Be a Belief Magnet and a Belief Maker

People who are belief magnets and belief makers draw other people close to them. In this video, John C. Maxwell discuss the art of empowering others. After viewing the video, answer a “Questions to Ask” and select an “Ideas for Action” to incorporate into your routine this week.

Ideas for Action

  • This week, try to view everyone you meet in the best possible light. See people as being full of potential, to become whatever they want to. Instead of focusing on faults or weaknesses, focus on strengths and talents. Think about where they can go rather than just where they are right now.
  • If you’re going to ask your team to do something, you need to know how to do it first. When it’s known that a leader isn’t equipped, there is a lack of respect by the employees. Be sure that anything you ask your staff to do, from emptying a trashcan to negotiating a million-dollar deal, is something that you yourself can and would do.
  • Work alongside your team members, training them how to do things the right way. Coach them as you do it, teaching them step by step. Let them take over doing whatever task or project is in question. Observe and give feedback as needed, with the goal of letting them work unsupervised, without your constant attention.
  • Invest in people who invest in people. In other words, put the majority of your time and effort where it will have a multiple yield. Don’t waste time with people who are a dead end, who aren’t going to train or help others. Spend your energy where it will do the most good.
  • Help people believe in themselves and their own potential. Equip them with the resources they need to be successful at your workplace. Ensure they have the right tools, skills, and values to keep moving forward in both their careers and their personal lives.

Questions to Ask

  • What makes you want to follow someone?
  • Who do you think has a significant amount of charisma?
  • How do you make people feel valued? What do you do?
  • Do you find it easy to imagine the best of the people you work with?
  • What eventually happens to the people you train? Do they move up, down, or away?