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Archive for June, 2011
Keep on Keepin On (Part 6 of 8)
Thursday, June 23rd, 2011
The sixth action that will keep you going when you’re ready to quit is to keep moving the vision forward. No one is motivated simply by the desire “keeping it going” every week. What are you moving? Is it just keeping the wheels turning or are you actually moving the vision forward? Daniel Pink notes that people are less motivated by money than by purpose. As a leader we need to understand that we will never rise higher than our ability to lead people. Casting and re-casting vision is a huge component in leading people. One step in casting this vision in such a way as to move it down the court is to show your team that they are needed.
It has been said that the job of a great leader is to work him or herself out of a job. In doing this, the leader creates passion and motivation for those he’s investing in. Not every leader is willing and excited to invest in those around them. They believe that they need to be the only one to carry the vision forward. Let’s look at a few reasons leaders don’t develop other leaders around them:
1. They are insecure
2. They are egocentric
3. They spend too much time with followers
4. They don’t recognize the intrinsic value in leadership development
5. They have had bad experiences in the past
Whatever the reason, not developing those around you can quickly lead to burnout and frustration. So how can we develop those round us? Check this out, it’s a pattern that we’ve all heard and yet somehow we either forget or ignore:
The Process of Multiplying Leadership:
- I do the job myself.
- I do the job with you and you watch me.
- You do the job and I watch you.
- You do the job yourself.
Do you have a plan for leadership development? If a leader doesn’t plan on this development, it usually is neglected. It is up to you as the leader to create an environment to grow leaders. Develop a plan for leadership development. What doe this look like? Here is a brief layout you can follow.
Staff development
1) Skills training – What skills do each individuals need?
2) Reading list
3) Leadership retreats needed
Personal development
1) Skills training – What skills do I need?
2) Reading list
*Check out www.whowillyouempower.com for some great Summit Kits that can help you greatly in developing leadership.
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Reading List June 22, 2011
Wednesday, June 22nd, 2011I just finished a few and thought I’d post my next three.
Just Finished:
Percy Jackson “Olympian Series”
Community that is Christian by Julie Gorman
Counseling Practicum and Internship Manual by Shannon Hodges (required reading… not for fun!)
Next Up:
Onward, how Starbuck fought for its life without losing its soul – by Howard Schultz (Just started)
Building the Bridge as you Walk on it, A guide for leading change – by Robert Quinn
Creating Magic, 10 common sense leadership strategies from a life at Disney – by Lee Cockerell
What are you reading?
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An Incredible Family
Monday, June 20th, 2011
So… it’s been quiet around here for a week or so. Here’ s the deal: We had a chance to take off and spend the week @ Disney… and we took it! Picture in your head if you will: Five days – Five Kids – snacks, shows, a double stroller, one lost cell phone (which we recovered a day later), one birthday girl, late night fireworks, and a very long drive (17 hours one way from Indiana)… And guess what?
We had a blast. I love the fact that our family loves to be together. Two areas that we value as a family are FAMILY TIME and FAMILY FIRST. We saw them both in action this week! It’s not that we didn’t see some “rough spots”, we had those, but over all we keep pushing the values of family time and family first and it showed through bight as day.
Shameless plug:
My wife and I have written a workbook called the Family Road Map. Check it out (HERE). It walks a family though the process of discovering their family Values and Purpose. Aime and I just taught another Roadmap Workshop as well. It’s a great tool for helping parents become purposeful with how they’re leading their family.
Feel free to contact me (HERE) if you’re interested in learning more about our Road Map Workshop or feel free to pick up a copy (HERE)
Last thing: What do you all do to keep your FAMILY FIRST?
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Keep it Real (Part 5-8)
Wednesday, June 8th, 2011
Keep it real
A fifth action that will help you on keep going on when you’re ready to quit is keeping it real. I have a great friend with one big shoe. No, I really do. My buddy Dave had to have a hip replacement a few years back. This hip replacement left him with one leg shorter than the other. As a result, Dave not only has a limp, but he also has to have the shoe on that foot fitted with an extra thick sole a “big shoe”. The good thing about my buddy is that he’s one of the most confident of persons I’ve ever known. I accidently tested this a few weeks back. Despite the fact that we live a few hundred miles apart, we speak on the phone nearly every week. We talk about topics like ministry, our struggles, and our new favorite books. A few weeks ago, I picked up a copy of a great book that I wanted to be sure Dave would read. I called him in the usual way and without think it through, I just asked. “Have you ever read Leading with a Limp by Dan Allender?” It was silent on the other line for a second and then he responded with, “of coarse I have. You know me, always keeping it real!”
This is one of the very hardest things for most leaders to balance. Should I really make myself that vulnerable? Shouldn’t I be the consistent one? What would happen if my team thought I was incompetent?
The answers: yes, yes, and trust me, if you are in fact incompetent, they already know it! Leaders need to understand that there really is great power in honest leadership. Don’t try to be someone you’re not. Be you. Be the best you that you can be. Let me show you the top four traits that every real leader possesses:
1) R – Ready to make some changes. Real leaders understand that change is inevitable in any organization. Change can be hard at times. Sometimes, the person that needs to change the most is the leader. Good leaders know this and are willing to make the needed changes on themselves. It is true that most people are looking for a leader with a degree of competency. The leaders competency is the leader’s currency with the team. When the leader is not confidant, it creates confusion in the organization and confusion will always create frustration. John Maxwell puts it like this: “A leader knows the way, goes the way, and shows the way.” A leader who is ready to change will continually ask themselves three questions:
1. Who are we?
2. What’s our business?
3. How’s Business?
Leaders need to show that they are wiling to learn and adapt. They need to be pliable and teachable. This will not only help them gain the needed competencies, it will also show allow them to show their team that they are a real person with limitations. More times than not, there will be someone on your team more competent then you in one particular area. Why not ask them for help. A good leader would.
2) E – Empathetic to the needs of others. Real leaders are empathetic to the needs of those around them. They possess a compassionate spirit about them. We’ve all heard the cliché “People don’t care how much you know until they know how much you care.” Guess what? It’s true. Even Jesus understood this:
Matthew 9:36 (NLT) “ (Jesus) felt great pity for the crowds that came, because their problems were so great and they didn’t know where to go for help. They were like sheep without a shepherd.”
It is easier to walk away then it is to get your hands dirty. Get them dirty anyway!
People want to feel valued by the people that lead them. In order to truly value your team, you need to:
1. Make people your priority
2. Take time to know your people
3. Give people your undivided attention
4. Really listen
Ask yourself the question: “Am I building people or am I building a dream by using people?”
3) A – Always mindful. Real leaders possess a thoughtful mind.
Proverbs 16:23 (NLT) “from a wise mind comes wise speech; the words of the wise are persuasive.”
Charisma may be the open door for some, but it won’t build a house! Every leader needs to value giftedness but don’t build ministries on personalities. Be sure that whatever you’re communicating, however you’re leading, whether it’s through change or casting a new vision, it’s thought out and valuable. People won’t listen to merely hear what you have to say, they listen to determine whether you have anything of value to say. Two things are always needed to solve problems and cast visions:
1. The right attitude – personality
2. The right action plan – thoughtfulness
4) L – Leading with the gut. I believe that all great leaders possess a sort of sixth sense. Leaders have an innate ability to see what others are yet to see. Sometimes its vision and other times it’s pitfalls. Either way, a leader’s intuition is a source of decision making that most others don’t have. How many times has your gut told you something that you knew was right? Evaluate some of your resent leadership decisions. How often did it turn out you were right? What components did you use in making your decision?
Real leaders lead with their gut… but their gut goes through a few filters. Here are a few of my own personal filters:
1. Is it Biblical?
2. Is it Kingdom Minded?
3. Is it the right thing to do?
4. Does it move us in our vision? (is it purposeful)
5. What is the risk those I lead?
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