Ron Edmondson

thoughts on leadership, church, and culture
October 12, 2020
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7 Indicators It’s Not a Good Time for Change

By | Church, Church Revitalization, Leadership, Organizational Leadership, Team Leadership | No Comments

I’ve never been a proponent of the saying “if it ain’t broke, don’t fix it”. Sometimes you need a change and nothing is “broken”. It just isn’t as good as it could be, it’s keeping other things from being better, or it’s soon going to be broke unless you change. But there are indicators of times not to change.

Here are 7 times not to change:

When there isn’t a compelling purpose.

There should always be a why. It might be as simple as if you don’t change you’re going to be bored out of your mind, but have a reason before you introduce change.

When there are no good leaders behind it.

You need people who buy into the change. If a change has value you can usually find supporters. They may be few and may do nothing more than speak up for the change. If no one can get excited about the change except you, you probably need to raise up some supporters before moving forward. (There are rare exceptions to this one, but again, they are rare.)

When you haven’t defined a win.

Changing before you know what success looks like will keep you running in a lot of ineffective directions without much progress.

When the loss is more expensive than the win.

Sometimes the cost just isn’t worth it. You can’t justify the people and resource expense for the potential return.

When the leader isn’t motivated.

There are times to wait if senior leadership can’t get excited or at least support the change if push back develops. Eventually, without their support, you’ll be less likely to experience sustaining, successful change.

When too many other things are changing.

Any organization or group of people can only handle so much change at a time. This requires great discernment on the part of leaders to know when there is too much change occurring and it is best to wait for something new.

When an organization is in crisis mode.

If a ship is sinking, fix the leak or bail some water – before choosing your next destination. When things are in crisis, is not the time to make a ton of changes. Catch your breath first, make sure a core of people is solid behind the vision, and take careful steps to plan intentional, helpful and needed change.

This isn’t intended as a checklist of indicators of times not time for change. I would never want to stop someone from making needed changes. In fact, I love change. I do try to encourage better change and I hope this helps. Check out my leadership podcast where we discuss issues/topics like this in a conversational format.

August 12, 2020
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7 Signs It Is Time For Organizational Change

By | Church Revitalization, Leadership, Organizational Leadership, Team Leadership | No Comments

Healthy organizations maintain an unchanging vision that they sustain long-term. One way they do so is with a willingness to change their organizational structure as needed.

If the structure is impeding the accomplishment of the vision it is time to make changes.

How do you know when organizational structural change is needed?

7 considerations to discern it is time:

When you continually encounter obstacles trying to move forward.

If every decision you try to make hits roadblocks or dead ends, it may be time to repair the potholes. When it takes layers of people and weeks to make a decision it may be time to change the structure of how decisions are made.

Example: Leading in two churches I have identified multiple committees that are included in almost every decision made. When we worked to combine those committees into one stronger committee efficiency and accountability greatly improved.

When the steps to make the change are more exhausting than the value the change provides.

Change should be exhilarating. It is what brings momentum. When the process to get there is so long or difficult it wears you out and you’ve got no excitement left – it may be time for some structure change.

Example: I was coaching a pastor in a church where change is painful to accomplish. He said to me, “In the end, it’s not worth the battle.” My advice – changing that culture IS the battle worth pursuing if he was going to stay long-term.

When you can no longer attract leaders.

If people are controlled more than empowered you will attract doers, but you won’t attract visionary leaders. Creative leadership will die, because genuine leaders rebel against controlling environments.

Example: I learned early in church revitalization that because leaders want something that is moving forward, we had lost many over the years. We had to make changes to attract them again.

When you spend more time discussing than doing.

Granted, we need to meet about some things. We need to plan, strategize and organize. The best structures help you get busy doing not attending another meeting. When people feel drained by meetings it probably means you need some change in how, when and why you meet.

Example: In my current context, we are advocating structural changes in the bylaws to allow for decisions to be made quicker and more efficiently. We did this in our last church also. This gives everyone more time to do the “real” work of the church.

When the structure you have now isn’t sustainable long term.

Structure based upon people, for example, rather than progress, will eventually need changing as people change. Ask yourself will this structure work 10 years from now? If not, the time to change is now.

Example: In our last church, we recognized our system of business meetings was not sustainable. Younger generations weren’t coming. As an older generation slowly grew smaller there were fewer people making decisions for the church, and some of those didn’t want change of any kind. We went from monthly meetings where 2% of the Sunday crowd attended to higher quality quarterly meetings where some 20% attended.

When all creativity is structured out of the system.

If the process is so clearly defined nothing new is needed. There is no room for different ideas or opinions. When people fall into routines, they get bored and complacency becomes the norm. Change is needed, which allows more freedom and creative expression.

Example: I love to empower the staff to create their own goals and objectives. We let new people write their own job descriptions. We sign-off on what they say they want to accmplish – to make sure it lines up with overall goals – and we hold people accountable by what they say they wanted to accomplish, but they get to be their own creatives.

When there is no longer any confusion.

Most people like clarity, but if everything is so carefully scripted the organization has probably become stale. Some of the best discoveries are found amidst chaos. Andy Stanley says “a tension to be managed, not a problem to be solved”. Good organizations have some of those.

Example: We once decided to take one of our largest events of the year and break it down into dozens of smaller events. Our goal was to take the energy invested in a big event and hopefully spread the energy throughout our church to better live our vision of getting more people involved. There were a lot of unanswered questions. It’s harder to manage many events than it is one. We certainly made some mistakes and learned from them, but the unanimous decision afterward is it was a good change.

Does your organization need to make some changes? Let me know if I can help.

July 30, 2020
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7 Ways to Maintain Authentic Leadership

By | Church, Leadership, Team Leadership | No Comments

.A few years ago I met with a group of Millennials in our church – asking them to help me think through leadership today. The most repeated word was “authentic”. Funny , they couldn’t necessarily define the term, but they apparently know when they see it – and when they don’t.

I was talking with a young staff member of another church a few years ago. She said the reason she struggles to follow her pastor is he isn’t off stage who he claims to be on stage. She said he yells at staff members, doesn’t protect his family and never encourages others.

How can we be respected and remain respected as authentic as leaders?

7 thoughts to maintain authentic leadership:

Make sure yes is yes and no is no.

This likely means not over committing so you can follow through on commitments made. It means learning to prioritize and learning to delegate. Team members need to know you can always be depended upon as a person of your word. It helps people learn you’re worthy to follow.

Don’t call it awesome if it was mediocre at best.

Many leaders pretend something is better than it really is – rather than admit when something could be improved. We exaggerate our success and the success of the organization. Some pastors pretend our church is bigger than it really is. We can also pretend our life is more perfect than it really is. All the while our team is watching. People soon spot a pretender.

Don’t claim to know everything – or act like you do.

No one knows everything. People know when we don’t. It’s better to admit it on our own. Plus, we devalue the contribution of others when we pretend to have all the answers.

Don’t receive credit when it’s not deserved.

Taking credit for other people’s work is not only wrong, it causes people to mistrust leadership. Authentic leaders seek recognition for others equal or more than their own. They share ownership of recognition for the team’s success.

Ask for help.

Every leader needs it. Authentic leaders seek it. And they give credit to where they received it. If you want to be respected by your team – ask for their input – and take their suggestions.

Remain accessible and accountable.

Authentic leaders are always accessible to people they lead. They live transparent lives in front of all people and completely open to a few. People need to have the freedom to ask the hard questions and challenge us where necessary.

Admit failures and confess fears.

Everyone trying to follow a leader knows the flaws of the leader. Authentic leaders readily own up to them. Authentic leaders push through fear but don’t pretend the fear is not real. They shoulder their burdens with their team.

What are some other ways you spot authentic leadership?

July 29, 2020
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8 Ways Some People Have a Hard Time Fitting on a Team

By | Church, Church Revitalization, Leadership, Organizational Leadership, Team Leadership | No Comments

Have you ever heard the phrase “odd person out”?

I’ve been odd man out numerous times. Some people assume because I’m a pastor I can’t also be fun. So, there are many social events I don’t get invited to attend.

We’ve all been excluded at some point in life for some reason. 

It’s a bad thing to be “odd person out” by no choice of your own, but some people actually place themselves in the position by decisions they make and how they respond to others on the team.

In fairness, it may or may not be a conscious decision they’ve made, but they simply don’t fit well with the rest of the team.

If unaddressed it can be dangerous for organizational health. Trying to build consensus or form team spirit becomes more difficult. Morale is infected by the intentional “odd person out”. Spotting this as the problem can avoid further issues.

8 ways people don’t fit well on a team:

Resistant to every change – Whenever a new idea is presented, these team members are always the first to say it won’t work.

Negative – about everything – These people see the glass half-empty. Always. They have a hard time seeing anything good about the organization, the leader, an idea – and sometimes life.

Always have an excuse – It’s not their fault. It’s always someone else’s.

Never have the solution – These team members see their job to point out problems, not to help solve them.

Hold opinions until after something isn’t working well – When something doesn’t turn out as hoped, they make sure everyone knows they were opposed to the idea from the start.

Talk behind people’s back – Rather than going to the source, they stir drama by talking about someone rather than to someone.

Refuse to participate in any team social activities – Who needs them, right? Why would they want to hang out with people they work with? They might get to know them – and let others get to know them. 

Don’t buy into the vision – And this often translates into working against the vision.

These people distance themselves from others on the team by the way they respond on the team. Have you ever worked with anyone like this?

It should be noted, this doesn’t mean these are bad people.

Many times, I’ve learned, these people were injured in some way previously. It could have been on the job or in their personal life. They may have social disorders, which need to be addressed. Sometimes they are negative about their own life and bring this attitude into their professional life.

Understanding why they feel as they do can help address their performance on the team. 

I should also note, I’m not advocating always agreeing with a team. It’s okay to have different opinions, challenge the system – and even the leader. Differing viewpoints help make us all better. The key is to do so in a spirit of cooperation, not a spirit of disruption. You don’t have to be the odd person out – even if you’re different from everyone else.

What characteristics would you add to my list?

February 11, 2020
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7 Characteristics of Cowardly Leadership

By | Church, Church Planting, Church Revitalization, Leadership, Team Leadership | 2 Comments

You remember the cowardly lion from The Wizard of Oz, don’t you? He was supposed to be the king of the jungle, but he had no courage.

I’ve known some leaders like the cowardly lion. I’ve written in a previous post about courageous leadership. It seems a counter post is warranted. And if I’m completely transparent — at times that coward has been me.

Let’s face it. Leading others is hard. There is often loneliness to leadership. Leadership takes courage.

You have no doubt encountered cowardly leaders. Perhaps would even admit you’ve been one too.

Here are 7 characteristics of cowardly leadership:

Say what people want to hear. The might say, for example, “I’ll think about it” rather than “No” – even no is already the decided answer. I get it. It’s easier. But the ease is only temporary and only comes back to haunt you later.

These leaders are also notorious for saying one thing to one person and another to someone else. They want everyone to like them.

Avoids conflict. In every relationship there will be conflict. In fact, healthy conflict is a necessary part of keeping relationships strong. When the leader avoids conflict the entire organization avoids it. Hidden or ignored problems are never addressed.

Never willing to make the hard decisions. Leaders don’t have to be the smartest person in the room. They don’t even have to be the one with the most experience. Leaders do have to be able to make the decisions no one else is willing to make.

Pretends everything is okay – even when they are not. When everything is amazing nothing really is. Cowardly leaders gloss over the real problems in the organization. They refuse to address them either because they fear don’t know how or their pride gets in the way.

Bails on the team when things become difficult. I’ll have to admit this has been me. I’ve written about it before, but when I was in business, and things were difficult, it was easier to disappear than face the issues. The learning experience was once I checked-out or when I was disappearing so was my team.

Courageous leaders are on the frontline during the most difficult days, leading everyone through the storm.

Refuses to back up team members. No one wants to serve someone who will not protect them or have their back. People need to know if they make mistakes there is a leader who still support them and can help them do better the next time.

Caves in to criticism. Make any decision and a leader will receive criticism. Even if it is unfounded cowardly leaders fall apart when people complain. They take it personal or refuse to see any value in it. These leaders see every criticism as a threat against their leadership rather then another way to learn and grow.

What would you add to my list?

Let’s be leaders of courage. In fact, I believe courage might need to be in our definition of leadership.

Do you find it scary to be a leader sometimes? What’s the scariest time you face as a leader?

December 4, 2019
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Releasing an Employee For A Less Obvious Offense

By | Leadership, Organizational Leadership, Team Leadership | 2 Comments

One of the hardest decision a leader makes is to release someone from employment. Making any kind of employment decision comes with the sobering reality, regardless of what the person did wrong, that the decision will likely impact others who are many times innocent.

I’ve heard many times that we should “hire slow” and “fire fast”, but that’s much easier to say than it is to do.

When due process has been given and every reasonable attempt to restore has been exhausted as a leader, we must make the right decision for the good of everyone involved. Even as hard as it is to make, when the offense is clear:

  • A person who is caught stealing
  • Someone who lies consistently
  • When an extreme moral failure has occurred

Those still aren’t always easy decisions, but they are often easier to clarify when the offense is clearly defined.

One of the harder decisions for me, but one I’ve had to make numerous times, is when I have to release someone for less obvious offenses. They aren’t clear-cut issues.

Sometimes these decisions are not for a specific offense, as much as it is the best decision for the organization. In my experience, many leaders miss these, because they are more difficult to clarify.

An example:

Years ago in the business world, I had someone on my team who was a tremendous producer. He could sell anything and made the company money. It was some of the external, not as easy to define aspects of his employment that made him a poor fit for the team. (He was disrespectful, flippantly avoided mandatory meetings, bad-mouthed the company, etc.)

It was hard to lose a top performer, but there were larger issues at stake I had to consider for the good of the company.

Here are a few other examples of situations I have experienced:

One who never meets agreed upon expectations. This one is so hard for me, because I usually let people help determine what they are going to accomplish. (I like to let people write their job descriptions and set their own goals.) And many times it isn’t a matter of whether they are a good person or not. They simply won’t do the work.

On this one I like to make sure we have provided all the resources the person needs to be successful. I want to give the process plenty of time. But when the person is no longer respected by their peers or with volunteers and everyone else is wondering why I haven’t moved sooner, I know it is time to make a hard decision.

A team member doesn’t support the overall vision or direction. They may have the skills to be outstanding. The problem is their attitude or vision differs from the organization. If left unchecked, however, these people can serve as a cancer to the team more than an asset.

A person who has theoretically “left the building”. In terms of their commitment level, they no longer have any heart for the job. This may have occurred over time and it may even be something in their personal life which has caused them to change some of what they want in life. These type are often just hanging around for a paycheck.

All of these left unattended will likely bring down the morale and work ethic of the rest of the team.

Again, employment issues are always hard decisions. The harder ones for me have always been the ones without clear easy to define lines, often involving good people who are not longer a good fit. And I only shared a few. There are plenty of others I could have shared.

Leader, if I can be a voice to you here – making the right decision protects the organization, the teams involved, and, often, the ability of the team to respect your leadership.

Do you have a hard decision you need to make these days? It won’t be easy. It may even be a temporary setback for the team. But your credibility as a leader may depend on the quality of decision you make.

October 31, 2019
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5 Ways to Listen to Different Voices as a Leader

By | Leadership, Organizational Leadership, Team Leadership | No Comments

One of the biggest mistakes I’ve seen leaders make is forgetting everyone doesn’t think like them. I have personally made this mistake many times. We assume what we are thinking is what everyone else is thinking.

Wrong.

And time has proven this to me repeatedly.

The fact is people are different. They think differently, have different desires and, thankfully have different ideas. The way they process and share those ideas are often different from the leader.

This can be frustrating if we allow it to be, but with intentionality it can also be extremely helpful. As a leader, I limit the organization when I limit it to my ideas or abilities.

So, if you recognize the need and want to lead with people who are different from you, you’ll often have to lead differently from how you wish to be led. Make sense?

I’m just being candid here, but frankly, I’d be comfortable leading by email, but how healthy would such an environment be?

When you fail to remember this principle of leadership – that people are different – you frustrate those you are trying to lead. You get poor performance from the best leaders on your team and, worst of all, your team fails to live up to its potential.

Here are some thoughts to warrant against this:

(Please understand, I am using the word “I” a lot here. I don’t really like the term, because I think better leadership is a “we”, but I want you to see how I try to be intentional in this area.)

Welcoming input.

This has to come first and is more about a personal attitude. I have to actually want to hear from people on my team – even the kind of information which hurts to hear initially. Personally, I want any team I lead to feel comfortable walking into my office, at any time, and challenging my decisions. Granted, I want to receive respect, and I also expect to equally give respect. Knowing what my team really thinks empowers me to lead them better.

Intentionally surrounding yourself with diverse personalities.

One intentional thing I do is try to have good friends who stretch me as a person. I have some extremely extroverted friends, for example. They remind me everyone isn’t introverted like me.

On any church staff where I have led, I found some different personalities to compliment mine. I try to consistently surround myself with different voices, so I receive diversity of thought. We will all share a common vision, but we should have some unique approaches to implementing it.

Ask yourself, “Have I surrounded myself with people who think just like me?”

Asking questions.

Personally, I ask lots of questions. If you come to me with a question I am likely to answer with a question, such as, “What do you think we should do?” I give plenty of opportunity for input into major decisions before a decision is final. Periodically, I like to set up focus groups of people for input on various issues. I want to hear from as wide a range of people as possible.

Most important, I place a personal value on hearing from people who I know respect me, but are not afraid to be honest with me.

Never assume agreement by silence.

I want to know, as best as I can, not only what people are saying, but what people are really thinking. To accomplish this I periodically allow and welcome anonymous feedback. It is important to provide multiple ways for feedback. Even during meetings I welcome texting or emailing me (depending on the size and structure of the meeting) during the meeting. I’ve found this approach works better for some who may not provide their voice otherwise.

Structuring for expression of thought.

Here I am referring to the DNA and culture for the entire team. There has to be an environment where all leaders are encouraged to think for themselves. This kind of culture doesn’t happen without intentionality. As a leader, I try to surround myself with people sharper than me, but I want all of us to have the same attitude towards this principle of hearing from others. I believe in the power of “WE”.

It’s not easy being a leader, but it is more manageable when you discipline yourself to allow others to help you lead.

How do you structure yourself to hear from people different from you? What are some ways you have seen this done by other leaders?

October 30, 2019
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Communicating Personal Vision – A Huge Challenge for Senior Leaders

By | Leadership, Organizational Leadership, Team Leadership | 3 Comments

The Challenge

One of the greatest challenges I have felt as a senior leader is to regularly communicate the big picture vision I own in my head.

Of course, this is the idea behind vision and mission statements, but those are very broad statements. I am referring to the dreams I am currently dreaming. There are often specific goals and objectives I think we should currently be attempting as an organization.  

The importance:

I know I need to share what I’m thinking for people who can’t read my mind.  It is hard for those we lead to get inside our head, but so important if we want to lead well. If we want to earn and keep trust and credibility in our leadership, then we must make sure people understand our broad visions.

In fairness, they are thinking about their own individual responsibilities. Their role may not be to think for the entire organization. That’s usually the role of senior leaders.

What I attempt to do:

Sharing my heart for the personal vision I have requires more intentionality in communication. Many leaders assume others are following. It isn’t until people don’t accomplish what the leader hopes they will that they realize the people trying to follow never fully understood what a leader was expecting.

This is always a work in progress for me, and more difficult in a new position, but here are some things I try to to communicate my personal vision as a senior leader:

  • Communicate regularly
  • Keep notes to myself of what needs communicating (and I do that in categories of the people that need to hear it)
  • Utilize different communication styles for different listening types
  • Use understandable language – and explain when it is not (I like to draw a lot of diagrams to flesh out my ideas in front of people.)
  • Do not assume others know what I am talking about – they may not
  • Speak openly and transparently
  • Allow people the freedom to ask me anything they want

And the greatest suggestion I have – Ask lots of questions of others! Make sure people understand what you are saying.

What about you?

Does anyone else struggle with this challenge?  What suggestions do you have for a leader sharing their heart with those around them?

October 3, 2019
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7 Ways a Leader Can Invite Constructive Feedback

By | Church Revitalization, Leadership, Organizational Leadership, Team Leadership | 8 Comments

I remember an especially hard year as a leader. It was so bad several members of our staff had told me where I was letting them down. So much for having an “open door policy”. The next year I closed the door. 🙂

Not really, but this was a year where staff members said to me, “I have a problem with you.” They may not have used those exact words, but the point was clear – I can be an idiot at times. There were significant areas where I needed to improve. Thankfully, I haven’t had many of those years, but I’m glad now I had the ones I have, because they have taught me a lot about my leadership.

There is room for improvement with any leader and maturing leaders welcome instruction from the people they are trying to lead.

Most of the time when I’ve been corrected by someone I’m supposed to lead, I deserved it. Plus, anytime someone on a team is brave enough to rebuke their leader, you can be assured he or she is either:

  • Desperate and willing to do anything.
  • Ignorant or doesn’t care.
  • Feels welcome to do so.

In my opinion, good leaders try to create environments to live within the third option. I hope this was the case in my situation.

I should also say, especially on behalf of my fellow senior leaders, that criticism comes easily to leaders. We don’t have to ask for it. Do anything at all in leadership and someone will have a problem with it – and they won’t always be kind in how they voice their complaint. I like to say “you can’t see what I see until you sit where I sit”. Leading is hard and I am not suggesting we make it harder.

But I’m not talking about the negative type of criticism. I am referring to constructive feedback from people I care about and who respect me. We all need that at times.

Here are 7 ways to welcome correction from the people we lead:

An open door.

My work environment is somewhat different now, because we have a very remote working environment. As pastor of a large staff, it was even more important to keep the door to my office open. But it was more than than simply the door. As a leader, I try to make my schedule available to the people I lead. And, if I’m in the office, my door is “open” and I want people to know they can walk in anytime. In addition, I try to help teams I lead know that I consider responsiveness to be of highest value to me. If they contact me, I will attempt to answer in a timely manner.

Include others in decision making.

If a decision affects more people than me, then I want more people helping to make the decision. This is true even if it’s a natural decision for me to make. The more I include people in the decision-making, the more likely they are to want to follow the decisions made. In fact, I seldom make decisions alone.

Ask for it.

Consistently, throughout the year, I ask people to tell me what they think. I ask lots of questions. I solicit opinions on almost every major decision I make. It’s a risky move, because many will, but it’s invaluable insight. And, the more you ask, the more freedom people feel in sharing.

Admit mistakes.

It’s important that I recognize when decisions made are my fault. People feel more comfortable approaching a leader who doesn’t feel they are always right.

Take personal responsibility.

In addition to admitting fault, I must own my share of projects and responsibility. The team needs to know that I’m on their side and in their corner. When they are criticized I own the criticism with them. I have their back. (By the way, this is only learned by experience.)

Model it.

It’s one thing to say I welcome correction, but when correction comes, I must model receiving it well. If I overreact when correction comes, I’ll limit the times I receive it. If I chooser retribution, I’ve shut further feedback off before it comes.

Trade it.

The best way to get a team to offer healthy correction of the leader is to create a relationship with the team where there is mutual constructive feedback. The goal is not for the leader to receive all the correction. The goal is for correction to be applied where correction is needed.

I should also say all these are still not enough. Constructive criticism from people who care about you and want your best, especially from people you lead, only develops over time as trust is developed. They have to trust you and you have to trust them.

Receiving correction – or constructive feedback – is difficult for anyone, perhaps seemingly unnatural for most leaders. I believe, however, when a leader is open to healthy correction from his or her team, the team will be more willing to follow the leader wherever he or she goes.

Leader, are you open to correction? Is your leader open to correction?

October 2, 2019
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7 Things Which Drive Me Crazy in Leadership

By | Organizational Leadership, Team Leadership | 11 Comments

There are some things in leadership I could almost say I despise. Those things are almost always the ways people misuse or even abuse their leadership power – or the way other people respond to any attempt at good leadership.

And I have probably been guilty of many of these in my career. But, mostly looking backwards at the results, I hate when I did them as well.

Perhaps you have your own list, but this is mine.

7 things which drive me crazy in leadership:

Responsibility without authority – If you ask someone to lead something – let them lead. Don’t make them jump through humps, constantly come back to you for approval, or second-guess everything they do.

Small-mindedness – I like big dreams and those who dream them. It wears me out to be around people calling themselves leaders, but limiting themselves or their organization to mediocrity. I know I’ve never once out-dreamed God. Nor has any of us.

Naysayers – There is always someone who says it can’t be done, it hasn’t been done this way before, or no one will support your idea. It could be the result of their own misfortunes or it could be the way they are wired in general. Listen to wisdom, even constructive criticism, but don’t fall victim to people who resist every change.

Power protectors – Leaders who are easily threatened by others, always try to control people, or only say what they think people want to hear in order to be liked limit people and the organization.

Caution motivated only by fear – Some leaders refuse to take any risk if there is a chance it might not work. They take the safe route – especially when any outside pressure rises against them or the idea. Many times this is seasonal and based on circumstances, but sometimes it is a personal wiring of the leader. (By the way, I can be guilty of a number of these, but this one can impact me the most. I personally prefer a bold move of faith, but many times I let fear get the best of me.)

Bully management – Some leaders attempt to get results by force. They beat people into submission, never appear to be satisfied, or badger people to perform. This has always seemed like cowardly leadership to me.

Passion squelchers – I’ve known leaders who never liked an idea – unless it the idea originated with them. These leaders tend to say no to people more than they say yes. They don’t encourage growth in those around them unless it directly benefits them. Good leaders energize others to realize their individual dreams, even if there is no immediate benefit received to the leader or the organization.

What are some things you despise in leadership?