Equipping

An organization is no stronger than the members or employees that make up the team. Many qualities are essential to effectiveness but not all are equal. Skills are certainly important. I also want team members who are time conscious. It is important that team members are cooperative and manageable. But there are more important skills that need to be identified and prioritized and when done will take care of many other issues. Here are four that I find to be essential to maximize the leadership of your team:

1. Attitude over Skills. This one in my estimation is the most important. Though someone may be educated, intelligent, possess degrees, and know how to do a job, a bad attitude distracts, can cause chaos, and diminishes the work of everyone present. Everyone has a bad day now and then. Some people seem to thrive on drama, negativity, and cynicism. I will not tolerate that. A person with a great attitude will work hard to develop the needed skills. A person with a bad attitude may have skills but they are toxic to all of those they work alongside. Attitude trumps skills.
2. Productivity over Punching a Clock. I recently spoke with a young leader who complained that one of his direct reports comes in later in the morning than most employees. The person being referred to also had many evening responsibilities as part of his job. I pointed out that the question was not what time his report was arriving but was the job getting done? I would rather have a hard-working go-getter with a whatever it takes attitude coming in mid-morning (again, assuming the job is getting done) than someone who punches in on time every day and darts for the door at exactly the end of the formal work day. The reality is that some people get more work done in an hour than a clock puncher gets done in two hours because of their diligence, time management skills, and applied talent. Going the extra mile is not measured by the front end but what the person does with and beyond responsibilities.
3. Initiative over Manageable. Being cooperative, manageable, and a team player is essential. The most effective team members do something above and beyond that. They take initiative. These team members think ahead, plan ahead, and do not require micro-management. They are not rebels because that does not work in the context of teamwork. What they do is understand the mission of the organization, their role, and they are in second and third gear before most people are getting started.
4. Authentic self-evaluation over Excuse Making. We all have reasons and excuses when things don’t go well. Sometimes leaders must confront team members for mistakes, errors, or deficiencies. Before you meet with this type of leader they have already self-analyzed and determined self-corrections and action plans to correct, reverse, improve, minimize damage, and circumvent in the future. They are not upset by a confrontation because they are harsh on themselves wanting to get things right and do their work with excellence.

 

A leader or team member like this is hard to find. I assume these qualities are marks of your work if you are reading this. If not, evaluate, change, and allow these traits to maximize your leadership.

 

Home Field advantage? Did you know that teams in all sports on all levels win more games on their home field than they do when playing on their opponent’s field? Certainly, you can win on the road and you can lose at home but the likelihood of winning and losing is affected by the location of the game. Did you know that research shows that you can give your child a “home field advantage” in their faith? It does not guarantee that they will never stray from faith but it is much less likely.

 

Over the last three months I have shared three videos designed specifically for parents but beneficial for any and all who care for teens and kids. The January video was the Driver of a Sticky Faith. I followed up in February with a second video that described The Power of First Steps. The third in March was entitled Balancing Bonding and Boundaries. These videos are based on the research conducted by Tom Crites and I to discover what keeps kids connected to church into their adult lives and published in our book, Why They Stay.

 

April is now here and I want to invite you to view the fourth video in the series. In this thirty-minute video I am speaking to parents about proven things they can do that give their children a spiritual home field advantage. You will discover the Biblical roots as well as the research that supports the principles you will learn. Trust me when I tell you that you will be encouraged as a parent, better equipped to help your children as well as other parents, and learn principles that can maximize your leadership. Here we go…

 

Robert Kaplan states that “almost without exception, successful leaders go through significant periods of time in which they feel confused, discouraged, and unsure of themselves and their decisions.” They will not likely appear confused, discouraged, or unsure in front of their followers and they shouldn’t. The followers pick up on queues from the leader and they always need to see a confident and steady hand. However, the reality for the leader is responsibility, dealing with lots of problems, critical decision making, frequent second-guessing by others, criticism if bad decisions are made, and even criticism when good decisions are made. How do they overcome those periods of uncertainty?

First, they keep focusing on both the vision and priorities. They know what they are because they helped to craft them. If he or she owns a business, they may have established them unilaterally. If one leads from the middle, he or she can quote the vision and list the priorities without exception. Both the vision and the priorities keep everything moving in the right direction even when the fog of uncertainty seems to briefly confuse and distract.

Second, they manage their time well. This skill allows them to place their greatest energy on the things that make the greatest difference. Those who are more entrepreneurial and less administrative may enlist or employ someone to keep their time well ordered. That person could be a chief of staff (by any title), an executive assistant, a gifted secretary, or an associate. A mismatch between time spent and priorities will only add to discouragement, confusion, and lack of forward progress.

Third, they give and receive feedback. They surround themselves with people they trust who can push back, disagree, and play the “devil’s advocate.” The key is “trust.” Some people disagree and criticize to undermine the leader. That is called “insubordination” and is a fire-able offense. Other people disagree and critique even more adamantly but do so in order to strengthen both the leader and organization they serve. They will state their point, argue their case, seek to influence, but the leader knows that ultimately, they are loyal and will implement the decision that the executive or key leader has the right and responsibility to make. Less confusion and doubt abounds when trust is developed and honest feedback is received.

Fourth, they make sure everyone in the organization is aligned around a common vision and priorities. It is the responsibility of the leader to communicate them, evaluate based on them, and to align everyone around them. The larger the organization, church, or business, the more difficult this task will be. Groups inside the organization will always gravitate toward “silo-ing” in their departments or ministries. The effective leader keeps his or her foot on the accelerator and leads toward total alignment always.

Fifth is the most important in the world in which I live. For those who lead a church or Christian organization, prayer, time in God’s word, and the pursuit of Godly wisdom is paramount. For those in the secular world, I personally believe you would likewise benefit greatly. In any case, you will get confused, discouraged, and unsure at times. You are not alone. Hit the reset button and renew your focus on the most important things and you will be on the way to maximizing your leadership.

Some points adapted from chapter one of Robert Kaplan’s What to Ask The Person in The Mirror.

 

“Human beings are social animals. They want to belong. They want to be part of an organization that has meaning and by extension, helps give their lives meaning.”    – Robert Steven Kaplan

 

The vision of your organization, church, or business serves to inspire, give direction, keep you on course, and assist in prioritizing and decision-making. It clearly communicates where you want the organization to be in the future years and points everyone in that direction. It differs from your purpose which is unchanging. The vision adapts and even changes over time but it should never be unclear what it is at the present. What is your vision for the group, team, or organization you lead? Does everyone know what it is? Here are several ways that leaders undermine their own vision resulting in uninspired followers, fewer followers, confusion, unclear priorities and poor decision making.

 

1. When the key leaders neglect relationships. What does that have to do with “vision” you might ask? People will not care about the vision if they do not care about and respect the leader…. personally. Articulating a vision is a wasted concept if they cannot trust the person who is trying to lead them there. Vision is an important tool but relationships are an imperative vehicle to get you there.
2. When you fail to serve people. Every organization has customers. Businesses have vendors, clients, and shoppers. Churches have members and a community that they desire to impact. Organizations have Boards, volunteers, financial contributors, and followers. They are all customers though that may not be a term that feels right whenever you make reference to them. The term in this instance is intended to summarize those people internal and external to your organization who interact through leadership, support, or financial interactions. Treating customers poorly, by whatever language you use to describe them, will turn your vision into nothing more than a cliché on a bulletin board or a brochure.
3. When you fail to adapt and innovate. “Retro” can be fun, create sentimental feelings, and even feel comfortable as you grow older. However, it can always sabotage your vision. When those you lead are more focused on the experiences from the past than the possibilities of the future, you are destined for decline. Do not confuse this thought with maintaining focus on fundamentals and being driven by principles. On the other hand, innovation in and of itself will not make you effective. Core values are critical but stagnation is limiting at best and devastating at worst. You live in a changing world and failure to adapt to advancement makes your vision appear as irrelevant. If you don’t believe this is true, drive down to the Blockbuster Video Store in your neighborhood and ask them.
4. When you do not align all key players around the vision. Have you ever been in a tug of war? While it can be a fun competition, it is not the wisest way to experience advancement. How would it be different if both teams pulled from the same side? Do you have several departments, divisions, ministries, teams? Are they all pulling you toward a common vision or are they pulling in their own direction? If so, they are likely pulling against one another. Failure to share the vision and to keep key leaders, staff, or employees pulling in the same direction makes the vision only a dream instead of a future reality.

I assume you have a great vision and you should. Don’t make these mistakes that inadvertently get in the way of where you ultimately desire your organization to go. Avoid these and you will maximize your leadership!

 

Some portions adapted from Chapter One of Robert Kaplan’s What to Ask The Person in the Mirror.

 

I like change so long as I agree with it!

 

That line always gets a laugh when I preach or speak to a group and the subject of change arises. Change is always taking place in today’s culture and the rate of change has certainly increased. Here are four quick facts that I have learned about change.

 

1. Change is normal.
2. Change should be expected.
3. Change is an opportunity.
4. Change is a challenge that will reveal both your character and the level of your leadership ability.

 

I would add that not all changes are equal. Shifting a weekly staff meeting to an earlier starting time is not the equivalent of resource losses that result in the release of staff members from employment. Some changes such as the latter are “severe.” What do you do when your organization or church experiences severe change?

 

1. Revisit the vision and purpose of your organization or your church. Does this change affect that vision? The answer will ordinarily be “no.” Therefore, it is important for you to focus more intently on the vision and purpose and just as importantly to help others on the team to do likewise.
2. Re-communicate the vision and priorities. You will likely need to do this frequently during severe change. You may need to re-prioritize for a season or even permanently depending on the nature of the change. Everyone needs to do this but the higher up in the organization or the team the greater the responsibility. However, if you are unsure, don’t assume anything. Take the initiative to pull key team members together and clarify the priorities and then err on the side of over communication. This exercise will not resolve every challenge but will serve to increase stability during the change.
3. Be conservative with resources and aggressive with strategy. I do understand the irony of this point but both are equally important. Perhaps the change is not related to a financial crisis. Don’t let it become one by being undisciplined about resources when things get shaky. On the other hand, if you do not push forward with strategic plans to the degree that it is possible, you will lose customers or followers who may inadvertently assume you are shutting down, backing up, or that you have lost your passion and vision.
4. Take an account of your own leadership journey. Change, and more importantly severe change, will reveal a lot about you. If you want to see someone’s true character, watch how they conduct themselves when the going gets tough. The experience of change and severe change is necessary for you to develop into the leader that God intends for you to be. How will you do? Or, how are you doing? You don’t have to like the change or even agree with the change to embrace the opportunity to measure your journey, to grow in your leadership skills, and to prepare for future changes. That’s right. More changes stand in front of you and many will be severe. For the effective leader, it is an opportunity to maximize their leadership.

Last week I wrote the first of four posts introducing you to three of twelve books that have made me a better leader and give balance to my life and leadership. Go here to see the introduction if you missed that article. [Click Here] In addition to daily Bible reading, I am sharing a list of twelve books. Admittedly the list is not exhaustive, the books are not all literary classics, and the list is broadly alphabetical and not in priority order.

Do you desire to grow in your leadership? Do you want balance in your relationships as well as skill in your leadership? If so, the first three I recommended included Boundaries by Cloud, Developing the Leader Within You by Maxwell, and Developing the Leaders Around You by Maxwell. Here are numbers four through six:

4. The Five Dysfunctions of a Team: A Leadership Fable by Patrick Lencioni. The writer takes you on a fictional journey documenting the challenges of a new supervisor taking over leadership of a struggling group of employees. The book is secular, but the principles you will learn are applicable to any group, congregation, staff, or organization that aspires to function more effectively. It will be an enjoyable read, worth the time, and will improve your leadership ability if you absorb the lessons he teaches.
5. The Five Love Languages: The Secret to Love that Lasts by Gary Chapman. What has this got to do with leadership? An effective leader has a healthy balance in life and no relationship affects that balance more than the connection with your spouse. This book will strengthen your marriage, but it does more. It is important for a leader to know what motivates and inspires people. This book will not only strengthen your marriage, but will help you to be a better parent, stronger in relationships, and more skilled at leading a staff, team, and/or organization.
6. His Needs Her Needs: Building an Affair Proof Marriage by William F. Harley Jr. So here is the second book of twelve on marriage that I submit will strengthen your leadership. It is a classic in my opinion and should be read by singles, engaged couples, and married couples alike. Leadership rides on the rail of strong relationships. Males and females have unique needs and the book addresses specifically how those apply to a marriage, but you can draw more general clues to the leadership of the opposite gender if you have the wisdom to make appropriate application. It is worth the read simply to strengthen your marriage or to prepare you for the possibility in the future if you are single or divorced.

That’s three more books that will maximize your leadership. I have six more to go. Don’t miss next week.

Last week I wrote the second of four posts introducing you to books four, five, and six of twelve that have made me a better leader and give balance to my life and leadership. Go here if you missed that article to get caught up. [Click Here] In addition to daily Bible reading, I am sharing a list of twelve books. Admittedly the list is not exhaustive, the books are not all literary classics, and the list is broadly alphabetical and not in priority order.

Do you desire to grow in your leadership? Do you want balance in your relationships as well as skill in your leadership? If so, here are books seven, eight, and nine:

7. How to Win Friends and Influence People: by Dale Carnegie. This book has been in print for over seventy years and is a timeless classic. For those who lean toward any degree of introversion, this book is a “must.” You cannot lead from introversion. You must grow out of it. You will benefit no matter your temperament. Developing healthy relationships can make you more effective cross-generationally, cross-culturally, and in any environment in which you aspire to inspire others.
8. John Adams: by David McCullough. I would guess that this may be the biggest surprise in my list. Why do I recommend it? McCullough does a masterful job of presenting accurate history as a drama. Here is a book where you can live the birth of the United States, while observing sacrifice, integrity, leadership, rivalry, relationships, love, loyalty, and faith. It is not a Christian book, but it is a great book for a Christian to read as well as anyone who aspires to greater leadership.
9. The Purpose Driven Life: by Rick Warren. This would perhaps be the first book I would recommend if I were to list a priority order. The most excellent leader understands that he or she is not only body, emotions, and possessor of skills, but that they have a soul that must be nurtured. Understanding this dynamic can propel your leadership beyond your natural abilities. I consider myself living proof of that fact. Read it for yourself and you will see.

That’s three more books that will maximize your leadership. I have three more to go. Don’t miss next week.

Last week I wrote the third of four posts introducing you to book seven, eight, and nine of twelve that have made me a better leader and give balance to my life and leadership. Go here if you missed that article to get caught up.  [Click Here] In addition to daily Bible reading, I am sharing a list of twelve books. Admittedly the list is not exhaustive, the books are not all literary classics, and the list is broadly alphabetical and not in priority order.

Although this will conclude my list of twelve books I will have more to share in a couple of weeks. Be watching for my list of books that can help propel your leadership forward to keep you effective in the future.

Do you want balance in your relationships as well as skill in your leadership? If so, here are books ten, eleven, and twelve:

10. The Strong-Willed Child: by James Dobson. The most important level of leadership you provide is in your home and perhaps the toughest is that to your own child that may be born with a temperament that has no intent on following the path you desire. The parent of a compliant child needs little to know instruction. The parent of a strong-willed child needs constant encouragement and intervention. What does this have to do with leadership? Anyone can lead those who are willing. The best leaders also inspire and influence those who are initially unwilling.
11. Total Money Makeover: by Dave Ramsey. This book in my estimation is the best Money Management 101 resource you will ever find. The principles do work and my personal finances are a living testimony to what Ramsey teaches. This book was required reading for my daughters upon college graduation. No matter your age or life stage, this book will make you stronger. You will never be able to lead others if you cannot manage your own life and your personal finances are a great test of your abilities. If you can’t manage your own life, why would I want you speaking into mine?
12. Why They Stay: by Steve R. Parr and Tom Crites. I stated transparently in the first of these four articles that I intended to include one of my own books. The research from this book profoundly impacted me personally and is touching lives everywhere. What is it that churches and parents can do to keep their children connected to the church into their adult lives? The book makes you a better parent, a better spouse, and yes, a better leader, particularly in your local church. Remember that my list is about “balance.” I unapologetically recommend it and here is why. As a leader, if I do not believe in what I do, then why should you? That last sentence is another subtle lesson in how to maximize your own leadership.

That’s three more books that will maximize your leadership. Stay tuned in a couple of weeks when I share a couple more that you need for future effectiveness.

There are two critical mistakes that parents make in the transference of faith to their children. The first is to impose faith in such a way that the child grows up with a false sense of assurance because they have never genuinely embraced faith in a personal way but rely on what their parents did or rituals their parent’s took them through. The second mistake is to have a mindset that “the child can decide for themselves about religion and faith” and to back away from clear guidance. Where is the balance? How can a parent lead in such a way that the child’s heart is open to personal faith in Jesus Christ without imposing or neglecting it?

About a month ago I shared a video called “The Driver of a Sticky Faith.” Today I want to invite you to view the second of eight videos that I am spreading out over the months where I personally address parents about helping their children develop a faith that grows throughout their lives. Whether you are a parent, grandparent, or an adult who loves teens and kids, this presentation will be of great value to you. Whoever you are and whatever you do, I can assure you that viewing this thirty minute video is another way to maximize your leadership! I hope you will share with others.

You can view more right now under the “why they stay” tab at www.steveparr.net.

“When you come to a fork in the road, take it!” That is one of many memorable quotes by the infamous Yogi Berra. Life will bring you to many forks in the road at which point you must decide whether to go to the left or bear to the right. Sometimes the decision is whether to continue or whether to quit. Whether at work or in a volunteer role such as service in a local church, the time for decision will ultimately confront you and you must determine whether or not to quit. Leaders understand that the way you choose to quit can be equally as important as the decision to quit. How do leaders quit?

First, leaders do not walk away without notice. They take responsibility for the transition and go to great pains to make sure bases are covered even after they are gone and have no further obligation or responsibility. Therefore, they never walk away without giving their leader, supervisor, or organization ample notice to cover all bases and to begin steps for transitioning to new leadership. I have known leaders to resign on the spot or to announce they are walking out the door and won’t be back. This approach is particularly difficult for the leader who has been mistreated or gone through a difficult experience. But when leaders take the fork in the road, they seek to take the high road on the way out.

Second, leaders do not mentally check out before they physically depart. Are you considering a job or ministry change? Is a church, organization, or recruiter conversing with you about the possibility of making a change? Is your resume out there as a sign that you are open to new opportunities? There is nothing wrong with contemplating other possibilities. No one stays in their position forever. However, if you are careless, weeks and months, if not years can go by with you minimizing your productivity and effectiveness because your eyes are on greener pastures. Here is the key. Always serve in your position with a twelve-month mindset. If you were to leave, your successor should have all they need to carry on for their first twelve months. That approach will have both the benefit of keeping you more focused and helping the person who comes behind you.

Third, leaders do not quit without honestly seeking to resolve personal disputes. People do disagree and there are always two sides to every story. Perhaps the circumstance is irreconcilable. However, for the spiritual leader, it will not be the result of lack of humility, lack of effort, or a genuine attempt to make things right even if he or she knows they will be moving on to other areas or places of service. The reconciliation may be attempted immediately or sometime later after a season to allow things to cool off. No one is served by holding a grudge and the spiritual leader seeks to “be at peace with all men.”

Fourth, leaders do not quit without a plan to serve elsewhere. I am not talking about retirement at this point. More specifically, I see this often happen with volunteers. For example, in the life of the church, I have seen Bible Study leaders quit with no new place to serve. To make matters worse, I have occasionally known some who dropped out of church altogether. Here is the problem. They undermine everything they have taught their followers about commitment and obedience while they were leading the Bible Studies. In reality, spiritual leaders never quit. They simply move from one opportunity to another but you never find them quitting with no new goal, challenge, or task in mind.

Whether at work or in a volunteer role, everyone will quit eventually, and most often with good reason. Don’t just think about whether to quit but how to quit. Be cautious not to undermine your influence and leadership by quitting the wrong way. Otherwise you will fail to maximize your leadership.