Chapter 11: Don’t Keep Score- A Lesson in High Road Leadership by John Maxwell

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In Chapter 11 of High Road Leadership, John Maxwell explores a counterintuitive but powerful leadership principle: “Don’t Keep Score.” In a world where success often seems tied to achievements, titles, and accolades, Maxwell encourages leaders to transcend these metrics and focus instead on building relationships through genuine generosity. This concept is about leading without expecting anything in return, fostering trust, and empowering teams to achieve their best.
* I don't agree with everything John says on this topic. Let me know your thoughts!
Why Not Keeping Score Matters
Leaders who "don’t keep score" focus on others’ growth rather than their own accolades. This approach builds a culture of collaboration, gratitude, and long-term loyalty—elements that drive sustained success in any organization. Here are three main reasons why leaders should prioritize generosity over keeping score:

1. Strengthens Trust and Team Cohesion
   Trust deepens when team members feel that leaders are not focused on personal gain. Maxwell points out that employees who feel genuinely valued and supported are more likely to go above and beyond, knowing their contributions matter to the team rather than just the leader.
2. Creates a Positive Work Environment
   A leader who gives freely creates a culture where generosity becomes contagious. This positive environment encourages everyone to look out for one another, resulting in a workplace with less competition and more cooperation.
3. Builds a Legacy Beyond Individual Achievements
   Leaders prioritizing others’ success over their own leave a lasting impact. When leaders focus on empowering others, their legacy is seen in the achievements of those they support, creating a ripple effect of generosity and success.

Key Takeaways from “Don’t Keep Score”

• Focus on Helping, Not Owing: Rather than feeling owed for past contributions, effective leaders focus on helping people grow.
• Value Process Over Personal Gain: Building strong teams involves valuing the success of others, regardless of whether it directly benefits the leader.
• Emphasize Equity: Fairness and empathy are essential in relationships; they build the foundation for long-lasting connections.
• Trust in the Long-Term Impact: Leaders who invest in others may not see immediate returns, but their impact is significant and often enduring.

Action Steps for Leaders

1. Celebrate Others’ Wins Without Expecting Praise
   Recognize and celebrate team members’ achievements, big or small, without expecting credit for their success. Look for opportunities to highlight others’ work, reinforcing their value to the team.
2. Offer Help Freely
   Approach every interaction as an opportunity to serve. If a team member is struggling with a project, offer support without attaching strings to it. This genuine approach fosters an environment where employees feel comfortable seeking guidance and assistance.
3. Let Go of “I Helped You, Now You Owe Me”
   Help without keeping track of how others reciprocate. Real generosity in leadership is about supporting others’ growth, even if it doesn’t come back directly. Encourage this mindset within your team to foster a culture where help and kindness are freely exchanged.
4. Mentor with Purpose
   Mentoring is one of the most powerful ways to invest in others. Set aside time to mentor team members in ways that are meaningful to them and prioritize their growth and career development over your immediate needs.
5. Encourage Peer Recognition
   Foster a culture where team members recognize each other’s efforts. Implement a system for peer-to-peer recognition that allows colleagues to show appreciation, contributing to a collaborative and supportive environment.

Leading with an open hand and an open heart enables others to thrive without the weight of expectations. When leaders focus on elevating others without keeping score, they build an authentic, inspiring, and resilient team that can achieve far more together than any individual could alone.
Bill Storm
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