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Leadership Interview
Maverick Agpoon
School of Business, Liberty University
BUSI 240_005_202440
Professor Boyce
November 13, 2024
Abstract
The article reviewed looks at John C. Maxwell’s 5 Levels of Leadership, a summary of
things that categorize leadership development from different workplace roles that create
business success. This model relates to my interviewee, Andy Cowan, and his look at leadership
from the interview that I conducted, where his priorities revolved around employee growth,
open communication, and team-building activities. This perfectly fits Maxwell’s Level 4
approach,
“People Development.” Cowan’s focus to develop and keep a positive work culture aligns with
Maxwell’s view that true leadership is about motivating and encouraging others, building a
foundation for success in his company’s long run.
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Andy Cowan is the Chief Operating Officer (COO) of Hall’s Culligan Water and PrairieFire
Coffee. They specialize in providing water to businesses and households across several states,
providing services such as water treatments, water systems, and bringing clean water
communities around them. Cowan has been a part of Culligan for the past thirty years, spending
the last seven as the COO.
Cowan follows a transformational leadership approach. As that type of leader, he focuses
on employee growth and motivation through professional development, leading his team by
building a supportive and growth-oriented environment (Northouse, 2018). His leadership
distinct through the structured coaching sessions he conducts for new managers, his assistance
to employees and team members when they need support, and his approach in always
celebrating their achievement. Cowan really values direct communication, stating that honest
feedback is what drives performance and builds trust within the business. This aligns with
Maxwell’s assertion that leaders in higher roles have a genuine interest in their employee’s
development.
With Maxwell’s Level 4 People Development approach, we can see Cowan actively
working to develop his employees, so they can promote from within and to guarantee they feel
supported and empowered. For example, Cowan has a focus on individualized motivation
strategies and has increased his team of direct reports from four to seven within the past few
years, demonstrating a significant investment in leadership development and organizational
structure. Cowan’s focus on assembling a positive team culture through different team-building
activities and accessible leaders proves Maxwell’s Level 4 approach, which stems from the
improvement off the capabilities and the experiences of his team.
For Cowan to progress from Level 4 “People Development” to Level 5 the “Pinnacle,” we
must see the obstacles they face. I found during the interview when I asked about challenges in
his position. He said their biggest challenges were employee retention. He oversees more than
forty dealerships across the country, so he deals with numerous employees. He must work hard
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to keep the communication level at a high level with my team being spread across the country.
With this information I thought of a couple of strategies. First, he could grow his influence by
mentoring future leaders apart from his immediate team, fostering a company-wide culture of
leadership development. By implementing these values more broadly, Cowan could leave a huge
mark that strengthens organizations even past his direct contributions. Second, he could engage
more actively in organizational or leadership events, sharing his understanding on matters like
employee retention and effective communication. This would give him the opportunity to reach
a broader audience and establish himself as a well-respected leader in his market.
A Bible passage I found that brings relation to Cowan’s journey is Proverbs 27:17, which
says, “Iron sharpens iron, and one man sharpens another” (English Standard Version). This
passage encourages leadership with the inclusion of also being a mentor and growth through
mutual support. This aligns with Cowan’s goals of building an environment where his team and
all the employees can constantly learn and improve. By accepting this wisdom, Cowan can
strengthen his leadership role as not only a mentor, but a developer of people, solidifying a
foundation for them to build on to create success.
Andy Cowan’s leadership approach towards team development aligns with Maxwell’s
“People Development.” He prioritizes motivation, individualized guidance, and open
communication, creating a positive and healthy work environment that constantly strengthens
his team. There is always room to improve, but it seems like Cowan knows the steps ahead.
Hall’s Culligan Water wouldn’t be as successful as it is, if it weren’t for the constant team
building and communication to further enhance their motivation to always grow within the
business.
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References
Bible Gateway. (n.d.). Proverbs 27:17, English Standard Version.
https://www.biblegateway.com/passage/?search=Proverbs%2027%3A17&version=ESV.
Maxwell, J. C. (2011). The 5 levels of leadership: Proven Steps to maximize your potential. Center
Street.
Northouse, P. G. (2018). Leadership: Theory and Practice. (8th ed). Sage Publications.
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