What is My Calling?

There is the leader one is and the leader one is meant to be.  According to Richard Leider, the key to having these two leaders meet is asking the difficult question, “What is my calling?”  Asking this question requires courage to look inside oneself, identify one’s strengths and talents, and explore how to offer those strengths and talents to others.  Recognizing one’s own calling is only the first step, however, truly great leaders are able to recognize the potential in those they serve and help them discover the leader they are meant to be as well.

Leider defines calling as “the inner urge to give our gifts away.”  Therefore, when one asks “What is my calling?” he is really asking, “What gifts do I possess, and how can I offer these gifts the world?”  Answering this question requires a lot of introspection and honesty.  It also emphasizes the principle that good leadership starts with the self.

One’s own life must be transformed, one’s own questions answered, before one can hope to successfully lead others.  As the old adage tells us, “One cannot give away what one does not possess.”  It is only after one takes the time to explore his or her own strengths and stewardship of those strengths that one’s full potential can be reached.

After understanding one’s own strengths and talents, true leadership requires the ability to help one’s followers identify their strengths and talents.  Why?  Because a great leader knows and responds to the differences in calling and gifting among the people he or she serves.  This allows the leader to pull together a team whose sum is exponentially greater than all its parts.  Or, as strengths expert Marcus Buckingham puts it, “There are no well-rounded leaders, only well-rounded leadership teams.”

In the end, asking oneself “What is my calling?” is the key to unleashing the vast potential inside oneself, and then, inside others.  It is the key to transforming the leader one currently is into the leader one was designed to be, and the results are sure to be remarkable.

*Richard Leider, “Is Leading Your Calling?” from Leader to Leader, Winter, 2004.

Why Does Leadership Development Matter?

Times are tough.  We are in the middle of a recession.  That’s the truth and there’s no getting around it.  As an executive you may think, “Yes, I believe leadership training and organizational development work is important, but I just can’t afford it right now.”  Well, think again.

According to the world-renown research institute, the Gallup Organization, businesses that have optimized employee engagement have 2.6 times the earnings per share (EPS) growth rate compared to organizations with lower engagement in their same industry.  On the flip side, within the U.S. workforce, Gallup estimates the cost of disengaged employees to be more than $300 billion in lost productivity.  Ask yourself a question—can you afford that?

What makes an employee “engaged?”  Engaged employees sense alignment between an organization’s vision, values, and everyday practices.  And most importantly, engaged employees have the opportunity to do what they do best everyday—they work from their strengths.  In fact, Gallup reports that employees who have the opportunity to “focus on their strengths every day” are six times more likely to be engaged in their jobs.

Inta-Great will come along side you and help your organization create alignment around a clear vision, mission, and values.  We also have programs designed to help your employees become more self-aware, understand what their strengths really are, and learn how to communicate those strengths to you and their peers.  But it can’t stop there—for real change to take place you need to know what to do with that information.  That is why Inta-Great offers services to help you achieve organizational transformation.

The last thing very successful companies have in common is great leadership.  Credited leadership expert Jim Collins has found that great leaders—“Level 5 Leaders”—garnered stock returns at least three times the market’s for 15 years after a transition period So while it important for your employees to be engaged and working out of their strengths—it is important for you as well.  Organizational culture is created from the top down; therefore, Inta-Great offers many services and programs for C-level leaders.

There is one important caveat—this is not a “quick fix.”  Transformation is a process not an event Real change takes time and commitment.  It is not easy, but our team at Inta-Great promises to support you and provide you with all the tools you will need as you grow yourself and your organization to greatness.