deep into an organization to find that individual that may not even report to them, but they want to invest in them.

Modeling is seeing leaders do what they do. A leaders responsibility is to empty their cup into another person’s cup. When you identify the selected individual(s), then your responsibility is to create ways to model leadership for them. Don’t do the things you do well alone. Always have the selected individual(s) present. Just like paint that remains in the can, it’s value is only when applied. Someone in a leadership position that keeps all of the information to themselves is equal to the value of paint in the can. Share and apply your knowledge to others.

Coaching is nothing other than feedback.

If you are not pouring yourself into the life of another person, you are NOT a leader. The goal of leadership is to get things done through other leaders. You eventually become a multi-site leader.

YOUR ORGANIZATION IS GOING TO ONE DAY WORK WITHOUT YOU, WHY NOT BE THERE TO ENJOY IT. REACH INTO THE NEXT GENERATION AND LEAVE A LEGACY.

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