Pour: Start giving it away
Have that life-giving conversation.
As you start the Pour step of the Leader Path, you begin with an ICNU conversation. When we see leadership potential in someone, we get to sit down with him or her and say “I see in you…” This envisioning conversation allows you to speak into things you see about your apprentice — things they might not yet see or believe in themselves. It is an incredibly powerful conversation. Imagine the impact of someone whom you respect sitting you down and saying, “I see in you the ability to become a great leader.” (Check out ICNU Best Practices.)
Words matter. What do you see in your apprentice?
Empty your cup
Remember, your responsibility as the Leader Path guide is not to fill the cup of your apprentice, but to empty yours. You have the opportunity to participate in God's work as he develops in your apprentice the Five C’s of Core. You have the privilege to share what you know and have experienced. You are smarter than you think. You know more than you think you know. Your experience is more relevant than you think.
Remember, an apprentice is someone being intentionally developed for leadership through practical experience and relational guidance under a leader to obtain a leadership role or competency. The apprentice model goes beyond traditional mentoring or coaching in that it requires the Leader Path guide to give their apprentice an opportunity to actually lead, then debrief each experience.
The apprentice model is simply:
- I do, you watch, we talk.
- I do, you help, we talk.
- You do, I help, we talk.
- You do, I watch, we talk.
- You do, and identify an apprentice, repeat the process.
70/20/10 is the breakdown of percentages of how a leader develops. Seventy percent of a leader's development will come from the experience of leading (or “on the job training”). Twenty percent will come from coaching and feedback. Only ten percent will come from the content that is consumed!
Why is 70/20/10 so important? It serves as a reminder: After you've shared your leadership experience with your apprentice, be sure to then supply opportunities for your apprentice to lead. Afterward, debrief the experiences with him/her and provide some feedback or coaching: What did they do well? In what area can they receive some additional development from you? Is there something from the Five C’s of Core that needs to be developed further?
We have provided Leader Path resources to help with rounding out the last ten percent of their development.