Transformational Persistence

"If we want to produce lasting positive change in the lives of the people we lead then we need to invest time and effort that are of the same caliber of the results we’re seeking."

In A Leader's Journal, I share my personal reflections on leadership at the intersection of faith and work. I pray these articles would serve as encouragement for you, whether you are a young leader like myself or a seasoned one. 

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We’ve all been there. We’re at yet another 1-on-1 with a team member who just doesn’t seem to get it.

It’s usually a somber mood. It’s as if manager and direct report are already saying their goodbyes through their sighs.

You’ve done everything “right.” You’ve explained the expectations, you’ve painted the big picture, you’ve even gotten into the weeds to help them figure out a job you had years ago.

What’s your next move? Is it time to wave the white flag and deem the direct report a lost cause?

In most cases like this, corporate dogma says, “yes.” Follow down this path and soon you’ll be interviewing someone new and that direct report will be looking for work elsewhere.

It’s just the way it is, but does it have to be?

I own the fact that I’m young, and so I may be accused of having the optimism that comes from being a younger leader.

But I don’t think I’d call the alternative I’m offering just plain optimism.

Granted, I am an optimist, and I think the best leaders are optimistic. Let’s face it: it’s quite hard to follow a pessimist. 

Someone who sees rain clouds on a perfectly sunny day isn’t truly going to inspire you to reach the next level of your potential.

What I’m proposing here is that leaders need to be transformationally persistent.

To be persistent in this way has nothing to do with ourselves or own goals; I’m proposing we be persistent with our team.

Persist when it comes to their professional development. Persist so that they reach their potential.

Persist with your people to a point that it becomes transformational. So much so that in a year, they won’t recognize the professional they once were.

Ultimately, this is what people hunger for! Leaders that are dynamic and selfless.

Leaders who are committed to seeing their team members grow. Is it the expectation? Not most of the time.

But it’s not the expectation, because it simply isn’t the norm. And we all know why that’s the case: leading is tough and adding a careful, dedicated approach to people management makes it all the more taxing.

“Can’t we just be cordial? Can’t we just give our pep talks once a quarter?”

If we want okay results then sure! If we want transformational results then no. It’s about more than just a pep talk. 

If we want to produce lasting positive change in the lives of the people we lead then we need to invest time and effort that are of the same caliber of the results we’re seeking.

The ultimate example of the relentless leader is Jesus.

Jesus leaves the 99 in search of the one. When the world would think, “that’s a lost cause,” Jesus looks with caring eyes and pursues those who are His.

He cares for us in a way that even the best earthly father can’t measure up to.

If only we strove to be more Christ-like in our leadership! If we were willing to put our priorities second for the sake of someone else's growth. The moment we’d do so would be the moment breakthroughs could happen.

Is everyone the right fit? No, the truth is they’re not.

But is every person, as a human being, worth being transformationally persistent for? Yes, they most certainly are.

And I want to be remembered as a leader who transforms others, not one who treats people like a means to an end. Don't you, too?

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