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Guest Post: Tim Sanders

By Church, Culture, Encouragement, Leadership

This is a guest post by Tim Sanders, author of Today We Are Rich. Tim is a speaker, author, and change-agent. He’s making a difference for the Kingdom through his connections and his influence. I’m honored to participate in Tim’s ministry with this guest post.

April 20 has a variety of meanings leading to various celebrations – some in the moment and others for future generations.  For me, it’s a big day I’m conducting a media tour to support my new book,  Today We Are Rich.  One of the key points of the book is that you can give your way out of burnout.  In principle four, Give To Be Rich, I echo Dr. Norman Vincent Peale’s obsersvation: Generosity  is a Wonder Drug.

In the spirit of Carpe Diem, I’m claiming 4-20 as a national day of giving, observing and sharing of emotions.  Much like Scrooge, anyone can lift their spirits dramatically by giving, helping, volunteering or directly donating to those in need.  Researches have a name for the medicinal power of giving: Helper’s High.  This is the promise made in Isaiah 58: 7,8.

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April 20, 2011
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7 Obstacles to Progress

By Funny, Leadership

Life’s not fair sometimes…is it?

Progress at any cost just isn’t available these days. Thanks to people and their set of values, playing by the rules has become a necessity…at least according to some. You may be able to fool people for a while, but you have to be transparent, authentic and genuine to be seen as a good leader these days.

What’s the world coming to?

So many things get in the way of attaining “real” progress and success.

Here are 7 examples that come to mind:

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April 19, 2011
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Leadership Evaluation Summary & Observations 2011

By Church, Leadership, Organizational Leadership, Team Leadership

Recently I posted about the annual review process where our team evaluates the leader…me. (You can read more about that process in the initial post HERE.) I ask the staff to anonymously evaluate my performance as a leader. After a few weeks to answer, we met yesterday for lunch to go over the responses.

I was nervous about their responses this year, because our growth and the personal life changes have stretched me this past year. This year, unless they told me separately, I was not able to tell who said what in the evaluation, so it was good feedback without taking reading anything into the responses based on personalities.

Below are the questions and the most repeated answers.

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April 13, 2011
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7 Questions about the Way People Approach a Leader

By Leadership, Organizational Leadership, Team Leadership

A couple of young guys made an appointment and came to my office recently to pitch me an idea for a new ministry they hope to start. They had been told I have a passion to empower people to follow their dreams and callings. I instantly loved their heart and the new ministry, but what intrigued me was how nervous they were making the presentation. I understand, because any kind of presentation like can be nerve-racking, and we are a large church, but I’m also their pastor. It made me wonder if I had ever done anything to make them nervous about approaching me. I concluded that it was just the situation, and not our relationship, but it caused a healthy reflection for me for other areas of my leadership.

It forced me to ask how the people on our staff…the people I work with everyday…the ones I call a “team” feel about approaching me with an idea, an issue, or even a criticism or concern. That’s one reason I periodically ask our team this question as part of an annual evaluation process. (Read about that HERE.)

In my opinion, if you are a leader, the way the people you lead approach you says much about the quality of that leadership.

Here are 7 questions to consider about the way people approach you as a leader:

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April 5, 2011
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The Changing Role of a Leader

By Leadership, Organizational Leadership

As the organization grows, a leader’s role begins to change.

I have a friend who leads a growing organization. The speed of the growth could easily rouse my friend’s controlling nature, but he’s a good enough leader to recognize his weakness in this area. He knows that in order for the organization to continue to grow, he must resist the tendency to direct every decision.

How does a potential controlling leader handle a situation like this?

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March 29, 2011
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