Equipping

Note: This is my last post for 2016. Look for my next Leadership Post on January 9, 2017. Merry Christmas!

I like change as long as I agree with it.

I’m not the only one. That seems to be part of human nature. It is interesting to observe how some organizations embrace change while others are extremely resistant. Why is one group open and the group right around the corner opposed? The attitude of the group can create momentum or kill progress. As a leader, what steps can you take that creates a climate through which your followers embrace needed changes?

1. Change moves at the speed of trust. Therefore, the leader(s) must invest time in personal relationships with the followers. Members or employees have a greater interest in adapting to change when they genuinely love, respect, and therefore trust those leading the way.
2. The leader must model willingness to change. You cannot take others where you are not willing to go. What changes have your followers seen in your life in the last couple of years?
3. The leader understands the history of the group or organization. Change and openness to change is somewhat contagious. Resistance will be greater if few or no changes have taken place in recent years. Constant change and adjustment can actually become part of the culture if it occurs gradually and continually.
4. Solicit support of influencers before introducing change to the whole organization. They will multiply “buy-in” through personal engagement and leadership within the group.
5. Attend to timing and to pace. Change comes easier when it moves forward slow and steady rather than suddenly and quickly. In addition, waiting a few more weeks can make a difference if the issue is not urgent. Time allows you to build momentum and to account for any potential negative implications.

In John Maxwell’s book, Developing the Leader Within You, he provides great detail and additional wisdom on the process of leading positive change in chapter four. I imagine there are changes that need to be made in the organization or on the team you lead. Be purposeful in creating the climate needed to move everyone forward.

Adapted from Chapter Four of Developing the Leader Within You by John Maxwell.

Some people are blessed to be natural born leaders. Good for them. The good news for all others is that leadership skills can be developed. While everyone cannot be a five-star leader, everyone can be a more effective leader than they are right now. Effectiveness requires growth whether you are a natural born leader or a learned leader. The leaders that progress in their skills will likely meet with these three people in the next few months:

1. Someone who is already where they aspire to be in their leadership skills. Leaders learn from other leaders and take the initiative to seek out and spend time with others who are ahead of them on the same pathway. What is it that you need to be better at? What is it that needs to happen in your church or organization in the next couple of years? Who is it that innovates and can charge you up with new ideas for what you are called to do? Do not wait on that person to come looking for you. Take the initiative and glean from someone who has walked your path and is already several steps ahead.
2. Someone who is an effective leader from a different generation. Leaders understand that generational differences are real. However, an effective leader uses those differences to his or her advantage instead of ignoring or complaining about them. A wise leader seeks out influencers who are twenty plus years older and twenty plus years younger to gain better understanding of generational perspectives that strengthen their own leadership and decision making. Obviously, I am not speaking of meeting with five year olds here but within the perspective of where you personally fit in your life stage. Who will you be meeting with soon?
3. Someone who has the potential to be a great leader. Ordinarily this will be someone who is younger but not necessarily. The key task of any leader is to develop more leaders. Of the three leaders, this is the one where the effective leader will purposefully pour much energy and effort. In addition, it will be with multiple prospective leaders because effective leaders understand the power of multiplication over addition. Who is it that you will be meeting with next?

One final word. Meeting? That can be formal or informal. It can be in an office, in a coffee shop, on their turf, in a home, or even in a recreational setting so long as the conversation is intentional. But, it will not be spontaneous (though it may be occasionally). Effective leaders are intentional in what they do and that is why they are able to maximize their leadership.

It’s 2-0. 2-2. 4-2. 6-2……..18-14.  “Would you shut up! Are you the scoreboard or what?” Ouch. I was about fourteen years of age playing in a pickup basketball game calling out the score every time a basket was made when that stinging rebuke came my way. I didn’t think much about it but I was always into details and statistics from early on as you can tell. I like to know where I stand. I hate playing a game where no one keeps the score. It is a waste of time in my opinion. I would rather get stomped in tennis than play and not keep the score. I think details are important.

As an example, I will drive past three gas stations to get to a Quik Trip. My reason? Always clean restrooms, a variety of selections, and quick friendly service. Occasionally I am on the road and stop by a random station with dirty restrooms. Yes, details do matter! Maybe some store owners or managers think a clean restroom is an unimportant detail. But I know that Quik Trip has made a few bucks off of me because they always attend to this important detail. That is what outstanding organizations do. They pay attention to the details. There are no little things to the outstanding organization. Everything matters and everything makes an impression. Everything you do compels your followers and/or customers to become more or less loyal. Pay attention. Don’t neglect the details. By the way. My team  won that pick-up game 24-20J

Adapted from Chapter Forty-Four of John G. Miller’s Outstanding; 47 Ways to Make Your Organization Exceptional

One year ago, Dr. Tom Crites and I were honored to launch the book, Why They Stay. I hope you are well acquainted with this work by now and I must say that we are delighted at how it has been impacting church leaders and parents alike. Just in case you are unacquainted, the book is based on a national research project of 26-39 year olds who grew up attending church. While much has been written about why young adults are leaving the church, Tom and I took a different approach by analyzing why those who grew up and have remained faithful into their adult lives have “stayed.”

The results of the groundbreaking research revealed 15 major issues that church leaders and parents can tap into that magnify the likelihood that their children will remain committed to church into their adult lives. If that is your heart’s desire, I trust that you have read the book or perhaps this has piqued your interest. For those who have read the book, you can help propel the impact of the findings in a couple of ways. Amazon reviews carry a large amount of influence and Tom and I would be very appreciative if you would take a few moments to personally post one. Larger numbers of reviews lead to larger numbers of readers and larger numbers of readers result in more changed lives. Thanks for taking time to do so.

We are also pleased to announce the release of an eight part video teaching series. It consists of eight- thirty minute teaching sessions along with downloadable leader and participant guides. The videos can be used as a ten week (including an introduction and celebration session) Bible study, or in a retreat setting, or a parent conference. Discussion questions are included. Many thanks to Hebron Baptist Church in Dacula, Georgia for embracing this project and funding the professional filming and editing. Did I mention it is free for churches to use? If your church has purchased copies of Why They Stay, you can stream all sessions and download the resources at no charge. This is a great value (about $299) and is our way of giving back and investing in more parents and church leaders in the coming year. Visit www.whytheystay.com to learn more and I hope your church will use these videos with parents and church leaders in the coming months.

For anyone willing to post a formal review on a blog or widely read publication, we would be honored to provide a complimentary copy of the book. Let us know if you or someone you respect would be interested. Researching and writing is one of the ways I seek to maximize my leadership. I hope you are encouraged as I pour into you each week with maximized leadership articles.

Specialist, Consultant, Vice-President, Executive, Doctor, Reverend, Professor, Captain, Chairman, Director…. Pretty impressive, huh? Not really. Having a title does not make one a leader and an effective leader does not get caught up in titles. We all know someone with an impressive title who has little influence and fails to be effective. Titles are not a bad thing and there is nothing wrong with having a title. However, John G. Miller reminds us that “in truly outstanding organizations, it’s not titles that matter, but how well we perform and serve.”

That is actually good news. You can be effective and make a difference from whatever seat in the organization that you are assigned. Perhaps you desire more authority, more “say so,” or more leverage. What can you do? You can serve others, add value to others, and enhance the effectiveness of others from any seat in the organization. Did you notice the pattern in the preceding sentence? Focus on helping others and not only will the organization be more effective, but you will be highly regarded. It is more important to be “highly regarded” by your peers and constituents than to have a title. This attitude is actually consistent with the greatest commandment. Do you recall? The short version; first love God with all your heart and secondly love (care for) your neighbor (co-workers and constituents) as you love (care for) yourself. You may not have the most impressive title or any formal authority, but you sure will make an impression. That is the way you maximize your leadership!

Adapted from Chapter Forty-Five of John G. Millers’ Outstanding; 47 Ways to Make Your Organization Exceptional

One of my favorite sayings about idea generation is as follows: Every good idea eventually degenerates into work! That is so true. In organizational life, great ideas require the time and energy of team members to prepare, promote, implement, and maintain. You need to ask some questions prior to the investment to maximize the likelihood of success or effectiveness. Begin by recognizing three myths about new ideas:

• If the idea is new, it will work.
• If the idea is creative, it will work.
• If prominent organizations or churches are doing it, it will work.

I have seen so many ideas flounder in my years of leadership simply because the thinking was that newness, creativity, or what turned out to be an anecdotal success story were indicators of a “no miss” idea. When an idea does take root and flourish, it Is not because it is new, creative, or because it worked somewhere else. It is important to ask the right questions before implementing a new idea. The answers can save headaches, false starts, failures, and wasted effort. Here are the first two with others to follow next week:

1. How will the new idea help you to accomplish your purpose? I served as a student pastor for over a decade. I often received requests and suggestions that the group conduct fundraising activities for a variety of needs ranging from cancer research to assistance of wounded veterans. These causes are certainly compelling and worthy of the time of volunteers. However, I never allowed these types of ideas to take root. Why not? It was outside the scope of the ministry that I was called to lead. The purpose of the ministry was to make disciples with an emphasis on evangelism and spiritual development of teenagers. While it may have been a good idea, it was not a good idea for the ministry I was called to lead. Effective leaders only accept and generate ideas that are consistent with the purpose of the group or ministry.
2. What is your process? Some ideas need to be vetted through others. In your organization or church, does the idea need the approval or consent of anyone else? Is there an executive leader who needs to sign off on it? Is there a team that you are accountable to? If so, how do you get their permission or affirmation? How do you present the idea to them? How is your relationship with them? That really matters because the better the personal relationship, the greater the trust, and in turn the faster and more likely the idea can move forward. The process can also add accountability and perhaps enhancement to the idea. Some ideas will work best with an overwhelming “buy in” from the members of the organization. How will you make that happen? What is the process?

The point of this is not to “throw cold water” on your ideas. The point is to get you prepared for success. Anybody can have an idea. It takes an effective leader to make it happen. Check back next week as I share four other important questions to ask before adding something new.

Does the name Babe Ruth ring a bell? The avid sports fan certainly knows who that is. Even the less acquainted are likely aware that he held the Major League Baseball record for home-runs for almost forty years before being surpassed by Hank Aaron. During the three years prior to Ruth’s dramatic hitting career, a young pitcher on the same team recorded a 2.28 earned run average as a starter and had a winning percentage of .671. Do you happen to know who that was? Yes, you sports geeks know exactly who I am talking about. The young pitcher was none other than Babe Ruth. Ruth was on his way to perhaps becoming a Hall of Fame pitcher with stats like those.

However, he did not continue to serve the team as a starting pitcher. The coach determined that he would be more valuable playing every day, going to the plate four to six times per game, to drive in runs and give the offense a punch. He did not know that he would set the record for home runs when the change was made. What if he had balked at the decision? (I could not resist the pun.) You may have never heard of him. Who knows how the rest of his career may have gone as a pitcher. He may have excelled or he may have flopped. We will never know. What if he said, “I don’t want to play every day. I like pitching every fourth game.” What if he liked the spotlight of being before the crowd for every pitch instead of only five or six plate appearances?

What about you and your role? Do you like your position in the organization? You should at least have some affection for it and there is no harm in aspiring to greater things. However, a leader should never have the attitude of “I don’t know what I would do if I could not do this job (hold this position).” A growing leader is capable of holding several different positions with a degree of effectiveness and will excel where he or she is placed in the existing organization or in another organization for that matter. For one to possess the attitude that they cannot thrive in any other positon or any other place than where they are is not flattering. Hyper-specialization should not be confused with limited skill sets and lack of personal development. You serve your organization to help accomplish the mission. The mission must be superior in priority to your position. Otherwise, unhealthy internal competition, diminishing competence, and the undermining of your own credibility will result. You will best help those you serve now and in the future by placing more emphasis on the mission and less emphasis on your position. It is commitment to the mission that will get your organization to where it needs to be no matter what your position may be. The mission must take precedence over your position!