Empowering Visionary Leaders Blog

3. Ability to recognise talent and empower genius

‘It is only because the majority opinion will always be opposed by some that our knowledge and understanding progress. In the process by which opinion is formed, it is very probable that, by the time any view becomes a majority view, it is no longer the best view: somebody will already have advanced beyond the point which the majority have reached. It is because we do not yet know which of the many competing new opinions will prove itself the best that we wait until it has gained sufficient support.” - Fredrich August von Hayeck

Leaders need to have the ability to recognise talent and to don’t be afraid to back it even when they find opposition. New leaders need to understand that conformism brings danger to their business. Following rules and norms just because reduces the changes for growth and doesn’t update the effectiveness measures that are required for success.

‘No problem can be solved by the same consciousness that created it. We need to see the world anew.’ -Albert Einstein

A leader recognises that a different way of thinking is necessary to evolve. Instead of dismissing somebody because thinks different that you, you are able to welcome differences and are open to learn from others that may be able to see something before you are ready. Leaders bring diversity to their team as they recognise it’s a strength for the organisation. Visionary leaders don’t feel threatened by different opinions they feel curiosity to find new ideas and new ways of thinking and doing. Visionary leaders put their focus on progress and are willing to recognise and reward talent and genius.

‘We cannot become what we need to be by remaining what we are.’ - Max DePree

Visionary organisations build opportunities for every employee to be able to express their opinions and ideas. ‘Idea’s banks’ are part of the organisational culture and these ideas are shared and discussed with respect for the growth of all. These ensures commitment and future growth for the organisation and their people.

‘Once the mind has been stretched by  a new idea, it will never again return to its original size.’ -Justice Oliver Wendell Holmes, Jr.

Let’s reflect for a moment:

1. As a leader, which opportunities do I bring/create to share ideas with my employees/team?

2. How different ideas and opinions are treated in our organisational culture?

3. Do we create bridges between people? or Do we create division?

4. How do we process new ideas? Do we have a system where ideas are welcomed, discussed and rewarded?

5. How do we foster talent growth in our organisation?

6. How do we measure talent leakage?

7. When a employee decide to leave the organisation, do we look to understand the true reasons for leaving or we ignore it?

‘I imagine a school system that recognizes learning is natural, that a love of learning is normal, and that real learning is passionate learning. A school curriculum that values questions above answers…creativity above fact regurgitation…individuality above conformity.. and excellence above standardized performance….. And we must reject all notions of ‘reform’ that serve up more of the same: more testing, more ’standards’, more uniformity, more conformity, more bureaucracy.’- Tom Peters

An organisation is like nature, either grow or die. Brain drain is one of the symptoms of an organisation with serious heath issues. If we fear the future we will miss the present.