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!)
They may not admit it, because it sounds somewhat morbid, but leaders love when things are messy…The truth is leaders love fixing a problem…
Martha was our concierge at the Sedona Real Hotel in Sedona, Arizona during our recent vacation. She helped us pick a restaurant and gave us some quick travel tips, in between helping dozens of other people in person and on the phone, all within thirty minutes before her quitting time for the day. It was obvious it had been a busy day, she was surely tired, but you couldn’t tell it from her disposition. Everyone she helped received the same excellent service.
Over the next few days I will share some of the results of the Leadership Perception Survey I posted recently on my blog. Just so you know, there is no hidden agenda here. Several have asked. I simply believe perception of a situation matters, sometimes as much as reality. In leadership, we must always be aware of another person’s perception and realize that not everyone thinks as we do. That doesn’t mean perception has to alter what we do, certainly not if we are doing the right thing, but perception can play a factor in success and may alter the strategy we use to accomplish our vision.
Do you harness the greatest power in your organization? The best assets of your church, business or non-profit never appear on your balance sheet.
As our staff and church has grown, my role is changing. I spend much more of my day interacting with staff members about their particular area of focus. Lately it seems I am saying a lot of, “Let me connect you with _________”, as I refer people to another person on our team.
This is a great question. I would encourage you to survey your employees to make sure you have the environment you think you have. If this is not realistic, perhaps you could bring in an outside perspective, such as a consultant or a friend who knows your organization well and understands these principles. Once you have done that, ask these questions about the employees who refuse to take initiative:
A friend of mine called recently to discuss his business. He wants his employees to assume more ownership for their work and take more initiative on their own, without having to be asked to do something. He wants to lead an organization that produces innovative leaders, not a bunch of managed followers. Knowing a little about his workplace, I asked him an important question. “Have you created an environment conducive to produce the kind of employees you say you want?”
Taylor, one of my 18 year-old son Nate’s best friends, is going to Wheaton University this fall. I am excited that he will be an hour away from Nate who will be at Moody Bible College. I wrote a blog about their friendship a couple months ago. Read that post HERE. I had coffee this morning with Taylor, because he is leaving this weekend for an extended and unusual college orientation.
Leaders should not use individuality as an excuse for inadequacy. Excellence should be a standard for all leaders. There are key leadership principles, especially Biblical principles that no leader can ignore, but the goal should never be to carbon copy another’s leadership style. Just as every individual is unique in his or her personality, every leader will have uniqueness in his or her leadership style. Great leaders figure out the style that works best for them to produce the greatest results.
