Growth

“Do you think a church can be too big?” That is a question that was posed to me by a church leader. I have been privileged to minister in churches of all conceivable sizes as well as to serve on the staffs and as interim pastor in churches that ranged in attendance from less than fifty to well over 4,000 in weekly worship participation. Churches of every size possess unique advantages and disadvantages that I have come to appreciate over the years.

Yogi Berra, the Hall of Fame baseball player and coach once remarked: “No one ever goes to that restaurant any more. It is always too crowded!” Apparently, a lot of people enjoy attending larger churches and that accounts for why they are so big. Should a congregation be small, medium, or large? The Bible never prescribes the ideal size of a local congregation. There is no “wrong size” church. Thom Rainer recently pointed to a move toward smaller worship gatherings as a growing trend. Many people avoid attending larger churches because they have a deep concern for the relationships and the intimacy that a smaller congregation can provide. This desire for closeness is a legitimate need.

Can a church be too big? It can for “some” people. You could also ask, “Can a church be too small?” Again, it can be for “some” people though the Bible does not say. It is not the size of the church that makes the difference. It is the size of God that matters most. God does big things through small churches. The reality is that opportunities for ministry and evangelism are actually enhanced by the fact that congregations come in all sizes. People are internally wired with differing combinations of temperament, experience, culture, education, personality, giftedness, intellect, and preferences. The differing blends create a variety of needs. Some people’s needs can best be met by a smaller congregation while others can be addressed more effectively by larger churches.
Every congregation, regardless of size, has a responsibility to obey the Great Commission and the Great Commandment. All congregations should seek to make disciples by engaging the members in prayer, evangelism, equipping, fellowship, worship, and ministry in the same manner that the earliest congregations did as described in Acts 2:42-47. It is often easier to minister to everyone in a small congregation and it can be easier to reach larger numbers of people for Christ with the leadership assets of a larger congregation. However, the criteria for responsibility is not based on the size of the congregation, but on the teaching of the scripture.

All congregations, large and small, should seek to effectively minister to their members as well as to reach out to their community with the gospel of Jesus Christ. The critical question is not, “can a church be too big?” The real question is, “can a church lose focus?” The answer is “yes” whether a congregation is large or small. The aim is to provide personal ministry to the members while proclaiming the message of salvation to the community without neglecting either. That is a great challenge for a congregation of any size. I challenge you to leverage your leadership to engage your members in doing both whether your church is large or small. The size of the congregation will resolve itself if the focus is correct!

Do you have “Frustrated Followers”? Sometimes you can do the right thing or make the right decision and still frustrate your team members. However, you want the frustrations they experience to be the exception rather than the rule. Frustrated followers will ultimately under-produce, walk away, or undermine the leader whether intentionally or unintentionally. John Maxwell, in his book Developing the Leader Within You, suggests seven ways that leaders frustrate followers. They are based on a survey conducted by J.C. Stachle and are listed in order of importance. All of these are avoidable. My comments are in italics. Here they are:

 

1. Failure to give credit for suggestions. An effective leader is more concerned with the progress of the organization, the development of the team, and the fulfillment of the mission than who gets credit for particular ideas. On the other hand, please be sure that you do not get too caught up in who gets credit if you are a team member. An effective leader will share credit for victories and take responsibility for defeats.
2. Failure to correct grievances. If you are a leader, you are a problem-solver. Your ability to discern the depth and validity of complaints along with the determination to correct grievances endears you to your followers.
3. Failure to encourage. Encourage, praise, encourage, praise, rebuke, encourage, praise. Encouragement and praise must always outweigh rebukes although the ability to rebuke and correct are also critical skills.
4. Criticizing team members in front of other people. That speaks for itself. Surely you would not do that. Would you?
5. Failure to ask team members their opinions. Leaders continually make decisions. Even the smartest and most educated leaders cannot match the combined intellect of the team. Getting their input not only helps the leader to make wiser decisions, but also makes team members feel more valued and content in their work.
6. Failure to inform team members of their progress. Followers value the perspective of the leader. When respect and trust are present, praise is inspirational and critique is motivational.
7. No one likes to feel left out of the loop or inferior to other team members. If they ever feel that way, it should not be because the leader does not make everyone feel personally valued.

Great insight to help you to maximize your leadership!

Adapted from chapter seven of Developing The Leader Within You by John Maxwell. The 
term “team members” was substituted for the term “employees” in points four, five, 
and six.

 

Have you ever walked along minding your own business only to be unsuspectingly stung by a bee or a wasp? Ouch! Getting surprised with a sudden sting is one thing, but why would you knowingly put your hand on a bee’s nest? Getting stung by the loss of a job is an unpleasant experience no matter what the circumstances. We all know people who lost jobs and appear to have been treated unjustly. In the world of church leadership I have seen pastors lose ministry positions for doing what I perceived to be undeserved reasons. Sadly, some pastor’s lose their jobs for doing the right thing. In addition, you probably have acquaintance with friends who lost jobs because of layoffs due to budget reductions. Those types of things are out of one’s control and you can only trust your competence and personal faith to overcome these types of losses.

Sadly, others lose jobs because of mistakes that get them into hot water with their employers. Can you minimize the possibility of losing a position? You can when you understand five of the top six reasons employers elect to part ways with employees. According to Robert Half International, a San Francisco based consulting firm, the top reasons people get fired are as follows:

• 30% for incompetence
• 17% because of inability to get along with team members
• 12% because of dishonesty or lying
• 10% because of negative attitudes
• 7% because of lack of motivation
• 7% because of insubordination (failing to follow instructions)
• 8% for all other reasons.

John Maxwell rightly points out that “although incompetence ranked first on the list, the next five were all attitude problems.” Attitude is everything to an effective leader. Maximizing leadership takes place when you purposefully tune your attitude by being authentic, exercising good people skills, having positive expectations, expressing passion, and being a team player. While a person with a good attitude can get stung it will not be because they foolishly put their hand on a bee’s nest. How do those around you view your attitude. Always be attentive to it and you will maximize your leadership!

Adapted in part from chapter six of Developing The Leader Within You by John Maxwell.

Yogi Berra, Hall of Fame baseball player and coach, once commented upon arriving late to an event: “We were lost but we were making good time!” It really doesn’t matter how fast you are moving if you are not closing in on your destination. Leaders deal with details, problems, and people day in and day out. How can you maximize your work each day to be more productive while getting home for dinner on most nights? It is not always a matter of working harder. Sometimes you need new tools to work smarter. That brings me to this question: What is your method of time-management and task-management?

 

First, if you don’t have a system that may be your problem. Second, if you have a time-management system and fail to have a task-management system, you will head in the right direction but you will be much slower in getting there. Here are five ideas to improve your task-management on workdays (I use it every day) that will help you get more done:

 

1. Make a daily “to-do” list. Don’t tune me out yet, just because that sounds too obvious. The list can be on a piece of paper, in a time-management notebook, on your computer or tablet, or in my case as part of your Microsoft Outlook dashboard. You are more likely to get things done if you write them down and check them off. You are less likely to leave something undone or to miss a deadline when a task is written down. As elementary as it seems, make a list each day. Ideally, make it at the end of the day and have it waiting for you in the morning.
2. Make your “to-do” list horizontal instead of vertical. A vertical list would be represented by everything you need to do this week…or this month. You look at 50, 60, 70 items in front of you and immediately discouragement sets in and you feel tired before you even begin. A horizontal list is different. I make a different list for every day. Again, technology makes this easier if you use it but a piece of paper will do. Instead of looking at 70 things I need to do, I look at 12 for Monday, 10 for Tuesday, 15 for Wednesday, etc. I only have 5 for Friday with built in time to catch up or knock off early if everything is up to date. [Note here: Don’t get distracted by the “number” of items I suggested. This is for illustration only. One person might have four longer tasks for the day while another has over 30 shorter ones. It all depends on what your job assignment is.] I see my list of 12 items on Monday and I knock out 8 of them by early afternoon. I feel like I’m on a roll. The horizontal list gives me momentum and I do not feel overwhelmed. However, if I get distracted and only finish 10 of 12 items by the end of the day, no problem. I saved the less urgent items for the end. I roll one over to Tuesday and another over to Thursday.
3. Begin the day with the “quick and easy items ” I have 12 things on my list. One of them will take four hours. Five of the items can all be done within an hour. I start with items each day that takes five to ten minutes or less no matter where they fit with my priorities. Within 90 minutes of each a day I feel like I am being productive because I cut deep into my list quickly. Some would argue you tackle the toughest task first and get it out of the way. You choose. You know yourself better than anyone else. Do what works best for you.
4. Take five minutes to save hours by prioritizing the list at the beginning of the day. Suppose I have 12 items on my “to-do” list. The first thing I do in the morning is to give them a You can use letters, numbers, or colors. Let me use letters as an example. I will put an “A” beside every item that must be done today before I leave my office (barring an extreme emergency). I place a “B” beside items that must be completed before the weekend, even if they do not get done today. I place a “C” beside items that can wait another week in a pinch. Here is how I proceed: First, knock down a few “quick and easy” tasks no matter how they are coded. Next, work on items that are labeled “A” and must be done today. I almost always have these done prior to lunch. Next, work hard to get all of the “B’s” done since my weekend will be interrupted if they do not get done. When I get to my C’s, I am working in a very relaxed way.
5. Build in time for interruptions. When you are working on your calendar (i.e.: time-management), do not schedule yourself “bell to bell.” Build in time for interruptions, unexpected calls, emergencies, etc. Another way to look at it: If you have an eight hour workday (which would be highly unusual for a leader), only schedule six and a half hours of meetings, ministry, or tasks on your “to-do” list. Otherwise, you will miss dinner once again.

 

I gave you a snapshot of the way I manage my tasks via a “to-do” list. People tell me I am productive, and I do tend to get a lot done. I write an article every Wednesday (like I am doing now) and check it off of my list. The article will not be released until Monday. If I had been distracted by some urgent matter, I would still have Thursday, Friday, Saturday, or Monday to write. My sermon is done for Sunday (I am a preacher), I am prepared for an Executive meeting on Thursday and Friday, and Saturday I am on schedule to hang out with the family for blessed leisure time. What is your system? You need one to maximize your leadership!

You have likely noticed that changing churches in North America have become commonplace for Christian families. Many of the reasons are legitimate such as relocation to a new community. Obviously a family should seek a new place to worship and serve if they are compelled to move away from a former church. Sometimes the reasons are not so legitimate, such as not liking the music. However, the point of this article is not to judge whether changing churches or the reasons are good or bad, legitimate or illegitimate. I want to address what any Christian should do before leaving any church for any reason. Here we go:

1. Have a conversation with your pastor. This is so important. I will say to pastors at this point that when this conversation occurs, you should never plead with the one who is leaving to stay. I wrote an article on this recently called “Leaders Never Beg.” I want to say to the member who is leaving that the tone of this conversation should be marked by the following characteristics; Christ-like, humble, honest, appreciative, and genuine about the reason for your departure. “We are moving to another city.” That makes sense and your pastor will want to encourage you as you prepare to move. “The Lord is leading us somewhere else.” Is that right? Be honest. If something is bothering you, your pastor needs to know. Here is why. Suppose seven families leave in the course of six months. Further, suppose that five of them leave for the same reason. The pastor may pick up on a pattern that needs to be addressed. In business, this is referred to as an exit interview. If you are departing, you need to take this initiative. Meet with your pastor personally before you leave no matter the reason for your departure. Render to all what is due them: tax to whom tax is due; custom to whom custom; fear to whom fear; honor to whom honor. [Romans 13:7 HCSB]
2. Seek reconciliation for any offense given or received. Are you upset with someone? Is someone upset with you? It happens. The church consists of people and where there are people there are opinions, personalities, decisions, mistakes, and often hurt feelings. It can happen to anyone. The Bible tells you what to do before you ever worship at another church. So if you are offering your gift on the altar, and there you remember that your brother has something against you, leave your gift there in front of the altar. First go and be reconciled with your brother, and then come and offer your gift. [Matt. 5:23-24 HCSB] You may or may not get a resolution. You may still choose to leave no matter the outcome. But you do have a responsibility according to God’s word to do all you can to leave on the right terms with those who have offended you or those whom you have offended. I will add one other note on this point: The absence of a resolution does not absolve you of your responsibility and the privilege of worship and service in the context of a local body of believers. Don’t drop out. Their errors are not God’s fault. 3. Completely fulfill ministry commitments. I have known Bible study leaders who resigned one Sunday and were gone the next. I have known deacons who left in the middle of a three year term (commitment). I have known church leaders who did not show up to fulfill obligations without making appropriate arrangements to fill the gap in their absence. Your decision to change churches does not absolve you of commitments that you made. You may mutually agree with leaders that it is best to step aside immediately or very soon, but the key here is “mutually agree.” When possible you should completely fulfill your commitment. When you cannot, you should give substantial notice and insure that your responsibilities are not left uncovered because they are “yours.” A decision to change churches on your part does not constitute an automatic release from your commitments. When you make a vow to God, don’t delay fulfilling it, because He does not delight in fools. Fulfill what you vow. Better that you do not vow than that you vow and not fulfill it. [Ecclesiastes 5:4-5 HCSB]
3. Completely fulfill pledges. Have you made a financial pledge? The key here is the word “pledge.” You are the one that made it. You are the one responsible for fulfilling it. I appreciate that my opinion on this may not sit well with some people. Forget my opinion. Here is what the scripture says: But let your word ‘yes’ be ‘yes,’ and your ‘no’ be ‘no.’ Anything more than this is from the evil one. [Matthew 5:37] When you leave do not fail to fulfill your pledges even after you leave. I will add another personal note at this point. I sometimes do not like what is happening in my church. But I never withhold the Lord’s money from ministries in my church and the missions’ support that flows from it because of the decisions of any individual, group, or leader. My money belongs to the Lord and I do not use His money as a weapon or to make a point when I am at odds with church decisions.
4. Continue to exemplify what it means to love God with all of your heart, mind, soul, and strength. Sometimes people go to a new church and back up on their level of commitment and service. Surprisingly, some people stop going to church altogether. Jesus was asked which of the commandments was most important. Do you remember the first and most important one? “Love the Lord your God with all your heart, with all your soul, and with all your mind. [Matthew 22:27] Those words from the Lord Jesus do not change when or if you decide to change churches and is certainly inconsistent with dropping out altogether. Don’t back up on your faith. Press forward with all that you’ve got. After all, Jesus is worthy of your best. Right?

You may need to change churches now or at some point down the road. Hopefully you can invest and serve through a local body of believers for years and years to come. But….if you must leave….don’t forget these five things that every Christian should do before they change churches. That will maximize your leadership!

Last week I wrote about “What every Christian should do before changing churches.” I wrote an article one year ago looking at the same issue from the perspective of how church leaders should respond to the loss of any member. Here is what I shared:

Every church experiences the loss of members. Not every loss is a bad reflection on the church or its leadership. Sometimes people move out of the community and can no longer feasibly continue to be an active participant in the former church. Sometimes people are disgruntled and quite frankly were inclined to create problems rather than resolve them. No one generally regrets the loss of trouble makers. Some people who leave have not been involved in years or never really plugged in to begin with. And then of course there is the loss of those who go on into eternity.

While the loss of some members can simply be a reflection of the normal course of life, like the death of a senior saint, losses can also be detrimental. What happens when the number of people leaving are outpacing the number of new people being reached? What about those that have been lost because of failure on the part of the current leadership to provide ministry in times of need? How about those who drift away because of hurt, whether real or perceived, because of broken or damaged relationships? You can easily overlook losses when the church is growing. But should you? If you ignore the losses of members, you are missing an opportunity for personal growth and a pathway to more effective leadership and ministry. I want to propose that five things should always be true when a family or member leaves your church:

1. A leader of the church engages in a conversation with every member or head of family who leaves to determine the bottom line for why they are departing.
2. In the event that someone has been wronged, or perceives they have been wronged, the leadership proactively seeks reconciliation, not based on whether they will return or not, but based on biblical responsibility.
3. Someone in the church has responsibility for tracking who engaged in the conversation, when it happened, what the bottom line reasoning for the departure was, and documents any response from the church when and if applicable.
4. Every three to four months (minimum), the pastor along with key leaders examines the documentation to determine if there are identifiable patterns. For example: Six of nine families left because of concerns or problems related to the preschool ministry. That is a pattern. Some action is needed to prevent other families from the same experiences. Another example: Three of the twelve families that left in the last few months were put off by the political comments of a Bible Study leader. All three couples were in the same group. Is there a problem here? Maybe and maybe not, but it is worth considering.

Some people seem to live disgruntled lives and cannot be satisfied. Others are looking to be served rather than to serve and move from church to church. But, when you lose committed members who have not left the community, you would do well to ask the hard questions. Really, it is not the questions that are hard. It is the answers! They can hurt, but they can also prompt us to improve.  One more proposal if you want to take it all the way.

5. In spite of the fact that the church is losing someone, and if the departure is determined and inevitable, they should graciously and proactively help the departing members find another church. That is a kingdom mindset that is rarely found in churches. I don’t want to lose anyone but I would rather one of my members find a new place to serve, worship, and thrive, than to see them disconnect. That would certainly be a reflection of their immaturity, but the fact is that our church was given the task of bringing them into maturity. Therefore, I want them in church. If not mine, then yours.

Gaining momentum is the desire of the leader. It occurs when progress toward the mission and objective of the organization moves forward. It is the point when hard work and diligence begin to pay off. Sometimes more is accomplished with less investment because the energy has been generated and more team members and stakeholders are carrying the load. Everyone seems to be pulling in the same direction. Progress. Wins. Success. Celebration. Overcoming. Breaking through barriers. Momentum.

However, some leaders have an unhealthy habit of throwing out anchors that rob the church, organization, or business of potential momentum. The aptitude and the attitude of the team members is critical. Be careful not to sabotage the attitude of team members. Here is how it happens:

1. When you belittle someone. Everyone likes to laugh. Jokes and pranks can be a lot of fun. That is, unless you are on the receiving end. You are not in High School anymore. You cannot motivate people by failing to show respect. Sarcastic, cutting, and critical comments equate to removing the fuel from the tank of the very person you need as a partner to get you to your destination. Criticism should not be avoided, but it should be far outweighed by frequent words of appreciation and encouragement. Talk people up. That is what effective leaders do.
2. When you manipulate someone. No one likes to be used or to feel used. People value transparency well above one’s ability to be cunning. The golden rule should always apply. Treat others as you desire to be treated. If you do not want people “using you” to their own ends, then do not be guilty of manipulating and using others for your own designs. The aim is to partner with your team members and followers seeking the best possible outcome for all and not simply for yourself.
3. When you are insensitive. One of your greatest assets are the people you work alongside and serve day in and day out. Being sensitive does not compel you to be “mushy” or “touchy-feely.” Be an active listener. Show genuine interest in people and their ideas. Acknowledge both accomplishments and personal losses that people experience. Demonstrate that you genuinely care and people will follow you. A leader has to be tough, but that does not mean you have to be tough to be around.
4. When you discourage personal growth. An effective leader is intentional about developing other leaders. He or she encourages the advancement and growth of those that work under their leadership. Determining to be a leader of leaders (that you enlist and develop) will bear more fruit than being a leader of followers. You may have noticed that effective football coaches continually lose their assistant coaches to new head coaching positions. That loss is actually a compliment to their leadership. When you provide an environment for people to grow and advance, you will lose talented members. However, that type of leadership continually draws new members onto the team or into the organization. Never stand in the way of growth opportunities for your team. John Maxwell stated it this way: “If you grow, we all benefit!”

Adapted from Chapter Seven of Developing The Leader Within You by John Maxwell.

Every effective organization has a leader and there can only be one at the helm. He or she will be most effective if they surround themselves with other capable team members who are called upon to lead from the middle. Always remember that an organization with no head is dead and an organization with more than one head is a monster. How do you help those who lead from the middle? If you are leading from the middle, take heart. God can use you mightily and you can exert great influence. I recently heard that the disposition of a leader is more important than the position. Here are some lessons I have learned about leading from the middle for you to apply or to pass along to team members.

1. It is the leader’s prerogative to have the final word. You will not always agree. He or she will not always be right. But, it is the leader’s prerogative to make the final call. Your role is first to help the leader to make a good decision. Do your research. Share your thoughts. Build a relationship that allows you to say what you think and even disagree because of the trust that you share. Once a decision is made, you should support the decision. That is tough to do sometimes, but that is your responsibility. In the most egregious of circumstances and in the event that you cannot be supportive, you should step aside. I am not speaking to issues of morality or integrity at this point. Always stand for those issues to the end. But, generally speaking, the leader bears responsibility for the final decision.
2. You will never have enough staff. I know what you are thinking. If we only had more staff then we could really move this church or organization forward. I have been on staffs of all sizes from two to two-hundred and we never have had enough. Don’t sit around waiting on additional staff. Use your talents, gifts, and experience to move your organization forward. Progress does not necessarily follow the addition of more staff members. Additional staff members usually follow the progress of the current staff. Focus on your mission and your responsibility. Give greater attention to what you have than to what you wish you had.
3. You will never have enough in your budget. Okay. I admit that some people are blessed and the budget has more than they can spend. You are likely not in that situation. The thinking here is the same as in point number two. If we had more money we could… Never let the size of your budget, determine what you can get done. See large financial resources as a blessing and not as a necessity. I say this particularly for those who serve in ministry. Resources do not necessarily bring you people. Reach people and they will bring additional resources. I am not just speaking of finances. People bring additional talents, time, and strength to the church or organization you lead.
4. You may be doing something different in a couple of years. If your ministry or business grows or succeeds, the roles of the team members will, because of necessity have to change. Enjoy what you do, but understand that what you do will likely need to change in the future. That means you need to grow and to be flexible. This is also good news if you do not enjoy what you are doing. I experienced this for over a year earlier in my ministry, but stayed focused leading the organization to grow, which opened new opportunities for me in a short span of time. It is good to do what you enjoy. It is equally important to learn to enjoy what you do. Work, after all, is a blessing. If you don’t believe me, let me put you in touch with friends who have been out of work for a while.

To respect your time, I will pick up next week. I want to do all I can to help you to maximize your leadership!

Are you “a” leader but not “the” leader? That is the category into which most leaders fall. Great things can be accomplished by those who lead from the middle. They may or may not get the credit. However, credit is not the goal. The goal is faithfulness, progress, success, change, or resolution depending on the situation. It does not matter who gets the credit so long as the job gets done. I love and respect my leader so very much. I also take joy on those occasions where he says or initiates something over which I had influence. We he wins, I win and all of our staff wins. If the organization does well that is good for all who are affiliated. Therefore, I am committed to do my best as I lead from the middle. I shared four key lessons for those who lead from the middle last week. Here are four more that will maximize your leadership.

5. Always be positive. It is the nature of organizations to struggle with communication, perpetual crises, misunderstandings, misalignment of staff, weaker staff members, and weariness. Effective organizations are never satisfied and many tasks are actually unconquerable. The team continually chases its goals, but there is never an end. In the midst of that weariness and frustration the team members can easily fall into the trap of cynicism, (unhealthy) criticism, and complaining. Take heart. Everyone does this to some degree. However, it should not be misconstrued as a spiritual gift. Catch yourself and beware of perpetual negativity. You will not last long and if you do, you will be an anchor on the progress of your church or organization. There is a time to criticize, but there is also a proper way to do so. When all is said and done, a leader who leads effectively from the middle lifts people up with a good attitude that sees the best in most situations instead of automatically gravitating to the worst interpretation. Be positive. Your church or organization likely has enough critics already!

6. Don’t hold grudges. You will be disappointed sometimes. People will make mistakes and will let you down. If you are around long enough, someone will hurt your feelings. You will not always get your way. You will encounter some people whose motives are not pure and their actions will bring hurt to you. What do you do in those circumstances? You must offer genuine forgiveness and let go of the hurts. If not, you will become the cynic and will be unable to accomplish the aims described in the previous point. Buddy Hackett once said that “while you carry the grudge the other guy is out dancing.” What does that mean? It means you only hurt yourself and not only do you become an anchor holding back your organization, but you also become the anchor to your own personal development and effectiveness. You will get hurt and when it happens, you must work through it, learn from it, and then let go.

7. Work hard, but not to the neglect of your family. Effective leaders are by nature hard workers and you should be. However, on this point you should not compromise. Strive to succeed with family and at work. But if you can only succeed with one, make it your family. Jobs come and go, but your family is a lifetime association and commitment. You can do both. It requires skills at prioritizing, establishing healthy boundaries, good time management, and a strong work ethic. Do you possess those four qualities or skills? If not get help because your church, organization, and most importantly, your family need your leadership.
8. Don’t dismiss your critics. I’ll admit it. I do not like to be criticized. But I do like the result of criticism. If you are a leader you will of necessity have to learn to handle criticism. If you are never criticized, it is because you are not doing anything. Even the most gifted and effective leaders get criticized. Jesus Christ came from God, served man, lived virtuously and constantly received criticism. Are you any better? It will happen. Don’t walk into it by constantly exercising poor judgment. But when it does happen, get up, brush yourself off, and ask yourself a question: To what degree is their criticism accurate? “Only one to two percent your say?” Then you have work to do. Address the two percent that they were accurate about and sharpen your leadership. That is what I mean by “liking the results of criticism.” I always seek to as objectively as possible understand what my critics are right about and make changes. John Schnatter once said, “I’ve always found that people who struggle are hard on others, but those who do well in life are hard on themselves.” You don’t have to enjoy criticism. I know I don’t. But you must grow from it if you lead from the middle. That is another way that you maximize your leadership.

I’m not done. I’ll have more to share on this subject next week. Stay tuned and please share with others.

I went to bed disappointed last night after my favored team, the Atlanta Falcons, allowed an NFL championship to slip from their grasp in the closing minutes of the game. I woke up this morning ready to take on the day without regard to who won or lost. It is a game and it is a game I love. But, I do not live or die by what happens on a football field. I did learn something about leadership, however.

The theme for the New England Patriots this year was “do your job.” The premise is to focus on your responsibility, do it with excellence, and see it through. Don’t be concerned about what others are supposed to be doing. “Do your job!” I have often stated that the greatest expertise lies in knowing how someone else should be doing their job. Whether it is a referee, a coach who makes a call we don’t agree with, a president, our boss, or a CEO, we have a tendency to mentally (and sometimes verbally) critique and pontificate on how they can do their job better. It is so easy to be an expert on someone else’s job when you have no personal responsibility or consequences for an opinion. Bill Belichick drove home to his team day in and day out to focus on their own job rather than the job or task that someone else has responsibility for.

The theme this past year that drove the Atlanta Falcons was “brotherhood.” The year started with four days of exercises that had little to do with football. Team building exercises were engaged in to bring the team members together on a personal level. The exercises and the time together engendered greater loyalty, personal connections, appreciation for teammates, and common purpose. Genuinely caring for team members or co-workers should compel team members to always give their best in the interest of the team.

These two strategies beg the question: As leaders, should we influence followers to focus on their assigned task or to expend greater energy on working together. The answer is “yes.” A skilled leader does both. You can rest assured that Coaches Quinn and Belichick promoted both levels of focus while highlighting a message for this particular season that his players needed to hear and apply. Both teams were served well and yours will be too. “Do your job” and “serve those around you (brotherhood)” and you will maximize your leadership!

I am now ready for the new season and my hope for my beloved Falcons springs eternal! Congratulations to both teams on excellent seasons.