In our journey through the stages of growth (Seedling, Adolescent, Disgruntled), we arrive at the final stage that every leader aspires to cultivate in their followers: Maturity. This stage mirrors the plant's development when a substantial foundation is established, and the plant may begin to bear fruit. Another hallmark of maturity is the plant's focus on reproduction, spreading its influence and creating seeds for the next generation. At this point, the plant reaches its full size, and its growth starts to spread outward rather than upward, symbolizing stability and strength.
Just like a mature plant, we want our people to reach the Maturity stage in their development. We aim for them to bear fruit, showcasing their skills and contributing meaningfully to the organization or community. More importantly, we want them to reproduce - mentoring and cultivating the next generation of leaders within their teams, volunteers, and communities. These individuals have high Aptitude and high Attitude, a combination that makes them invaluable assets.
Mentoring Across Development Stages
One key strategy in managing a team of individuals at different development stages is to pair a Mature follower with an Adolescent follower. Mature team members not only know the ropes but embody the organization’s values in their actions and attitudes. With their high Aptitude and Attitude, they are perfect role models for those in the earlier stages of their development. Picture your seasoned festival captain working side-by-side with a new volunteer, not just pounding stakes but sharing their passion for the festival, the organization, and the community. This mentorship nurtures a sense of belonging and commitment in the Adolescent and Seedling followers, helping them grow into maturity.
Conversely, pairing a Adolescent follower with a Disgruntled follower can be detrimental. The negative outlook of the Disgruntled person can easily influence and drag down the enthusiasm of an Adolescent person. I’ve seen instances where a new or developing team member begins to engage with a Disgruntled one, only to be wisely guided away by a Mature community member who steers the conversation toward more constructive and positive topics, effectively shielding the newcomer from gossip, poisonous vines and negativity.
It's important to note that even as Mature individuals advance into new leadership roles - whether as team captains, board members, staff title bump, or board presidents - they often return to the Seedling stage within that new context. A Vice President that graduates up to become the President will go through very similar traits of a Seedling and go through the whole process again. It can be jarring and even disheartening for both the person in the new leadership position, as well as the gardener (you) to see new Captains, Presidents and Leaders stumble as they try to get their footing especially when they excelled so well below them. You might second guess your decision to promote, however don’t be bothered, this is all part of the cyclical developmental plan of followers. This cyclical nature ensures continuous learning and growth, keeping even the most experienced leaders engaged and developing.
Supporting Your Mature Team Members
For those who have reached Maturity, your role as a gardener shifts significantly. Here, you should focus on Empowering through the delegation of responsibilities, offering low support, and providing minimal direction. Essentially, “Get Out of The Way” and empower them to lead! These individuals should be groomed for the next advanced team or leadership position. Your job is to:
Clear obstacles
Identify new challenges for them to explore and create solutions
Cut red tape, bureaucracy, and autocratic leadership behavior from others over them
Encourage Level 5, top 10% leadership from them
And, connect them with those in the Adolescent stage to foster mentorship and guidance.
Assessing Your Team's Growth
To effectively nurture growth within your team, use the gardener analogy to assess where each person is in their development. Draw a large plus sign on a piece of paper to create four quadrants:
Lower right: Seedling
Upper right: Adolescent
Upper left: Disgruntled
Lower left: Maturity
Now, place the initials of your team members in the quadrant you believe they currently occupy. Consider a plan to help each individual grow from their current stage to the next, even those who have reached Maturity. What does each one need from you as a gardener?
By actively managing and mentoring your team through these developmental stages - assessing Aptitude and Attitude along the way - you can cultivate a thriving, productive, and positive organizational culture where every member feels valued, supported, and motivated to contribute. In the end, the goal is to have a community full of Mature individuals who not only excel in their roles but also inspire and guide the next generation of leaders.
Now, let’s pull it all together - find the Plant/Follower Wheel, as well as the Gardener/Coach Wheel below:
