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Organizational Leadership

Inviting Evaluation from the People I Lead

By Church, Leadership, Organizational Leadership

Every year I allow the staff at Grace Community Church to evaluate me. I realize this works for some and not for others, but for me it is a part of my plan to continually evaluate and improve my leadership skills and success. I set up a system, this year it was Survey Monkey that allows them to remain anonymous in answering the questions. Hopefully, this helps them be more honest with me than if they had to sign their name. I tell them in advance that I’m looking to improve myself, not to feel bad about myself, so I ask them to be respectful in their response, but truthful.

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March 24, 2010
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Planning for Sustainment Within an Organization

By Business, Change, Church Planting, Leadership, Organizational Leadership, Team Leadership

I think where I have landed, at least for now, is that bigger than the issue of evaluation, is the issue of continuance.  The fact is that I really do believe growth is occurring in individual lives, not just in the total numbers of people. We are accomplishing our objective to “make growing disciples of Jesus Christ”.  I still want to consider ways to validate that belief, and I have some ideas I’m working on there, but the key word for me now is sustainability.  I want us to be able to continue doing what we’ve been doing.

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February 5, 2010
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Informal Evaluation Process

By Business, Leadership, Organizational Leadership, Team Leadership

We are not a very formal organization at Grace Community Church. As our church and staff have grown, however, we have recognized the need for more structure. I try to keep an open door policy of leadership and frequently ask for input and try to provide feedback. I realize, however, that communication is one of the areas I continually need to improve upon, especially as our church grows larger.

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January 4, 2010
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Are You A Credible Leader?

By Business, Leadership, Organizational Leadership

Credibility is important in any leadership position. If a leader desires followers to willfully work with passion to reach an established vision, then he or she must be trusted. Credible leaders have followers that share the organization’s values and work hard to achieve it. When a person’s leadership is not credible, followers are less likely to be team players and will be disloyal to the organization.

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December 10, 2009
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Building A Team Around The Strengths Of The Team Members

By Business, Change, Leadership, Organizational Leadership

Another variable in determining strategy that is often overlooked is the strengths of the people within the organization at the time. I posted before about the way organizations typically replace senior leaders. (Read that post HERE.) Organizations usually replace the top position with someone opposite from the one that leaves. They do this to build on a strength they feel the former leader didn’t have.

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December 3, 2009
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Capturing The Best Ideas For Your Organization

By Business, Innovation, Leadership, Organizational Leadership, Team Leadership

A couple times a year we do an extended weekend retreat. This weekend we are headed to Nashville for an all staff planning retreat. An added twist is that our spouses will join us on Friday night for fellowship and then on Saturday morning for a special brainstorming session. (We think they may have better ideas than we do!)

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November 10, 2009
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