PRESS RELEASE
FOR IMMEDIATE RELEASE:
CONTACT:
Gary Wood, President and Director
Christian Coaches Network
705.687.2711
gary@christiancoaches.com
www.christiancoaches.com
The largest public search platform worldwide that is devoted entirely to finding professional Christian coaches has changed leadership.
On February 1, 2010, Executive Coach, Gary Wood assumed leadership of the Christian Coaches Network from founder Judy Santos, who has provided vision and direction to the organization for the last 12 years.
She says of her choice of Gary Wood as successor, “He has been on the CCN Advisory Board since it’s inception in 1998. I have worked with him on various projects, taught with him and appreciated his wisdom and friendship over the last twelve years. I pass the torch to him with confidence and a sense of peace that this is a change that was orchestrated by God.”
Currently Christian Coaches Network supports hundreds of professional coaches from 11 countries and a broad spectrum of life experience, professional background, expertise and denominational affiliation.
Individuals or organizations who are searching for a professional coach can now find CCN members who represent almost every area of personal, business or ministry specialty, ranging from life, relationship and marriage coaching to career, leadership and executive coaching.
CCN provides support, connection and professional development opportunities to members. This is supported by three levels of recognized certification within the Christian coaching field.
CCN’s new Director, Gary Wood is a professionally credentialed coach who has more than 35 years business and ministry experience. Since 1998, through his executive coaching firm G.E.Wood and Associates, Gary has worked with an international clientele of corporate, government, business and nonprofit leaders.
In recently addressing member coaches, Gary said of his additional role, “I may assume the public face of CCN but I am far from the total substance. Together we make the whole. The very fact that CCN continues forward bears out the fact that God has plans … plans that include each one of us.”
ABOUT – To learn more about Christian Coaches Network and its membership services or to search for a professional Christian coach, visit their website at www.christiancoaches.com.
END
Showing posts with label Christian Leadership. Show all posts
Showing posts with label Christian Leadership. Show all posts
Tuesday, February 2, 2010
Wednesday, January 13, 2010
9 Common Traits of History's Most Effective Leaders
There are 9 common traits of history's most effective leaders. This according to Charles A. Tribbett III, Andrea Redmond, and Bruce Kasanoff, authors of the 2004 book, Business Evolves, Leadership Endures.
I think it is worth reviewing their observations in 2010 and I certainly recommend reading what they have written. As we are called on to provide effective leadership, each one of these traits is worth striving for.
1. The Commitment Not to Lead a Little Life: If there is one trait that leaders share throughout history, it is the unshakeable commitment to live a life that matters.
2. Vision: To lead others, leaders must have a destination in mind and be absolutely commited to making a vision come true.
3. Voice: Armed with commitment and vision, leaders need a voice – a manner of communicating that others not only hear but also wish to follow.
4. Heart: Leaders with heart are capable of inspiring others through example, whether this takes the form of incredible work ethic or a contagious passion.
5. Team Building: To leave a lasting legacy many leaders build organizations that are not dependent on one person, but are self-sustaining entities in which people and processes work toward common goals.
6. Backbone: There are times when mere talent and insight are not enough, and leaders have to summon unimaginable strength and internal fortitude to persist in the face of overwhelming obstacles.
7. Listening: Real listening empowers leaders as it conveys the information needed to make wise decisions.
8. Emotional Intelligence: By understanding and managing not only one’s own emotions, but also those of other people, leaders earn deserved respect, trust and confidence.
9. Diversity: History, business and nature teach us that the surest way to survive – and thrive- over the long run is to foster diversity of thought, behavior and approach. Tomorrow’s leaders must master diversity.
Like me, you probably don't feel like you are the epitome of all nine of these characteristics. But, along with many other traits that the leaders you respect show, these nine can challenge us to reach up and forward to be the best that we can be.
I think it is worth reviewing their observations in 2010 and I certainly recommend reading what they have written. As we are called on to provide effective leadership, each one of these traits is worth striving for.
1. The Commitment Not to Lead a Little Life: If there is one trait that leaders share throughout history, it is the unshakeable commitment to live a life that matters.
2. Vision: To lead others, leaders must have a destination in mind and be absolutely commited to making a vision come true.
3. Voice: Armed with commitment and vision, leaders need a voice – a manner of communicating that others not only hear but also wish to follow.
4. Heart: Leaders with heart are capable of inspiring others through example, whether this takes the form of incredible work ethic or a contagious passion.
5. Team Building: To leave a lasting legacy many leaders build organizations that are not dependent on one person, but are self-sustaining entities in which people and processes work toward common goals.
6. Backbone: There are times when mere talent and insight are not enough, and leaders have to summon unimaginable strength and internal fortitude to persist in the face of overwhelming obstacles.
7. Listening: Real listening empowers leaders as it conveys the information needed to make wise decisions.
8. Emotional Intelligence: By understanding and managing not only one’s own emotions, but also those of other people, leaders earn deserved respect, trust and confidence.
9. Diversity: History, business and nature teach us that the surest way to survive – and thrive- over the long run is to foster diversity of thought, behavior and approach. Tomorrow’s leaders must master diversity.
Like me, you probably don't feel like you are the epitome of all nine of these characteristics. But, along with many other traits that the leaders you respect show, these nine can challenge us to reach up and forward to be the best that we can be.
Monday, January 11, 2010
Ministry Burnout - Leaders Going Beyond Their Assignment
There is a common thread to much ministry burnout and it is leaders going above and beyond their original assignment.
You take a Christian worker who loves the Lord, and has high expectations of 'what God will do'. Make them a key decision maker carrying major responsibilities. They will prove themselves highly committed, heavily involved and willing to take on a demanding workload.
They will also, with great regularity, ratchet up.
Ratcheting up simply means you take the assignment (.. as the Lord has assigned to each his task. 1 Corinthians 3:5) you are sure 'God has given you' and you add to it. In this one area discernment often seems to be neglected.
While working you also see something else worthwhile to be done. You add it to your to-do list. You see a need here and a cause there to be addressed. Few step forward to help. And you do it ... and do it ... and do it.
Pretty soon you are doing more than the original assignment. You have 'ratcheted up.' And you may be on your way to ministry burnout and the signs of career burnout that are so common to any leader who is experiencing significant stress.
You become resentful of the task and critical of the people who have not volunteered. A gnawing ache develops in your gut and unwanted attitudes invade your thinking.
The cure? Know so well what you 'have been called to do', that saying 'No' to what you have not been called to do will be much easier.
In other words, know your priorities so well, that you say 'No' to those requests, no matter how good they are, that are not absolutely yours to accomplish. (If it isn't an absolute yes, it's a no.)
This is not to take away from doing what you have been assigned with excellence. Excellence is about depth not quantity.
Saying 'no' may allow others to step up and take responsibility, giving them the joy of seeing good things happen that are attached to their efforts and faith.
If the priorities and assignments all seem to blend into one and you find it difficult to sort them out, you may need to work with a life or leadership Coach for a period of time to gain some perspective.
Many people have been robbed of useful service because other well meaning Christians, most often leaders, have taken the task to themselves. If it is important, then God has prepared or is preparing the worker.
You are not the solution to every need.
You take a Christian worker who loves the Lord, and has high expectations of 'what God will do'. Make them a key decision maker carrying major responsibilities. They will prove themselves highly committed, heavily involved and willing to take on a demanding workload.
They will also, with great regularity, ratchet up.
Ratcheting up simply means you take the assignment (.. as the Lord has assigned to each his task. 1 Corinthians 3:5) you are sure 'God has given you' and you add to it. In this one area discernment often seems to be neglected.
While working you also see something else worthwhile to be done. You add it to your to-do list. You see a need here and a cause there to be addressed. Few step forward to help. And you do it ... and do it ... and do it.
Pretty soon you are doing more than the original assignment. You have 'ratcheted up.' And you may be on your way to ministry burnout and the signs of career burnout that are so common to any leader who is experiencing significant stress.
You become resentful of the task and critical of the people who have not volunteered. A gnawing ache develops in your gut and unwanted attitudes invade your thinking.
The cure? Know so well what you 'have been called to do', that saying 'No' to what you have not been called to do will be much easier.
In other words, know your priorities so well, that you say 'No' to those requests, no matter how good they are, that are not absolutely yours to accomplish. (If it isn't an absolute yes, it's a no.)
This is not to take away from doing what you have been assigned with excellence. Excellence is about depth not quantity.
Saying 'no' may allow others to step up and take responsibility, giving them the joy of seeing good things happen that are attached to their efforts and faith.
If the priorities and assignments all seem to blend into one and you find it difficult to sort them out, you may need to work with a life or leadership Coach for a period of time to gain some perspective.
Many people have been robbed of useful service because other well meaning Christians, most often leaders, have taken the task to themselves. If it is important, then God has prepared or is preparing the worker.
You are not the solution to every need.
Friday, January 8, 2010
Decision Making Questions Leaders Should Ask BEFORE Agreeing to Serve
Over several years, I have developed 14 decision making questions leaders should ask BEFORE agreeing to serve in any capacity, paid or voluntary, business or nonprofit.
As my coaching clients have spent time with the questions and their answers, good decisions have been made.
Here are a ten of the fourteen questions. If you are being asked to assume responsibility, whether it be a promotion, new company or new leadership role, take the time to sit down with a piece of paper and a pen and write out your answers. That way you will be very intentional and capture your thoughts concisely. This will enable you to make a better decision about your future.
As my coaching clients have spent time with the questions and their answers, good decisions have been made.
Here are a ten of the fourteen questions. If you are being asked to assume responsibility, whether it be a promotion, new company or new leadership role, take the time to sit down with a piece of paper and a pen and write out your answers. That way you will be very intentional and capture your thoughts concisely. This will enable you to make a better decision about your future.
- Am I really committed to this cause and the people it represents? If you are not, don't put yourself or them through the pain. Those who take ownership will put their all into it and stand a far better chance of success.
- Do I have confidence in the senior leadership and feel I can support them? If any doubt lingers about the senior leadership, deal with the questions now. You will have a lot to do with them and your current inkling may end up your lengthy headache ... or worse.
- Can I make the time for this leadership responsibility without creating excessive stress? In reality, how much time do you think this will take? Knowing your own style, will you allow it to consume your time to an unhealthy degree. Preemptive action may be necessary.
- Do I and my spouse agree about this decision? If you don't ... don't. If you enjoy a good relationship with your spouse, they are your first line of defense in making a good decision. They know you, care about what happens to you and how it will impact the family.
- Leadership issues take discernment. Am I a discerning person and can I improve that competency? Some leadership positions require real wisdom. There are tricky issues to deal with. If that's not you, then say no. If you are willing to grow in this area, then move forward humbly and open to learn.
- Do I have any hidden agenda that could sabotage meetings or others on my team? If being in this role is all about you, your agenda may be the unspoken problem in every meeting. Deal with that stuff now, not later. Be up front about truth.
- Are there any continuing things in my life that if people knew about them would disqualify me from serving? Get those things cleaned up now. Don't live with guilt and the fear of being 'found out'. Failures are not final. Learning from them is priceless.
- Am I a good team player or do I generally want my own way? The organization is headed for trouble with a dictator at the helm. If you see yourself as the great ruler, get down off your pedestal. Learn how to work with the team. Provide great leadership and you will garner the respect that can dramatically move things forward.
- How have I been prepared for this task? Experience, skills, interests? Simple question with big importance. What has brought you to this point? The sum total of who you are will determine where you go and how you lead the organization or project forward.
- To what degree am I willing to change so that I can make a more effective contribution? There's the rub. Are you willing to change? Those who are intentional about looking hard at themselves and making real personal and professional change, move forward. Others languish at the level of their refusal to do what's needed to reach up to their potential.
Wednesday, December 16, 2009
The Bible on Leadership and Relationship
I sometimes present on personal effectiveness at conferences and training events. I enjoy doing it, but I will tell you that I am a Bible teacher at heart.
From time to time I am asked to speak to professional groups from the scriptures. Sometimes an entire audience will be made up of leaders who may be spending their day on topics of best practice and professional improvement.
The primary purpose of God’s Word is not to serve as a textbook to teach us about leadership and management. There is a wealth to be learned from the scriptures on those topics, to be sure and I’m happy to teach about it.
The primary purpose of God’s Word is to teach us God’s heart about relationship. God wants an intimate and growing relationship with people, including owners, entrepreneurs, executives and leaders. In giving his Son on the cross, God paid an unimaginable price to have you and me be in a right, intimate and growing relationship with Him. He wants our heart, not our professional curiosity.
If God has our heart, He can influence the way we manage people, advance vision and carry out our own personal work. His transformative work challenges and changes our attitudes.
Out of understanding how valuable we are to God and how much he loves us and desires to form us and fellowship with us flow all sorts of implications for leaders and leadership.
You don’t have to wait until our paths intersect to hear me speaking about it. Seriously … crack open your own Bible and get reading. But if you haven’t done it for awhile, don’t first go looking for leadership principles. Go looking for relationship. It’s there you will find the heart of God.
From time to time I am asked to speak to professional groups from the scriptures. Sometimes an entire audience will be made up of leaders who may be spending their day on topics of best practice and professional improvement.
The primary purpose of God’s Word is not to serve as a textbook to teach us about leadership and management. There is a wealth to be learned from the scriptures on those topics, to be sure and I’m happy to teach about it.
The primary purpose of God’s Word is to teach us God’s heart about relationship. God wants an intimate and growing relationship with people, including owners, entrepreneurs, executives and leaders. In giving his Son on the cross, God paid an unimaginable price to have you and me be in a right, intimate and growing relationship with Him. He wants our heart, not our professional curiosity.
If God has our heart, He can influence the way we manage people, advance vision and carry out our own personal work. His transformative work challenges and changes our attitudes.
Out of understanding how valuable we are to God and how much he loves us and desires to form us and fellowship with us flow all sorts of implications for leaders and leadership.
You don’t have to wait until our paths intersect to hear me speaking about it. Seriously … crack open your own Bible and get reading. But if you haven’t done it for awhile, don’t first go looking for leadership principles. Go looking for relationship. It’s there you will find the heart of God.
Thursday, October 8, 2009
Leadership Mediocrity
Don't let your leadership be remembered for mediocrity. Step out. Attempt great things. Take the 'risks' that can lead to a significant difference in people's lives.
I don't know what you lead, but this is your hour. This is your chance to make a difference. You may be in government. You may run a business, small or large. You may be a corporate leader. Perhaps you work in the community, struggling for dollars to advance your cause. Regardless, do what you do with passion and skill.
Significant causes, projects and programs need men and women who will reach for excellence in all that they do. They need individuals who are not afraid to test their limits and perhaps even fail in the attempt ... men and women who believe that what they are doing is worth doing with everything they've got.
People follow those who know where they are going. They listen to those who have a cause. They hear passion and purpose.
You will be remembered. The question is for what.
I don't know what you lead, but this is your hour. This is your chance to make a difference. You may be in government. You may run a business, small or large. You may be a corporate leader. Perhaps you work in the community, struggling for dollars to advance your cause. Regardless, do what you do with passion and skill.
Significant causes, projects and programs need men and women who will reach for excellence in all that they do. They need individuals who are not afraid to test their limits and perhaps even fail in the attempt ... men and women who believe that what they are doing is worth doing with everything they've got.
People follow those who know where they are going. They listen to those who have a cause. They hear passion and purpose.
You will be remembered. The question is for what.
Tuesday, September 22, 2009
Create a Three Step Plan to Achieve Your Highest Priorities
Do you wonder how you can ever achieve your highest priorities, how you can turn your dreams into reality? It is possible ... maybe not with all of them, but possibly with many of them.
Gather the Ideas: Make a list of those things which you consider priorities in your life right now. Never mind whether it seems doable or not, or whether it is just a dream at this point. It matters simply that it is a priority that you think about often.
Choose the Highest and Most Important: From this list, choose your number one highest priority, the one that you passionately want to see accomplished. (If you can follow this pattern with one priority, you can do it with any number of them.)
Understand What Needs to Happen: Take this high priority and write out all the things which will need to happen to bring it about. Don't agonize over this list but be as thorough as you can, whether it's five or one hundred 'needs to happen' items to realize success.
Break it Down to Three Definable Phases: From this list (of all the things that will need to happen) group sequential or closely related items into three clusters.
You now have three clusters of sub-points ... the heart of a three part plan. Rearrange the sub-points according to some chronological time frame that allows you to address each point one by one.
Name each of these three groupings of sub-points (action steps) with brevity and in the clearest possible terms.
This is your blueprint for moving forward, your blueprint for success.
You now have a three step plan. Each step has been divided into sub-points or action steps that need to be accomplished, taken from your list of things that need to happen. Each step has a clear title indicating the main action or phase that all those sub-points are a part of.
Execute Your Plan: Execute this plan until you achieve your highest priority, no matter how long it takes.
Make Needed Adjustments: If and when you hit an insurmountable barrier, that you can absolutely determine is insurmountable, then make an adjustment to your plan or recognize and allow that that priority may not be achievable.
Never Give Up: Otherwise never, never, never give up on it, if you truly believe it is of the highest priority.
Obviously some priorities will be achieved in a short period of time. The steps are clear and executable. Other priorities will take considerable time because of their scope and will require persistence, patience and continuous action.
Gather the Ideas: Make a list of those things which you consider priorities in your life right now. Never mind whether it seems doable or not, or whether it is just a dream at this point. It matters simply that it is a priority that you think about often.
Choose the Highest and Most Important: From this list, choose your number one highest priority, the one that you passionately want to see accomplished. (If you can follow this pattern with one priority, you can do it with any number of them.)
Understand What Needs to Happen: Take this high priority and write out all the things which will need to happen to bring it about. Don't agonize over this list but be as thorough as you can, whether it's five or one hundred 'needs to happen' items to realize success.
Break it Down to Three Definable Phases: From this list (of all the things that will need to happen) group sequential or closely related items into three clusters.
You now have three clusters of sub-points ... the heart of a three part plan. Rearrange the sub-points according to some chronological time frame that allows you to address each point one by one.
Name each of these three groupings of sub-points (action steps) with brevity and in the clearest possible terms.
This is your blueprint for moving forward, your blueprint for success.
You now have a three step plan. Each step has been divided into sub-points or action steps that need to be accomplished, taken from your list of things that need to happen. Each step has a clear title indicating the main action or phase that all those sub-points are a part of.
Execute Your Plan: Execute this plan until you achieve your highest priority, no matter how long it takes.
Make Needed Adjustments: If and when you hit an insurmountable barrier, that you can absolutely determine is insurmountable, then make an adjustment to your plan or recognize and allow that that priority may not be achievable.
Never Give Up: Otherwise never, never, never give up on it, if you truly believe it is of the highest priority.
Obviously some priorities will be achieved in a short period of time. The steps are clear and executable. Other priorities will take considerable time because of their scope and will require persistence, patience and continuous action.
Sunday, September 20, 2009
Leaders Under God
As leaders, we do well to remember that we are responsible ultimately to God. We are, when all is said and done, leaders under God.
It does not matter whether the leader acknowledges this or not. It remains a fact and will be proven so when we all stand before Him. But to embrace it is to access divine resources for daily responsibilities ... and far, far more.
The leader in relationship to God through Jesus Christ does not walk alone. He carries out his responsibilities fully conscious that He is loved and strengthened and given wisdom and capacity to lead from God. There is no foolishness in embracing this quality of relationship with the God who does not change.
God is over all. He does not invite us to include him on some list along with all our other personal and business priorities. He invites us to see him over all priorities. Not the first priority but OVER all priorities. He is God over all and He refuses to slip to number two or three or right off our list of interests altogether. He is above lists and desires that we meet Him there, in awe and wonder at His altogether unique nature and position.
Why in 2009 would we still talk about thoroughly modern and enlightened leaders embracing God? Because He still exists.
God never went anywhere while we were becoming so enlightened. He never stopped extending the invitation to relationship while we ran after the multitudes of 'things' and 'isms' and pursuit of success and dollars to replace Him.
He is still there, calling leaders to surrender to His love for them and His ability to speak and work into their experience ... transforming their hearts and minds and the the way they think about and carry out work, life and leadership.
God has been so misrepresented by the behavior of those who identify themselves under His name. But He himself has not changed. As He was in the beginning, so He remains today.
Food for thought.
It does not matter whether the leader acknowledges this or not. It remains a fact and will be proven so when we all stand before Him. But to embrace it is to access divine resources for daily responsibilities ... and far, far more.
The leader in relationship to God through Jesus Christ does not walk alone. He carries out his responsibilities fully conscious that He is loved and strengthened and given wisdom and capacity to lead from God. There is no foolishness in embracing this quality of relationship with the God who does not change.
God is over all. He does not invite us to include him on some list along with all our other personal and business priorities. He invites us to see him over all priorities. Not the first priority but OVER all priorities. He is God over all and He refuses to slip to number two or three or right off our list of interests altogether. He is above lists and desires that we meet Him there, in awe and wonder at His altogether unique nature and position.
Why in 2009 would we still talk about thoroughly modern and enlightened leaders embracing God? Because He still exists.
God never went anywhere while we were becoming so enlightened. He never stopped extending the invitation to relationship while we ran after the multitudes of 'things' and 'isms' and pursuit of success and dollars to replace Him.
He is still there, calling leaders to surrender to His love for them and His ability to speak and work into their experience ... transforming their hearts and minds and the the way they think about and carry out work, life and leadership.
God has been so misrepresented by the behavior of those who identify themselves under His name. But He himself has not changed. As He was in the beginning, so He remains today.
Food for thought.
Friday, September 18, 2009
Motivating Staff to Action
We're all interested in motivating staff to action, empowerment and creating a culture of excellence. We want to embrace diversity, develop potential and achieve synergy. More buzzwords ... they are so easy to say, aren't they.
But you and I need to put meaningful thought and action behind them if we truly want to see others reach their greatest potential while contributing to the year over year success of the organization.
I came across an interesting article on motivation by Tim Millett, Motivating Staff ... What's the Buzz?. The author notes:
The interesting aspect of employee motivation is that there are many workers, both management and staff, who are motivated to succeed, but unfortunately that potential success is not seen as related to their current position or the tasks they are performing on a regular basis.
The symptoms? Staff who feel overlooked, under-appreciated and are looking for 'the right opportunity' to come up somewhere else. Meanwhile the organization gets bogged down in buzzword talk, training and motivational speeches. The results?
There is an enormous untapped potential in the labour force of most companies simply because people feel removed from the processes that equate to company success. That leads to a workforce searching for personal meaning (eventually with a position at a competitor!) or a workforce that is not mentally or emotionally connected to the company mission and thus underproductive.
So what's to be done?
The path to motivating staff is to focus on the mission of the company and then translate that mission into personal success.
How? The author offers several solutions.
I want to emphasize again what Tim says, The path to motivating staff is to focus on the mission of the company and then translate that mission into personal success.
I think that statement is worth taking some serious time to think about.
But you and I need to put meaningful thought and action behind them if we truly want to see others reach their greatest potential while contributing to the year over year success of the organization.
I came across an interesting article on motivation by Tim Millett, Motivating Staff ... What's the Buzz?. The author notes:
The interesting aspect of employee motivation is that there are many workers, both management and staff, who are motivated to succeed, but unfortunately that potential success is not seen as related to their current position or the tasks they are performing on a regular basis.
The symptoms? Staff who feel overlooked, under-appreciated and are looking for 'the right opportunity' to come up somewhere else. Meanwhile the organization gets bogged down in buzzword talk, training and motivational speeches. The results?
There is an enormous untapped potential in the labour force of most companies simply because people feel removed from the processes that equate to company success. That leads to a workforce searching for personal meaning (eventually with a position at a competitor!) or a workforce that is not mentally or emotionally connected to the company mission and thus underproductive.
So what's to be done?
The path to motivating staff is to focus on the mission of the company and then translate that mission into personal success.
How? The author offers several solutions.
- Creating a corporate culture that promotes staff involvement and reduces resistance to change
- Developing responsive management that values employee input
- Encouraging team participation
- Developing team leaders able to motivate others
- Becoming an organization that is able to cross traditional functions and communication barriers
- Creating positive energy that promotes individual success while also advancing company progress
I want to emphasize again what Tim says, The path to motivating staff is to focus on the mission of the company and then translate that mission into personal success.
I think that statement is worth taking some serious time to think about.
Friday, August 14, 2009
Leadership Quotes From My Files
Like you, I have a collection of leadership quotes that have impressed me over the years for one reason or another. Since most leaders value reading leadership quotes, here are a few from my files to broaden your perspective and encourage you along the way. If you provide everyday leadership ... press on.
“Quiet leaders are realists. They try hard to see the world as it is. This means recognizing, almost as a sixth sense, that all sorts of things can happen and often do. And they happen because people act for all sorts of reasons, virtuous and vicious, clear and muddleheaded, sensible and nutty. Realism in other words, isn’t pessimism or cynicism. It is making ample room for the many ways in which people and deviants can surprise, dismay and astonish.” Joseph Badaracco, Jr., Leading Quietly
“Popularity is not leadership. Results are.” Peter Drucker, The Leader of the Future
"According to some scholars, the four Presidents prior to Abraham Lincoln were "compromise leaders", unwilling to confront the difficult issue of slavery between the North and the South. Then a mature leader with a solid sense of who he was, what he believed and valued - regardless of the consequences, took the Whitehouse. The strength and maturity of his character and conviction in many ways forced the nation to confront the reality of the abomination of slavery. The Civil War followed. The starting point for change in any nation, church or ministry has always been the leader." Peter Scazzero, The Emotionally Healthy Church
"Though credibility can be shattered in an instant, it is earned over time. Very seldom is there the opportunity to make some dramatic gesture that proves your credibility as a leader and makes others loyal to you. Most of the time the relationship builds over time in layers. Keeping promises, leading by example, and listening and responding to the concerns of others
gradually produces loyal, dedicated and productive followers." Michael Miller, The Kingdom Focused Leader
"Many younger leaders realize that authority does not come with a position and a title but that it has to be earned. It is established on the basis of trustworthiness and competence. They understand that leadership emerges as power is shared rather than as authority is exerted. That power may arise from the application of one's area of expertise, but it is based on trust and is reinforced as personal relationships are deepened and extended." Eddie Gibbs, Leadership Next
“All over the world, right at this moment, people are getting tapped on the shoulder. They’re being told that, starting now, they’re going to be in charge of something – a team, a project, an office, a committee, a business unit. It happens. Existing bosses die, move away, get fired, or are abducted by aliens. Some subordinate is asked to step up and take a stab at being boss. Welcome to accidental leadership.” Harvey Robbins, Michael Finley, The Accidental Leader
“Much of your ability to get people to do what they have to do is going to depend on what they perceive when they look at you.” Rudolph Giuliani, Leadership
“As Moms, we get so bogged down in the day-to-day business of raising a family that we don’t feel like leaders of anything, except maybe the cleanup crew. That just isn’t the case. If you have children, you are their leader. Other than God, you are the most important leader they will ever have.” Teresa Bell Kindred, Mom PhD
“If leaders are not aiming at something but are merely responding or reacting to situations as they arise, they have already virtually surrendered leadership. Circumstances or situations are leading the way and effectively determining what is going to be done. The role of the leaders has become a maintenance or an operational one, because their attention is focused on the present and the past, rather than on the future.” Tom Marshall, Understanding Leadership
“Leadership is no picnic. If you are going to learn how to be a good leader, you are going to have to open your mind to new ideas without discarding all of your old ideas. Moving into the future does not mean letting go of everything you have done in the past. It means getting perpetually smarter about how you integrate the old and the new. It means taking what you know about the science of leadership and blending that with the finesse that comes from the art of leadership.” John Beck, Neil Yeager, The Leaders Window
“Quiet leaders are realists. They try hard to see the world as it is. This means recognizing, almost as a sixth sense, that all sorts of things can happen and often do. And they happen because people act for all sorts of reasons, virtuous and vicious, clear and muddleheaded, sensible and nutty. Realism in other words, isn’t pessimism or cynicism. It is making ample room for the many ways in which people and deviants can surprise, dismay and astonish.” Joseph Badaracco, Jr., Leading Quietly
“Popularity is not leadership. Results are.” Peter Drucker, The Leader of the Future
"According to some scholars, the four Presidents prior to Abraham Lincoln were "compromise leaders", unwilling to confront the difficult issue of slavery between the North and the South. Then a mature leader with a solid sense of who he was, what he believed and valued - regardless of the consequences, took the Whitehouse. The strength and maturity of his character and conviction in many ways forced the nation to confront the reality of the abomination of slavery. The Civil War followed. The starting point for change in any nation, church or ministry has always been the leader." Peter Scazzero, The Emotionally Healthy Church
"Though credibility can be shattered in an instant, it is earned over time. Very seldom is there the opportunity to make some dramatic gesture that proves your credibility as a leader and makes others loyal to you. Most of the time the relationship builds over time in layers. Keeping promises, leading by example, and listening and responding to the concerns of others
gradually produces loyal, dedicated and productive followers." Michael Miller, The Kingdom Focused Leader
"Many younger leaders realize that authority does not come with a position and a title but that it has to be earned. It is established on the basis of trustworthiness and competence. They understand that leadership emerges as power is shared rather than as authority is exerted. That power may arise from the application of one's area of expertise, but it is based on trust and is reinforced as personal relationships are deepened and extended." Eddie Gibbs, Leadership Next
“All over the world, right at this moment, people are getting tapped on the shoulder. They’re being told that, starting now, they’re going to be in charge of something – a team, a project, an office, a committee, a business unit. It happens. Existing bosses die, move away, get fired, or are abducted by aliens. Some subordinate is asked to step up and take a stab at being boss. Welcome to accidental leadership.” Harvey Robbins, Michael Finley, The Accidental Leader
“Much of your ability to get people to do what they have to do is going to depend on what they perceive when they look at you.” Rudolph Giuliani, Leadership
“As Moms, we get so bogged down in the day-to-day business of raising a family that we don’t feel like leaders of anything, except maybe the cleanup crew. That just isn’t the case. If you have children, you are their leader. Other than God, you are the most important leader they will ever have.” Teresa Bell Kindred, Mom PhD
“If leaders are not aiming at something but are merely responding or reacting to situations as they arise, they have already virtually surrendered leadership. Circumstances or situations are leading the way and effectively determining what is going to be done. The role of the leaders has become a maintenance or an operational one, because their attention is focused on the present and the past, rather than on the future.” Tom Marshall, Understanding Leadership
“Leadership is no picnic. If you are going to learn how to be a good leader, you are going to have to open your mind to new ideas without discarding all of your old ideas. Moving into the future does not mean letting go of everything you have done in the past. It means getting perpetually smarter about how you integrate the old and the new. It means taking what you know about the science of leadership and blending that with the finesse that comes from the art of leadership.” John Beck, Neil Yeager, The Leaders Window
Sunday, August 2, 2009
Why use a Christian Leadership Coach?
A quality Christian leadership coach should bring some unique strengths to your coaching engagement. If they are serious about their relationship to God and bringing that relationship into every aspect of their life, work and leadership you will be well served by them. Of course it is up to you to see if they have a level of coaching expertise sufficient to meet your need.
Having been in leadership in one way or another over many years, it is my personal belief that every Christian leader should work with a professional coach. Working as a leadership and executive coach for over a decade, I am all the more convinced. This is not a belief based on commercial intent, but one based on understanding Christian leaders and what they face. From the emerging to the seasoned leader, a huge benefit would be gained by the support offered from an impartial coach. But that is for another post.
Why use a Christian leadership coach?
The Christian coach has a high awareness of the importance of clarity. Of all people, the Christian coach understands that the truth will set you free. Driving for the truth bears huge reward. It isn't always easy. It may hurt or embarrass. It may give up chunks of emotionally held territory. But once gained, the truth has a freeing quality. It allows all other things to fall away and provides opportunity for singular focus and less distraction on those things that matter.
The Christian coach has a high awareness of the importance of ownership. The biblical order is believe, receive, become. Receiving something, adopting it as your own is a cornerstone principle of the Christian faith. Taking ownership, taking responsibility, saying "this is mine to deal with" is vital to moving forward. Without commitment there is no movement. And in order to reach goals and objectives in business, government, ministry or personal matters, we must start from a position of owning the situation.
The Christian leadership coach has a high awareness of the importance of structure. They understand that God is a God of order. He created an ordered universe. He gave principles of order. Without structure, things devolve into disorder and confusion. Christian coaches help people develop strategies, structures and environments that support success. Other coaches do that as well, but Christian coaches realize that the best solutions do not always come from referencing self but from setting self aside and referencing outside of self within the larger context of God's order.
The Christian leadership coach has a high awareness of the importance of momentum. Perseverance is a key Christian concept. If God assigns a task, we act with passion and we don't give up until it is achieved. Our God is not a God of stalling. He is a God of movement. He is a God who provides needed course corrections in order to better achieve the task. Momentum implies consistent forward movement in the face of challenge and the unknown. It implies faith that steps up to the challenge of the unknown fully drawing on all the resources of God that are available.
The Christian leadership coach has a high awareness of the place of outcomes. Whether in setting general direction or specific objectives, the Christian coach understands that God wants us to experience certain outcomes, the benefits of having followed a particular course of action. When we can be clear about where we are going and what's going to be awaiting us when we get there, it provides a motivation that attracts us forward. The way to go is clearer, the objectives more satisfying and the result of achieving those objectives so much more worth the effort.
Many of the practices and techniques of the Christian coach resemble those of any other professional coach. However, the life of faith and a vital walk with God provides certain understanding and approach that are unique to this faith-centered professional. They may be imitated but without divine intervention they ring hollow.
The outstanding Christian leadership or executive coach will probably not set themselves up as the be-all-end-all of performance improvement gurus. But if they are thoroughly professional, bring extensive experience and understanding and have that God-given gift of getting to the core of things, they will make a game changing impact on the life, work and leadership of any leader and particularly those that identify themselves as Christian. Their reluctance to exalt themselves will be more than off-set by their capacity to move you forward.
Having been in leadership in one way or another over many years, it is my personal belief that every Christian leader should work with a professional coach. Working as a leadership and executive coach for over a decade, I am all the more convinced. This is not a belief based on commercial intent, but one based on understanding Christian leaders and what they face. From the emerging to the seasoned leader, a huge benefit would be gained by the support offered from an impartial coach. But that is for another post.
Why use a Christian leadership coach?
The Christian coach has a high awareness of the importance of clarity. Of all people, the Christian coach understands that the truth will set you free. Driving for the truth bears huge reward. It isn't always easy. It may hurt or embarrass. It may give up chunks of emotionally held territory. But once gained, the truth has a freeing quality. It allows all other things to fall away and provides opportunity for singular focus and less distraction on those things that matter.
The Christian coach has a high awareness of the importance of ownership. The biblical order is believe, receive, become. Receiving something, adopting it as your own is a cornerstone principle of the Christian faith. Taking ownership, taking responsibility, saying "this is mine to deal with" is vital to moving forward. Without commitment there is no movement. And in order to reach goals and objectives in business, government, ministry or personal matters, we must start from a position of owning the situation.
The Christian leadership coach has a high awareness of the importance of structure. They understand that God is a God of order. He created an ordered universe. He gave principles of order. Without structure, things devolve into disorder and confusion. Christian coaches help people develop strategies, structures and environments that support success. Other coaches do that as well, but Christian coaches realize that the best solutions do not always come from referencing self but from setting self aside and referencing outside of self within the larger context of God's order.
The Christian leadership coach has a high awareness of the importance of momentum. Perseverance is a key Christian concept. If God assigns a task, we act with passion and we don't give up until it is achieved. Our God is not a God of stalling. He is a God of movement. He is a God who provides needed course corrections in order to better achieve the task. Momentum implies consistent forward movement in the face of challenge and the unknown. It implies faith that steps up to the challenge of the unknown fully drawing on all the resources of God that are available.
The Christian leadership coach has a high awareness of the place of outcomes. Whether in setting general direction or specific objectives, the Christian coach understands that God wants us to experience certain outcomes, the benefits of having followed a particular course of action. When we can be clear about where we are going and what's going to be awaiting us when we get there, it provides a motivation that attracts us forward. The way to go is clearer, the objectives more satisfying and the result of achieving those objectives so much more worth the effort.
Many of the practices and techniques of the Christian coach resemble those of any other professional coach. However, the life of faith and a vital walk with God provides certain understanding and approach that are unique to this faith-centered professional. They may be imitated but without divine intervention they ring hollow.
The outstanding Christian leadership or executive coach will probably not set themselves up as the be-all-end-all of performance improvement gurus. But if they are thoroughly professional, bring extensive experience and understanding and have that God-given gift of getting to the core of things, they will make a game changing impact on the life, work and leadership of any leader and particularly those that identify themselves as Christian. Their reluctance to exalt themselves will be more than off-set by their capacity to move you forward.
Saturday, July 25, 2009
The Latest Leadership Definition
Why does a leadership definition make a difference?
Because it is reflective of the leader who uses it.
I am all for each one of us having our own definition of leadership if serves the individual and the organization well. In fact this is probably more the reality than the exception.
Rather than seeking to get what is a squishy topic definition (leadership) just right, and be all encompassing and technical, why not just admit most independent thinkers will adopt that which reflects their particular approach to leadership ... that which 'rings true' for them in the daily give and take of working with people and making things happen.
For the record, here is the definition of leadership I have used for about 25 years now.
Leadership is discontent in motion.
Sometimes I'll add that leadership is creative discontent in motion.
You see, it is part of who I am. Part of how I explain myself to the world. I believe that leadership is going somewhere. Leadership looks at what is and realizes it can be improved on. Then it reaches toward what is possible.
Management maintains what is. Absolutely vital if 'what is' is serving people with great efficiency and effectiveness.
Leadership reaches for what is possible. Equally vital if 'what is possible' will make things better.
I want to see people be the very best they can be. In working with hundreds of young men and women, I always saw them as tremendous gold mines of potential and absolutely enjoyed working shoulder-to-shoulder with them ... still do, when I have the occasion. It's the same with our current leadership and executive coaching clients. Leadership sees yet to be tapped potential in people.
I want to see systems - ways of doing things, improved. It is my belief that almost every regularly repeated activity can be looked at as a system, and that almost any system can be made to work better ... even the large systems of causes, projects and programs. They can be improved.
It's a restless discontent with the way things are. It's creative in offering options and solutions that capture the imagination and can be translated into practical on-the-ground action. It's in motion because it is results oriented. It mobilizes people, capturing their attention and shifting their vision of what can happen.
So there it is. The next time you write up that page of leadership definitions, include mine. Leadership is discontent in motion. Put my name beside it, Gary Wood. Put it right after your definition of leadership ... the one that is reflective of the way you think and work.
Because it is reflective of the leader who uses it.
I am all for each one of us having our own definition of leadership if serves the individual and the organization well. In fact this is probably more the reality than the exception.
Rather than seeking to get what is a squishy topic definition (leadership) just right, and be all encompassing and technical, why not just admit most independent thinkers will adopt that which reflects their particular approach to leadership ... that which 'rings true' for them in the daily give and take of working with people and making things happen.
For the record, here is the definition of leadership I have used for about 25 years now.
Leadership is discontent in motion.
Sometimes I'll add that leadership is creative discontent in motion.
You see, it is part of who I am. Part of how I explain myself to the world. I believe that leadership is going somewhere. Leadership looks at what is and realizes it can be improved on. Then it reaches toward what is possible.
Management maintains what is. Absolutely vital if 'what is' is serving people with great efficiency and effectiveness.
Leadership reaches for what is possible. Equally vital if 'what is possible' will make things better.
I want to see people be the very best they can be. In working with hundreds of young men and women, I always saw them as tremendous gold mines of potential and absolutely enjoyed working shoulder-to-shoulder with them ... still do, when I have the occasion. It's the same with our current leadership and executive coaching clients. Leadership sees yet to be tapped potential in people.
I want to see systems - ways of doing things, improved. It is my belief that almost every regularly repeated activity can be looked at as a system, and that almost any system can be made to work better ... even the large systems of causes, projects and programs. They can be improved.
It's a restless discontent with the way things are. It's creative in offering options and solutions that capture the imagination and can be translated into practical on-the-ground action. It's in motion because it is results oriented. It mobilizes people, capturing their attention and shifting their vision of what can happen.
So there it is. The next time you write up that page of leadership definitions, include mine. Leadership is discontent in motion. Put my name beside it, Gary Wood. Put it right after your definition of leadership ... the one that is reflective of the way you think and work.
Thursday, July 9, 2009
The Christian Leader's 5 Most Stress Relieving Prayers
The Christian leader's 5 most stress relieving prayers are not neat tidy little formulas which once uttered create magic. They are as much about attitude and posture as they are about pronouncement.
Every passage of scripture can form the source of a prayer that springs from the heart of the leader. Search out your own. Make them daily habit and they will transform your life and your leadership.
Leadership is transformational. It is as much about changing the leader as it is affecting those led. Absorbing the intent of these simple lines will transform us. Living them out will transform the world.
Perhaps the most important thing of the day that any leader or executive does is to stop and pray. We little understand the degree of blessing that comes to the men and women of a committee, an organization, a company or a country who has a praying leader.
Every passage of scripture can form the source of a prayer that springs from the heart of the leader. Search out your own. Make them daily habit and they will transform your life and your leadership.
Leadership is transformational. It is as much about changing the leader as it is affecting those led. Absorbing the intent of these simple lines will transform us. Living them out will transform the world.
- Not my will, but yours be done. Luke 22:42
- Without you I can do nothing. John 15:5
- Only one thing is needed. Luke 10:42
- Forgetting what is behind. Phillipians 3:13
- Throw off everything that hinders. Hebrews 12:1
Perhaps the most important thing of the day that any leader or executive does is to stop and pray. We little understand the degree of blessing that comes to the men and women of a committee, an organization, a company or a country who has a praying leader.
Tuesday, July 7, 2009
The Adventure of a Lifetime
Occasionally in life you meet a truly remarkable individual. You can usually look back and comment on some particular quality that made them stand out in your mind and elevated them to a place of esteem.
I have lived with such a remarkable individual for 36 years.
Alice is my wife, my best friend and my confidante. We met some years earlier but were married on this day in 1973. We believe we have lived an adventure that is a whole story in itself. I love to tell the early parts of that adventure and have Alice correct me where I embellish our first meeting in grade 8 and my awkward attempts at getting her to notice and skate with me at the local arena a couple of months later.
We've traveled a long way since then. Marriage, children, life. Thousands of people have crossed our paths, some of them remarkable individuals in their own right, who have impacted who we are today.
Around all the people and the ordinary and extraordinary details of our life together are stories ... stories of both great joy and real tears, of stepping out and living life to the full ... all stories that are uniquely ours.
In my recent book, 52 Solutions for Those Who Need a 25 Hour Day, I said of Alice, “I have never walked alone in leadership or business. We have walked together.” If you have ever done it, even for a short time, it is something special to spend time with a remarkable individual. You learn so much. Sometimes even moments can change you. Imagine that walk lasting an adult lifetime.
So to whoever is reading this ... just know that I love Alice Wood. By God's grace we have enjoyed 36 wonderful, adventurous years. I dream of many more. We shall see what unfolds ...
I have lived with such a remarkable individual for 36 years.
Alice is my wife, my best friend and my confidante. We met some years earlier but were married on this day in 1973. We believe we have lived an adventure that is a whole story in itself. I love to tell the early parts of that adventure and have Alice correct me where I embellish our first meeting in grade 8 and my awkward attempts at getting her to notice and skate with me at the local arena a couple of months later.
We've traveled a long way since then. Marriage, children, life. Thousands of people have crossed our paths, some of them remarkable individuals in their own right, who have impacted who we are today.
Around all the people and the ordinary and extraordinary details of our life together are stories ... stories of both great joy and real tears, of stepping out and living life to the full ... all stories that are uniquely ours.In my recent book, 52 Solutions for Those Who Need a 25 Hour Day, I said of Alice, “I have never walked alone in leadership or business. We have walked together.” If you have ever done it, even for a short time, it is something special to spend time with a remarkable individual. You learn so much. Sometimes even moments can change you. Imagine that walk lasting an adult lifetime.
So to whoever is reading this ... just know that I love Alice Wood. By God's grace we have enjoyed 36 wonderful, adventurous years. I dream of many more. We shall see what unfolds ...
Sunday, July 5, 2009
Self-Stewardship, 12 Lessons for Leaders
We get powerful lessons in time management from Jesus. Really they are lessons in self-management. Those who lead in any capacity would do well to study the life of the Lord. He didn't come to specifically teach us about business management, time management or executive leadership, but his life is exemplary of such. In brief:
Yes, the list could go on. If you and I put into practice these 12 actions of our Lord, we would probably revolutionize our lives, our leadership and the businesses and organizations we lead.
- He kept to his purpose. His schedule flowed from his purpose.
- His purpose was determined by periods of prayer.
- He didn't perform or manage his image for others.
- He carried himself with an unhurried calmness versus a frenetic busyness
- He never used the word "should" referring to himself
- He had good friendships, Mary, Martha, Lazarus etc
- He lived lightly, enjoyed children, didn't grasp things
- He focused his attention on one person at a time
- He allowed those things he needed to deal with and left the rest
- He changed pace - periods of intensity, periods of being alone
- He dealt with whatever came up exactly when it needed to be dealt with
- His focus was on finishing his assignment with excellence
Yes, the list could go on. If you and I put into practice these 12 actions of our Lord, we would probably revolutionize our lives, our leadership and the businesses and organizations we lead.
Friday, July 3, 2009
What Do You Mean, Leadership Development?
Before engaging a coach for 'leadership development', you had better get a grip on what exactly leadership development is in the context of how you want to use it.
To book yourself or sponsor staff for leadership development coaching doesn't mean much by itself. What is it you wish to accomplish?
... and any number of other things that would impact the daily life of a leader.
I think Steve Roesler gives some very cogent advice in his recent post, Leadership: Coaching Clarity Needed,
When it comes to coaching--or any kind of consulting activity--90% of the success or failure lies in the contracting phase. So:
a. Get clear about who initiated the coaching request. If it was a boss, make sure to understand what that person is looking for and why. Which means asking, "Who really set this process in motion?"
b. What are the specific results desired from the coaching engagement? While Leadership is a sexy catch-all phrase, maybe the real issues are managing team performance, running better meetings, or initiating conversations with colleagues in other corporate locations. (All three of those have emerged after probing underneath the Leadership umbrella during contracting).
c. Is coaching the best way to get at the desired growth? The fact of the matter is that some things are skills that can be learned in other ways. And if you ask yourself how you best learned Leadership, the thoughtful answer will probably be "from leading." Be prepared to suggest expanded responsibility. People grow by being lifted up and then stepping up.
Clarity rules! If you can name it, you can do something about it. If you wish to establish new skills, change a particular attitude or adjust the way you go about whatever ... write it down clearly and then make focused effort to work on it.
If you want to achieve specific goals with coaching, fuzzy ideas and articulation about leadership development may not get you there. Zero in.
Here are sample statements from executives we have coached. Each of them started out as 'leadership development' type requests. But they had something more specific in mind. Notice how their statements are becoming more refined.
This means that the coaching can be more targeted. We can more quickly zero in and get to work on those things that matter.
And even for your own personal and professional development work ... be crisp and clear and you will better be able to develop your own personal development plan. You will have specific topics to work on. You will be able to set realistic targets because you will know what you are talking about.
Clarity rules!
To book yourself or sponsor staff for leadership development coaching doesn't mean much by itself. What is it you wish to accomplish?
- Adjust a career limiting behavior
- Improve communication skills
- Learn how to develop and articulate vision
- Create connections both inside and outside the organization
- Handle conflict better
... and any number of other things that would impact the daily life of a leader.
I think Steve Roesler gives some very cogent advice in his recent post, Leadership: Coaching Clarity Needed,
When it comes to coaching--or any kind of consulting activity--90% of the success or failure lies in the contracting phase. So:
a. Get clear about who initiated the coaching request. If it was a boss, make sure to understand what that person is looking for and why. Which means asking, "Who really set this process in motion?"
b. What are the specific results desired from the coaching engagement? While Leadership is a sexy catch-all phrase, maybe the real issues are managing team performance, running better meetings, or initiating conversations with colleagues in other corporate locations. (All three of those have emerged after probing underneath the Leadership umbrella during contracting).
c. Is coaching the best way to get at the desired growth? The fact of the matter is that some things are skills that can be learned in other ways. And if you ask yourself how you best learned Leadership, the thoughtful answer will probably be "from leading." Be prepared to suggest expanded responsibility. People grow by being lifted up and then stepping up.
Clarity rules! If you can name it, you can do something about it. If you wish to establish new skills, change a particular attitude or adjust the way you go about whatever ... write it down clearly and then make focused effort to work on it.
If you want to achieve specific goals with coaching, fuzzy ideas and articulation about leadership development may not get you there. Zero in.
Here are sample statements from executives we have coached. Each of them started out as 'leadership development' type requests. But they had something more specific in mind. Notice how their statements are becoming more refined.
- "Develop some benchmarks for the company and understand how to use them best"
- "To get away from the edge of burnout"
- "I need assistance in relating to the board."
- "I need help in making a smooth transition of leadership."
- "Become someone who deals better with staff performance problems"
This means that the coaching can be more targeted. We can more quickly zero in and get to work on those things that matter.
And even for your own personal and professional development work ... be crisp and clear and you will better be able to develop your own personal development plan. You will have specific topics to work on. You will be able to set realistic targets because you will know what you are talking about.
Clarity rules!
Saturday, June 20, 2009
The Best Leaders Share One Quality
There is a type of leadership that isn’t much talked about. In spite of this fact many enterprises succeed because of it and others fail because of its lack.
I call it ownership leadership.
What is it?
Why is it important?
Where do we look for it?
If something is carried through to a successful completion it is usually because key people have taken ownership to make it happen. We see it all around us.
A new business owner is willing to do what it takes to make their fledgling enterprise successful. They make the investment of time, money, expertise and energy … usually lots of time and energy. They are passionately involved in every decision. They are willing to wear many hats to get the job done.
Projects that serve communities often have highly dedicated people. They serve up burgers, plant flowers, start early and stay late. And the list goes on.
Alice and I practiced it. For 10 years we set aside daily business and provided leadership for a youth and family camp. We adopted it as our own. We took care of it as we did our own home and property. We put in the hours to make sure it looked good and worked well to accomplish our mandate. We worked with and felt for the hundreds of staff who came and went.
We took pride in the camp. It was a reflection of us and what we felt the organization stood for. We wanted to be ready for inspection at any time. We felt we had been given a stewardship that we were accountable for and we took that very seriously.
If it required starting early, sometimes very early, that’s what happened. If it meant being up late, and in the summer it did, that’s what happened. We took ownership because we believed in the purpose and loved the people it served.
Ownership treats it as if it were your own. Ownership isn’t because one has to, but because one wants to. Ownership is powerful. It makes things happen. Ownership is loyal.
You probably know wonderful stories of men and women who were ready to give themselves for something they believed in. We all have those causes. And when engaged we throw ourselves into the task. We take ownership.
If you are in leadership, find people who are willing to take ownership of an area. They don’t wish to reign as supreme ruler, but they are ready to step up to the plate, work with others and reach toward inspiring goals.
All too often we search for a warm body to carry out a task. They work away at their job. They have to. It’s required. But their heart isn’t in it. Their passion isn’t engaged. They didn’t step up and say, “Pick me, pick me.” The warm body approach is one way, but there are better ways.
1. Give jobs to people who have a passion to do them
2. Take on the relatively unknown person who steps forward with good ideas
3. Don’t take just anyone. Ferret out any hidden agendas
4. Know the strengths of your people and challenge them to rise to the occasion
5. Don’t be so quick to fill a position to get a project completed. Wait for the right person
6. Be very clear in where you are going and how you wish them to get there
Ownership leadership is responsible for much of the good you see come out of small nonprofit voluntary organizations. It may be harder to detect in a for-pay environment but it is there also. Identify those people and keep them.
An objective, a plan and engaged passion is powerful. Never underestimate the value of finding the passionate person or driving forward with those dreams that engage your own deep sense of ownership.
I call it ownership leadership.
What is it?
Why is it important?
Where do we look for it?
If something is carried through to a successful completion it is usually because key people have taken ownership to make it happen. We see it all around us.
A new business owner is willing to do what it takes to make their fledgling enterprise successful. They make the investment of time, money, expertise and energy … usually lots of time and energy. They are passionately involved in every decision. They are willing to wear many hats to get the job done.
Projects that serve communities often have highly dedicated people. They serve up burgers, plant flowers, start early and stay late. And the list goes on.
- Ministry leaders who are full of compassion for the people around them
- Parents who are absolutely dedicated to having their children reach their potential
- Citizens who feel so strongly the need for change that they run for election
- Youth organization leadership who spend endless weekends and evenings serving kids
- Volunteer coaches who collect, taxi, mentor and cheer on this year’s team
Alice and I practiced it. For 10 years we set aside daily business and provided leadership for a youth and family camp. We adopted it as our own. We took care of it as we did our own home and property. We put in the hours to make sure it looked good and worked well to accomplish our mandate. We worked with and felt for the hundreds of staff who came and went.
We took pride in the camp. It was a reflection of us and what we felt the organization stood for. We wanted to be ready for inspection at any time. We felt we had been given a stewardship that we were accountable for and we took that very seriously.
If it required starting early, sometimes very early, that’s what happened. If it meant being up late, and in the summer it did, that’s what happened. We took ownership because we believed in the purpose and loved the people it served.
Ownership treats it as if it were your own. Ownership isn’t because one has to, but because one wants to. Ownership is powerful. It makes things happen. Ownership is loyal.
You probably know wonderful stories of men and women who were ready to give themselves for something they believed in. We all have those causes. And when engaged we throw ourselves into the task. We take ownership.
If you are in leadership, find people who are willing to take ownership of an area. They don’t wish to reign as supreme ruler, but they are ready to step up to the plate, work with others and reach toward inspiring goals.
All too often we search for a warm body to carry out a task. They work away at their job. They have to. It’s required. But their heart isn’t in it. Their passion isn’t engaged. They didn’t step up and say, “Pick me, pick me.” The warm body approach is one way, but there are better ways.
1. Give jobs to people who have a passion to do them
2. Take on the relatively unknown person who steps forward with good ideas
3. Don’t take just anyone. Ferret out any hidden agendas
4. Know the strengths of your people and challenge them to rise to the occasion
5. Don’t be so quick to fill a position to get a project completed. Wait for the right person
6. Be very clear in where you are going and how you wish them to get there
Ownership leadership is responsible for much of the good you see come out of small nonprofit voluntary organizations. It may be harder to detect in a for-pay environment but it is there also. Identify those people and keep them.
An objective, a plan and engaged passion is powerful. Never underestimate the value of finding the passionate person or driving forward with those dreams that engage your own deep sense of ownership.
Friday, June 12, 2009
Coaching a Board, Knowing the Players
The experience of coaching a board comes in a lot of flavors. There are boards for every organization imaginable. They range from the simplest of community groups to the most sophisticated of corporate enterprise.
One can run into some real resistance while coaching boards. It is not because people are trying to be obstinate and unhelpful. It's because they have a way of thinking lodged in their psyche and it needs to undergo a shift.
My job as an executive coach is not to make the unwilling change their mind. My job is to assist the willing to see their potential blind spots, take ownership and initiate their own change.
Here are several reasons people show up on boards and the primary shift of mindset they are going to have to undergo in order to make an increasingly significant contribution.
For what reason are they on the board? What mindset may have to change?
If you are one of these people, the board needs you to acknowledge your blind spots, change and step up to be a whole different contributor. This really applies to any of us on boards. Who will say there isn't room for improvement when we see any of these mindsets creep into our own thinking.
One can run into some real resistance while coaching boards. It is not because people are trying to be obstinate and unhelpful. It's because they have a way of thinking lodged in their psyche and it needs to undergo a shift.
My job as an executive coach is not to make the unwilling change their mind. My job is to assist the willing to see their potential blind spots, take ownership and initiate their own change.
Here are several reasons people show up on boards and the primary shift of mindset they are going to have to undergo in order to make an increasingly significant contribution.
For what reason are they on the board? What mindset may have to change?
- Personal - This individual is on the board because they are a supporter of the leader or founder. They need to shift from individual to group.
- Involved - This person is actually involved in the work the board oversees. They must shift from doing to directing.
- Donor - This is a donor who has give substantially to the organization. They must shift from thinking only finances to thinking big picture.
- Skill Set - This individual is on the board because they have particular knowledge or skill, like law or accounting. They need to shift from specific to general.
- Obligation - Somebody felt obligated to this persona and moved that they be on the board. They will have to shift from observer to participant
- Founder - It's obvious why they are there, but is it best? A shift from controller to team player needs to take place.
- Respected - Someone respected this individual as a wise leader. They will need to shift from giving all the answers to be a consensus builder.
- Balance - This person was brought on the board to "balance" age, gender or opinion. They will need to shift from contrarian to team thinking.
- Yes Man - Or women .. these individuals are handpicked by the leader. They need to shift from being defenders to being contributors.
- Experienced - This individual is seasoned in what the organization is doing. They may sit on other boards also. They need to shift from leader to visionary.
- Quality - This individual is noted for a particular quality like articulating a vision or troubleshooting. They need to shift from intermittent manager to leader.
- Bridge - This person was brought on the board to form a bridge with some person or group of people. They need to shift from one issue mentality to big picture thinker.
- High Profile - This man or woman is on the board because they are successful, powerful and have influence. They need to shift from ruler to servant.
- Nice - This is a very nice man or woman who couldn't say 'no' and let their name stand for election. They need to shift from ambivalent to fast learner.
If you are one of these people, the board needs you to acknowledge your blind spots, change and step up to be a whole different contributor. This really applies to any of us on boards. Who will say there isn't room for improvement when we see any of these mindsets creep into our own thinking.
Monday, May 25, 2009
Six Months of Coaching Christian Executives
I recently sat down to reflect on the last six months of coaching Christian executives and leaders.
I wanted to review the topics that clients brought to our coaching calls so we could anticipate areas where we could improve our service to them and so I could do further study for my own personal and professional growth. I've done this regularly over the past 11 years of full-time professional coaching.
Just what do Christian executives work on with their Coach? Here is my top 10 list from over the last six months spent working with my clients.
You might have thought that because these were Christian executives and leaders, they would be working on great matters of faith. In fact, with all of my Christian clients, their faith forms the backdrop for working on all issues of everyday work and leadership. Their faith is the 'operating system' running in the background and giving direction to the rest.
I wanted to review the topics that clients brought to our coaching calls so we could anticipate areas where we could improve our service to them and so I could do further study for my own personal and professional growth. I've done this regularly over the past 11 years of full-time professional coaching.
Just what do Christian executives work on with their Coach? Here is my top 10 list from over the last six months spent working with my clients.
- To make their organization even better. It may sound simple, even trite, but it has big consequences. Leaders were focused on improving across all areas of the organization. Not satisfied with maintaining what is, they were intentionally reaching for what can be.
- To increase their ability to leverage their time. Leaders wanted to work on achieving their highest priorities as much as possible. Almost to a person, they realized that there was room for better use of time and planning that could be made.
- To improve how they work with people. Executives and leaders have to work with people to make priorities happen. Clients have consistently worked on improving how they interact with others. We've done a lot of work on speed reading people for better communications and relationships.
- To tease out incubating ideas. This is an exhilarating area. If half of the ideas produce that my clients are working on, it will make a tremendous impact for good.
- To reveal and work on blind spots. Clients know that they need to grow. They know that they have blind spots that need to be addressed and over the course of coaching they expect those career limiting behaviors to be spotted and dealt with.
- To work more effectively with their boards. Some executives work as leaders of nonprofits and have to prepare for important board presentations, coordinate and strategize with the board chair and generally work in harmony with the board. The want to keep sharp and realize improvements in this area.
- To expand, clarify and articulate a collective vision and strategy. If there is one area we work on most often it is that of getting clarity .. particularly in the context of seeing what's possible, harvesting the vision of the whole team and reaching for it with well articulated strategy and inspiration.
- To have a safe, confidential place to vent. It's lonely at the top. There are frustrations and people problems. Things move too slowly or run into complicated roadblocks. I have the most professional, caring group of clients but like anyone, sometimes they just need a few seconds to express their frustration. I'm glad I can provide that place. It happens ... then we get on with moving forward.
- To get non-judgmental feedback. A lot of time has been spent simply being a sounding board. I become the testing ground for new ideas, insights and musings and because of years of experience am able to provide the back and forth that helps the executive come up with their best.
- To reduce stress and help avoiding burnout. Leadership is stressful. Clients worked on incorporating the lessons of stress to create greater resilience moving forward. Dealing immediately and head on with those things that sap emotional energy keeps clients avoiding burnout.
You might have thought that because these were Christian executives and leaders, they would be working on great matters of faith. In fact, with all of my Christian clients, their faith forms the backdrop for working on all issues of everyday work and leadership. Their faith is the 'operating system' running in the background and giving direction to the rest.
Thursday, May 14, 2009
Executive Coach Attends 2009 Christian Coaching Conference
As an executive coach I am committed to ongoing personal and professional development so that I can increase the value I bring to the table for each one of the leaders I work with. This last week I attended the Christian Coaches Network 2009 Christian Coaching E-Summit, a three day virtual conference of professional coaches from a wide range of specialties and countries around the world.
In the words of the Founder and Director of the Christian Coaches Network, Judy Santos, “Wow. The Summit was a huge success. People who attended are excited, empowered and armed with valuable information ... great presentations - huge value as well as inspiration!” I agree. It was excellent.
This is the 4th conference held by CCN and it delivered quality content just like the last three. The twist was that this conference was delivered virtually ... no travel, no accommodation costs and very time effective. Given my very full days, I liked the “time effective” part especially.
It would have been a bonus to see people face to face, for sure. But given the format and the back and forth via some great technology, people had ample opportunity to interact.
A glitch developed for two presenters near the closing of the conference who had to hunker down during the tornadoes that were roaring through their part of United States. Thankfully they came through the storm unscathed and we experienced only minimal interruption.
The primary focus this year was on doing business and providing support in an economic recession. It provided a lot of great insight and information that I have already begun to use with my own clients.
CCN is an organization founded by Judy Santos, now a Master Certified Coach from Seattle, Washington. It provides professional development and support for Christian coaches around the world.
I have had the great privilege of being on the Advisory Board of the Christian Coaches Network almost since its inception in 1998. The Board is an absolutely great group of men and women to work with, dedicated to providing and supporting best practices in professional coaching for those who hold a common bond of faith.
If you are looking for a Christian coach, you can search the CCN Find A Coach Service according to your chosen personal, business or leadership criteria.
If you are looking for a leadership or executive coach, my profile is listed here.
A while back I had the honor of being among the first to receive the Certified Master Christian Coach designation.
I welcome a conversation with you.
In the words of the Founder and Director of the Christian Coaches Network, Judy Santos, “Wow. The Summit was a huge success. People who attended are excited, empowered and armed with valuable information ... great presentations - huge value as well as inspiration!” I agree. It was excellent.
This is the 4th conference held by CCN and it delivered quality content just like the last three. The twist was that this conference was delivered virtually ... no travel, no accommodation costs and very time effective. Given my very full days, I liked the “time effective” part especially.
It would have been a bonus to see people face to face, for sure. But given the format and the back and forth via some great technology, people had ample opportunity to interact.
A glitch developed for two presenters near the closing of the conference who had to hunker down during the tornadoes that were roaring through their part of United States. Thankfully they came through the storm unscathed and we experienced only minimal interruption.
The primary focus this year was on doing business and providing support in an economic recession. It provided a lot of great insight and information that I have already begun to use with my own clients.
CCN is an organization founded by Judy Santos, now a Master Certified Coach from Seattle, Washington. It provides professional development and support for Christian coaches around the world.
I have had the great privilege of being on the Advisory Board of the Christian Coaches Network almost since its inception in 1998. The Board is an absolutely great group of men and women to work with, dedicated to providing and supporting best practices in professional coaching for those who hold a common bond of faith.
If you are looking for a Christian coach, you can search the CCN Find A Coach Service according to your chosen personal, business or leadership criteria.
If you are looking for a leadership or executive coach, my profile is listed here.
A while back I had the honor of being among the first to receive the Certified Master Christian Coach designation.
I welcome a conversation with you.
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