Leadership Rules

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Questions to Ask for Reviewing 2013

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I posted this last year, but wanted to go back to it as a very practical resource/application for the end of the year. It's important we take time as leaders to reflect and look back over the last 12 months, as well as looking forward to the next 12 months and beyond. Year End Review Questions:

1. What are the 2-3 themes that personally defined 2013 for me?

2. What people, books, accomplishments, or special moments created highlights in 2013?

3. Give yourself a grade from 1-10 in the following areas of focus for 2013: vocationally, spiritually, family, relationally, emotionally, financially, physically, recreationally.

4. What am i working on that is BIG for 2014 and beyond?

5. As I move into 2014, is a majority of my energy being spent on things that drain me or things that energize me?

6. How am I preparing for 10 years from now? 20 years from now?

7. What 2-3 things have I been putting off that I need to execute on before the end of the year?

8. Is my family closer at the end of this year? Am I a better friend at the end of this year? If not, what needs to change immediately?

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A Leader Must Be

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1. Ready to take the fall. 2. Willing to have to sacrifice.

3. Always informed enough to make the tough decisions.

4. Constantly learning.

5. In touch with reality.

6. Able to plan for the future while leading in the present and honoring the past.

7. Quick to hear, slow to speak, and slow to anger. (Yikes!)

8. Humble and Hungry.

9. Never satisfied, but always content.

10. A great follower who understands how to be led.

11. Wise and discerning.

12. 100% trustworthy.

13. Willing to risk when it's needed, and not afraid to create change.

14. Constantly encouraging. (Yikes#2!)

15. Casting vision on a regular basis and creating a picture of the end goal.

16. Responsible. Your yes is yes and your no is no.

17. Anticipates what needs to get done.

18. Always hustling.

Among many, many other things.....

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Do You Have 2nd Level Influence?

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Had a great conversation the other day about "what really is influence?" Ultimately, what is TRUE Influence? Many folks talk about influence and feel like they have influence because they have followers. Which in essence is true. If people read your blog, listen to you speak, follow you on Twitter, friend you on Facebook, and buy your book, then in essence you are influencing them.

But true influence is about more than just someone listening or reading. It's about action. And it's about change. If I simply buy your book and read a few chapters, but don't put anything into action, are you really influencing me? If I listen to you speak, but make no changes in my life or the way I lead, are you really influencing me? If I follow you on Twitter, but it doesn't change anything for me, are you really influencing me?

True leadership, in my opinion, has to include action. Influence that leads to application and change. 2nd Level Influence. That notion that I am making a change, am taking action, am putting something into practice, and I will be different because of what you've said to me or what I've read from you.

Plus the idea that your influence has exponential impact- through my networks, through all of their networks, and so on. Passed on much farther and wider than just to me. That's true leadership.

Seth Godin has 2nd Level influence with me.

Andy Stanley has 2nd Level influence with me.

Scott Harrison from charity: water has 2nd Level influence with me.

Jeff Shinabarger has 2nd Level influence with me.

Michael Hyatt has 2nd Level influence with me.

Craig Groeschel has 2nd Level influence with me.

Christine Caine has 2nd Level influence with me.

Louie Giglio has 2nd Level influence with me.

Jim Collins has 2nd Level influence with me.

There are lots of examples of people who I listen to, but they don't truly influence me, with 2nd level influence. Katie Couric, all Sportscenter anchors, Charles Barkley, most politicians, Ryan Seacrest, many pastors, and numerous other "voices" in our culture. There's lots of noise being created, but not alot of action or change. It doesn't mean any of these folks don't have influence, they just aren't influencing me at a 2nd level.

So the question we all need to be asking is this: How can you make sure you are a "2nd Level" Influencer with those around you?

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Leaders: Let your Ego Leak

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As leaders, one of our biggest struggles many times is our Ego. Those of us who are Type A Leaders really struggle with Ego. With pride. Being boastful about our own accomplishments. Arrogance. Untouchable. Always talking about ourselves and making sure everything revolves around us. No one sets out to be arrogant or to have a larger than life ego, but it just usually happens slowly over time, without us being aware.

And once everyone notices, many times its too late because we have so many things in place allowing our ego to flourish uncontrollably. The more influence you have, the more you are pulled away from reality and having those around you who will keep you humble.

Here is a simple solution: LET YOUR EGO LEAK. 

Ego leak is the practice of ridding oneself of pride through the pipeline of praising others around you.

Ego Leak is a GOOD THING, when it's focused in the right direction.

Squelch your own ego by focusing ALL of your bragging, arrogance, pride and boasting on and around OTHERS. Talk constantly about your team, about your children, about your spouse, about your family, about your friends, and about your staff.

Brag on God, on Jesus, on the Church. On His goodness and grace.

Let your Ego leak freely on behalf of building others up.

If you are like most of us who consider ourselves to be leaders, your ego will leak out regardless, so you might as well put it to good use, bragging on those around you.

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9 Keys to Great Customer Service

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I've worked on some great teams over the past several years, and seen great customer service in action. One of the places I learned the most about great customer service was Lost Valley Ranch, an incredible 4 diamond guest ranch in Colorado. Serving the guests was part of the DNA of the staff. We took great pride in our ability to create a great experience for our guests through unmatched excellent customer service. Here are a few of the ways we did that through great customer service:

1. Treat someone like you would want to be treated- the Golden Rule. It really does work. And it makes sense. Common sense. Use it.

2. Remember someone's name. Always. Especially when you've met them before or talked with them before.

3. Let your actions speak way louder than your words. Don't just talk about it. Make it happen. Your work can be a great example of your attitude and commitment to service.

4. Anticipate. Stay a step ahead of your clients or guests. Don't wait for them to ask for something. Be proactive. Figure it out before they even need it.

5. Go the extra step. Have a "+1" type of attitude and demeanor. Not just anticipating, but actually doing more than what is expected or required of you. Make memories for your client or guest by wowing them with the "above and beyond."

6. Engage in meaningful conversation. Listen really really well. Serving creates opportunity for impact- it builds a bridge. So make sure to connect with your guests or clients through conversation when it's appropriate. Understand who they are by understanding what they read, what they watch, where they travel and what their interests are. If you deal with families, learn their kids names and hobbies. Little things add up.

7. Give permission. Make sure your entire staff and everyone in the organization feels empowered to respond immediately to a customer service issue. Empower your employees at every level in the organization to respond and resolve. Especially those on the front line of service. Give them freedom to say yes as often as possible.

8. Own the relationship, and the result. Your answer should never be "that's not my job." Take initiative to see the problem or the issue through to the very end. IF you have to hand the relationship off to someone else, make sure you literally walk them to that other person, introduce them, and hand them off well. If over the phone or through email, the same applies. Constantly make sure you are "walking" with that person through the process.

9. Look people in the eye. This one gets forgotten like #2 above. But makes a big difference.

 

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10 reasons why Leaders need a Confidant

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Leaders are called to be courageous. And Confident, yet constantly humble. Being Confident is important. But change out the "e" for an "a" in confident, and this is also a huge need for leaders: A CONFIDANT.

Dictionary.com defines Confidant as "a close friend or associate to whom secrets are confided or with whom private matters and problems are discussed."

Every leader I know needs a Confidant.

So here are a few thoughts on leaders having a confidant:

1. This is not someone on your team who reports to you or is a peer.

2. This is not your boss. And for non-profit and church leaders, this is probably not someone on your board.

3. This is probably not a family member, since family members seem to only see one side and not the whole picture.

4. Make sure it's someone with honesty and integrity, who you are 100% sure won't talk to anyone else about what you are sharing. Loose lips sink ships.

5. It is someone you can rely on, share with, lean into for tough decisions, gripe about things, and receive counsel from.

6. There are lots of executive coaches out there. And I don't think it's necessarily a bad idea for your executive coach or life coach to potentially be a confidant. But ideally, your confidant is not someone you pay to help you.

7. A confidant doesn't make decisions for you, they ADVISE you. Don't allow your confidant to be your final decision maker.

8. Nothing to gain- make sure your confidant is not motivated one way or the other by the outcome of your decisions. For example, as a professional athlete, many look to their agents as their confidants- but ultimately that can be a bit risky, since the agents job is to get more money for the athlete, thus gaining more money themselves.

9. Confidants are more for listening, than they are talking. Advice and counsel many times can be best given by being a sounding board than a clanging gong.

10. Start early in your career. You don't need to be a CEO or President to have a confidant. As a leader, having an outside voice to give advice at any level in the organization is helpful.

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9 start of the week thoughts for Leaders

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1. Hustle today. Get there faster, get it done quicker, be more intentional than normal, and make those around you better. 2. Learn it, relearn it, and then learn it again. Just because you are out of school doesn't mean you quit learning. Be a lifelong learner.

3. Be the best in the world today at whatever you are working on. If making copies, be the best in the world. If mixing up a mocha at Starbucks, be the best in the world. If negotiating a new contract, be the best in the world. If planning an event, be the best in the world. You can be great at one thing.

4. We have to reclaim a sense of Biblical understanding, wisdom and practice. Our Biblical illiteracy as a generation is staggering, sobering and frustrating. Gotta get back in the Word. This starts with pastors and Christian leaders embracing and constantly teaching the Scriptures.

5. Humility rules. Just a reminder today. The world doesn't revolve around you.

6. As always, making it happen and "shipping" as Seth Godin says is still an incredibly fashionable attribute. If you can execute on a project... if you can get things done.... if you can take an assignment and drive it to completion.... You're still valued and incredibly needed.

7. Put the Xbox up, turn off facebook, get out a book (or your iPad), and start reading. Stimulate your brain, and educate yourself.

8. Understand what you are FOR. Don't be defined by what you are against, but instead by what you are for.

9. Talk less, and listen more. Gaining influence is as much about asking great questions as it is about giving great answers.

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Be Better than Average

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Are you just being average? In your job? In your family? Your friendships? Your community? Your organization? Your Church? Your passions and hobbies? Your leadership? Are you typical? common? ordinary? all right? fair? everyday? commonplace? decent? moderate? customary? general? mediocre? run of the mill? tolerable? usual? All common synonyms of average. Yuck.

I don't know about you, but I don't want to be mediocre or tolerable or run of the mill. And let me clarify- we're not talking about whether you were a C student in Calculus or Chemistry or English class in high school, or being an athlete, or an amazing communicator, or an orchestra singer, or a world renowned pianist. There are certain gifts or wirings or strengths areas where I'm going to be average at best, regardless. For example, I'm an average (maybe more below average!) basketball player. I'm never going to be better than average at basketball, no matter how much I practice and work out. Same thing with singing. I'm average, but I sing with the confidence of a world renowned vocalist!

I'm referring to the things in life and leadership that we CAN control. That we can get better at. Things we can constantly improve in. That require intentional focus and a mentality that says I'm not going to settle for just being okay. Areas where my competence can continue to grow.

Parenting. Leadership. Being a friend. Your job. Being a neighbor. Your walk with Jesus. Marriage. etc. These are the areas we should strive daily to be better than average.

Don't be that person who just does enough to get buy and keep your job for one more day. Don't be that person who everyone says, "yeah, it was an ok presentation, nothing out of the ordinary." Don't be the that leader who simply is trying to "not rock the boat" and hold on for as long as possible without stirring things up. Don't be that person who is the last option when it comes to helping out or volunteering because you have a reputation for just showing up but not helping. Don't be that person who your boss or employer has to painstakingly consider every quarter whether to have a sit down conversation about your performance.... "I like you Bob, but your performance and contribution to the team is just average." Don't be that person who no one wants on their team because they know you won't contribute anything to the conversation or to solving the problem. Don't be that.

There are way too many average people right now in the world. So... Right now, get up, straighten up, stand up, and do something extraordinary. Decide you want to be excellent. Do Something outstanding. Make today remarkable.

Being average is ..... just average. Be better than that.

 

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5 Short but powerful Statements for Leaders

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Needed statements from leaders. Hard to say, but very powerful. 1. Thank you.

2. I'm sorry.

3. That was My fault.

4. I trust you.

5. Great job.

These seem simple enough. But I know for me, sometimes these can be the hardest statements to actually articulate.

Put these into practice this week. I'm trying my best to.

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7 Ways to create a Courageous Organizational Culture

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Courage is not just a personal trait. It's an organizational trait as well. And we all want, in some way, to be part of an organization and team that demonstrates courage. That is willing to push up the hill, against the odds, beyond all doubts, to achieve results and impact that most thought not possible.

So here are a a few points about creating a courageous organizational culture:

1. Allow for Failure. The road to success is many times put together through multiple failures.

2. Reward Innovation. You reward what matters most.

3. Take bold risks. Bold vision is inspiring, and creates bold team members.

4. Pursue the right opportunities. Aggressively pursue a few things that make sense. Less is more in this case.

5. Say NO often. While it's important to take bold risks and pursue the right opportunities, it's also conversely important to say NO to almost everything else. Being focused on doing a few things great is way better than doing a bunch of things average.

6. Liberally pass on responsibility and authority to your team. If you want your team to be courageous, give them the chance to lead.

7. Set standards that scare you. Your level of excellence and expectation for your product or service or experience should almost be something that is unattainable.

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12 characteristics of "All In" Leaders

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Are you a leader who is "ALL IN?" I want leaders on my team who are "all in." Coaches want players who are "all in" on their teams. Every organization out there wants employees and team members who are "all in."

Being ALL IN as a leader means:

1. You don't look at the clock, and you're not punching a time card. Your role is not defined by 9 - 5.

2. You get it done no matter how long it takes. You are "managerless," meaning no one else has to worry about whether you are getting it done.

3. You realize you are part of something bigger than yourself, and humbly accomplish the goals because of a larger motivation than just you.

4. Giving just the "minimum" amount of effort required to get by without "getting in trouble" doesn't even cross your mind.

5. Your hard work and excellence is done with pure motives. You are not worried about climbing the ladder or impressing anyone.

6. We is much more important than me. If I win, the team wins. If the team wins, I win.

7. You are willing and motivated to improve daily. Getting better at what you do is not a choice, it's a requirement.

8. You maintain a high standard of excellence because the team/organization/brand demands it. You don't want to let anyone else down on the team.

9. The vision compels you to greatness. Not the opposite- "your greatness compelling the vision." Many leaders get this backwards.

10. Your intentions and goals are clear. I know what I'm getting, and I'm never concerned about any alterior motives.

11. You are trustworthy. 100%. Always with no exceptions. I know I can count on you.

12. Constant pursuit of the extraordinary, not ordinary. Constant pursuit of unusual, not usual. Constant pursuit of being the best, not average.

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Beware of the "They" Mentality in your organization

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I hear this all the time. In organizations, on the street, coffee shops, stores, and seems like always at the airport! I was waiting on my baggage the other day at the airport, and overheard a conversation between several airport employees, who were griping about a number of things wrong with the company they work for. Their conversation was centered around "I can't believe THEY decided to make that decision.... they are asking us to show up early but they don't understand. I can't wait to tell them what I think. Maybe then they will give us a chance to succeed. I really deserve a raise but THEY are holding me back....." And the list goes on.

Who is They?

We've all experienced this. You hear it all the time.... "they" don't want me to get a promotion. "they're" the reason the project is failing. It would have worked if "they" wouldn't have messed things up. It wasn't my fault- "they" were supposed to take care of that. "They" can figure it out because I don't care anymore.

As leaders, most of the time, we are the "they." And we need to constantly be aware that the idea of "we" and "me" instead of "they" should be our compass. Passing the buck to an unknown entity like "they" just causes confusion and frustration in an organization. It's easy to put all the blame on "them" because "they" don't have a name or face or personal connection. The onus is on US, WE and ME, not THEM or THEY, whoever those folks might be.....

Possessive language is what you are looking for on your team, with your project, and in your company. Challenge your team to get rid of the "they" mentality. From the top to the bottom. It starts with you setting the tone. So next time you have the urge to say "they", change it to "us." All of the sudden, the rules change.

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What NOT to do as an emerging leader

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As an up and coming emerging leader, DON'T DO THESE: 1. Believe that you are "the answer."

2. Stop honoring those who've laid the groundwork before you.

3. Write off all the folks who finally helped you "arrive," who might suddenly seem insignificant or unimportant.

4. Remove yourself from reality by surrounding yourself with "handlers" and those only interested in being "yes" men and women.

5. Regard yourself as crucial, and ultimately more important than all others, in connection to the success of the organization or project.

6. Stop learning since you now know everything.

7. Make the mission of the organization all about you instead of truly about the mission.

DON"T DO THESE.

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News flash: It's not about You

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I am always bothered by the person who continually just talks about themselves. The person who thinks that the world literally revolves around them. The person who constantly is only worried about how things will affect them personally. They pretend to be interested in others, but really are only concerned with furthering their career or pushing their agenda or making a bigger deal about themselves. It's Not about You. Really. It's Not.

So here are a few thoughts on combating the "You" paradigm:

1. Be Selfless. Being Selfless is Biblical. It's Jesus focused, Jesus centered and Jesus honoring. And it's a lifestyle. You can't just turn the selfless button on and off. You have to embrace it fully.

2. Fight against pride constantly. Pride is a Killer. It's a collaboration killer. It will corrupt a team. And it will corrupt your own leadership growth. It is deadly when given the chance to flourish. Many times, pride is induced not by leaders, but more by those around them who feel a burden to make their leader so elevated that they end up furthering the problem instead of helping squelch it.

3. Be generous. This is a great way to combat your tendency to think that you own it, and everything is about you. Especially with money or possessions. When you sense in your life a strong pull towards hoarding, just intentionally be more generous than normal.

4. Honest friends. A crucial component in fighting the "You" paradigm. Surround yourself with friends who will be brutally honest, and will tell you when you are being selfish and too "you" focused. Us is way better than me or you.

5. Ego Leak about others. If your ego has a hard time being contained, then let it leak about others. Puff others up, and make a big deal about others around you. Let your ego leak toward those around you.

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8 Ways Good Leaders are Great Followers

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As LEADERS, it's equally important for us to know how to FOLLOW as it is how to LEAD. In fact, many believe to be a good leader, you must first be a great follower. And continue to follow well as you continue to lead well. I would suggest that great leaders are equally in tune with how to follow well, as how to lead well. So here are a few thoughts on following:

1. Good followers are finishers. They get the job done. Take projects across the finish line. Make things happen. On their own.

2. Good followers anticipate. They understand what needs to be done next before having to be told, and are always looking for ways to make the process better.

3. Good followers criticize in private, and praise in public. Enough said on that.

4. Good followers are trustworthy. When given an assignment, a leader can be assured that it will get done. Dependable. This is incredibly important.

5. Good followers are vision copycats. They take on, embody and live out the vision and mission of their leader, and of the organization, helping set and model a cultural standard.

6. Good followers make their leader better. They push their leader, and know how to lead up appropriately and intentionally.

7. Good followers lead themselves. They don't need to be managed, and aren't needy. They are self aware, and don't need all the attention from the leader.

8. Good followers are principled. They are humble, disciplined and have complete integrity. They know it's not about them, and what you see is what you get.

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9 Thoughts on Creating great Partnerships

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Partnerships are crucial in today's culture. Great organizations seem to always have a strong ability to partner well. If you want to grow your organization or project or initiative, finding, building and sustaining great partnerships has to be part of your plan. Partnerships are not always easy though. Teaming up with one another can result in true synergy. Or many times can result in ultimate failure.

Here are a few thoughts on why creating Great Partnerships is a must for you and your organization:

1. Partnerships allow you to share risk and reward. Creating less downside, and potentially way more upside always make sense.

2. Partnerships create innovation, breakthrough and discovery. Working with others allows for input from outside your "normal" circle of staff or key team members.

3. Ministries and Churches have to work harder to create partnerships. Partnerships are very common in the business world, but for some reason in the not-for-profit world it's difficult to work together. Ministries and churches don't partner well, but when they do, it can be revolutionary and a strong statement of unity in the community.

4. Kingdom building. If we truly wish to reach our mission with the greatest velocity possible, we have to work with others. Achieving our vision and mission is much more possible when working together.

5. Good partnerships start with a deep knowledge of the other. Know your partners well before entering into one.

6. Transparency is crucial. Authenticity and honesty make for long term impact.

7. Strength/Strength. Build partnerships on each other's strengths, not necessarily on trying to improve a weakness.

8. Enjoyable. Partnerships don't have to turn into friendships, but I believe partnering with folks you enjoy being around is a good decision, vs someone you really don't get along with it. Default towards those organizations and leaders whom with you have much in common and enjoy their company.

9. Good fences make for good partnerships. Many times we don't take time to spell out all the details of a partnership in full disclosure. It is crucial to put everything on paper, in an agreement, and make sure all the details are spelled out clearly on the front end.

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Get the Momentum Back

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The Big Mo. Momentum. Mojo. You've either got it or you don't. Most of the time you can't really see it, but you can definitely feel it. Hard to explain, but easy to identify the teams or organizations that have it on their side. In sports, momentum or lack of momentum is easy to spot. Miami Heat and Chicago Blackhawks- have it. Lakers and Cleveland Browns- searching for it. Alabama- definitely still feeling it. Andy Murray and all of Great Britain- the momentum is back tennis wise!

But organizations and business teams also thrive on momentum. Many times it can be the difference between a good year and a great year, an average project and an extraordinary project.

So as we all head into the second half of 2013, here are a few thoughts on how to get the Big MO back:

1. Fearlessly go after ONE big thing this year. Don't get lost trying to be all things to all people. One Big Idea. And be better at it than anyone else.

2. Keep your mission as a team crystal clear. It shouldn't change. But try sharing it with the team differently. Mix up how you communicate.

3. Shift. Even if it means moving where people sit in the office, or when meetings are "usually" held, or shaking up the typical dress code. Start fresh this second half of the year with a cultural change. It's amazing what small things like this can do to build momentum.

4. Build energy with small wins. Literally set daily goals, weekly goals, and monthly goals. Incentivize your team with small victories. Crossing the finish line and hitting a goal always is a good thing, even if it's just a small victory. Don't just rely on the one big year end goal that everyone seems to think is unreachable.

5. Celebrate early and often. Even if it's just a quick gathering in the hall to cheer for someone who hit a goal, this is incredibly important to re-establishing momentum.

6. Dream. Have a brainstorming meeting. Think outside the box.

7. Tell stories that paint a picture. Remind your team of why you do what you do through stories, pictures, video, customer feedback, emails, and customer visits. Make the impact that you're having on your customers tangible by hearing and seeing it up close.

8. Go back to the Basics. Sharpen up on your foundational skills. Make sure the core of who you are and what you do individually and organizationally is being done well. Focus.

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How to Attract Influential Leaders to Your Team

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It seems every organizational leader I know is constantly looking for really talented folks to be a part of their organization, project or new initiative. We all want great leaders and influentials to be part of our team. Especially the experts- the thought leaders who are way better than we are, and elevate our organizational talent significantly. Whether the latest creative talent, the videographer that is in high demand, a best-selling author, sales guru, strategic planner, world class designer or well respected consultant. They are in demand and we should want them working alongside us. In order to be great you have to attract the best to your organization. The difficult part, especially in start ups and smaller organizations, is not having the resources or budget to attract the most influential thought leaders. A problem pervasive today in lots and lots of organizations.

So here are a few thoughts on attracting influential leaders to your team. How to get the best to work with you, but not necessarily always for you.

1. Cast the net wide. Get outside your normal circle of influence. Ask around. Do the homework. Look for folks in other industries. And don't be afraid to bring in talented individuals who might see things different than you do.

2. Tap into their strengths. Know what you are looking for, and be very specific with what you are asking them to help you with. Talented and influential folks don't want to waste their time or energy on something that is not in their sweet spot. You'll be tempted, if they are good at adding value in certain areas, to start heaping other projects onto their plate. Don't. Keep them focused.

3. Allow them to have ownership. Whether a person is full time or part time or simply a contractor or outside consultant, responsibility comes with ownership. And responsibility creates ownership. Which creates buy in.

4. Demonstrate passion. Show your unwavering sense of passion, purpose and focus on accomplishing the goal/mission in front of you. Your passion will draw others to your project.

5. Go after the big fish. Don't be afraid to ask folks who are "out of your league" to be involved. You never know. Everyone likes to be needed, and wanted, on a project. Cast your net wide, but also be specific in going after the best. The worst someone can say is no!

6. Lead with excellence. The best influencers and those who are the experts want to be involved with projects that are done with excellence. Like attracts like. Those who are the best won't settle for mediocrity.

7. Make it about more than you or them. Influential leaders want to be part of something way bigger than themselves. Cast a vision that is way bigger and way more impactful than you.

8. Provide freedom, creativity and flexibility. Influential leaders want freedom to think outside the box, innovate, and try new ideas.

9. Create perks. Find ways to pass on perks to your key team members. Whether it's tickets to an NFL game, a free golf outing, books, moleskine notebooks, or even an iPad, show your appreciation by a few extra gifts here and there.

10. Have fun. Creating an environment that is fun, laid back and humor induced is definitely attractive. When choosing between working with a team that has fun vs a team that is constantly serious and on edge, who would you pick? Exactly.

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A Challenge to Young Leaders

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I Love Young Leaders. Catalyst exists to help equip young leaders, especially those under 40. I've invested a significant part of my life into connecting, gathering, inspiring and equipping young leaders. But this is a tribute to the leaders over 40 who so many of us under 40 too often think "don't really understand what's going on anymore."

So to all of my young, passionate, ready to change the world peers who are under 40:

SIT down, SHUT UP, and LISTEN!

SHUT UP, and LISTEN. To the sages and wise mentors in our lives, in our companies, in our organizations, in our families, in our churches. The leaders who've been there, who've succeeded and failed, who've experienced multiple recessions, who've actually watched technology advance, who don't just talk about experience but actually have it, who have been through the process of being Made into who they are today.

Before many of us who "think" we are the next great hope for saving our generation, or leading our generation in a whole new way, or reclaiming our culture, or just simply fill in the blank....... go any further, we need to find the mentors and sages and patriarchs and matriarchs around us and glean wisdom from them.

Every young leader I know could use a whole lot more Saged Leader in their life.

Especially those of us in our early 30's. In our early 20's many times we are still hungry and humble enough to seek out mentors, and find the 50 year old + sages who can provide wisdom and counsel. But for some reason, in our late 20's and 30's, especially our early 30's, we start to think we've grown up and got it all together, and that now we think instead of seeking wisdom and counsel, we should be giving it. We tend to lose the desire to learn by listening, and start to "protect our turf" by talking. And talking more. About what we've done and the things that we've accomplished..... over the last 10 years of our "career."

Many of us in the "next generation" of leaders need to put down the microphone, and instead get out a pen and paper and start taking notes.

So find a wise mentor, a seasoned sage, someone who's lived a little more, loved a lot deeper, prayed a lot harder, led alot longer, and sit down.....Shut up.....and Listen. To them.

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52 Quotes to inspire you to be a Better Leader

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Here is an exhaustive list of 52 Quotes on Leadership from me over the past several years.
These quotes and points are taken from my blog, as well as my twitter, facebook, speaking and other outlets. Thanks to Toni Ridgaway from Sermon Central for aggregating this list of quotes. You can see the original article here.
Most of these leadership quotes and principles also appear in The Catalyst Leader book. Enjoy!

ABOUT YOUNG LEADERS

  1. Today’s 20- and 30-somethings are more willing to collaborate than any other generation before. They trust each other. Really. And they see collaboration as the starting point, not as some grandiose vision of teamwork that is far off in the distance.
  2. For the next generation, it’s way less about who they’re working with and way more about what they’re doing.
  3. Going forward, leaders won’t have followers unless they trust them and see that they are authentic and real. Authenticity is not only important to the next generation, it’s a requirement.
  4. Young leaders are ambitious and passionate about making a difference now. They’re not willing to wait their turn. They want to influence now.
  5. Leaders age 35 and under in general are more about projects than they are about careers, more about movements instead of organizations. So if you want to keep us around in your organization, you’re going to have to pursue us. Show us you are approachable and connected to where we are in life.
  6. Literally, you need to kick them out. Not only give them permission to leave, but actually encourage them to leave and pursue other things. Once it’s time for them to move on, they might need your encouragement to pursue what God might be stirring up in them.
  7. Every young leader I know could use a whole lot more saged leaders in their life.

ABOUT VISION

  1. What keeps you up at night? This one is a familiar question for most leaders. What makes you cry? What makes you mad? What are the things that nag at you? This question has to do with what you are passionate about.
  2. What gets you up in the morning? This one is less familiar to most of us, but probably even more important. What keeps you and your team committed? Engaged and excited? This question has more to do with purpose.
  3. Don’t settle for just going through life enduring the five days of the workweek, to only have as your greatest goal of the week to make it to the weekend. Love what you do, or at least like it. It’s too important not to.
  4. As believers, as followers of Jesus, if we’re not chasing after something that is so much bigger than we are, and there’s no way we could ever accomplish it without God, then we are playing it too safe.

ABOUT DECISION-MAKING

  1. Making decisions as a leader is normal and ordinary and required. It’s why you are a leader. Embrace it.
  2. For big decisions, always sleep on them. The extra time will allow your decision to be made without the spontaneous emotion that comes with a spontaneous response.
  3. Create a culture of action in your organization. Many leaders quickly become overwhelmed with several decisions in front of them and then unintentionally paralyze the organization by avoiding them all.
  4. A lot of us as leaders are willing to allow our team members to make decisions, but want to step in as soon as we see something done differently than we would do. Don’t make that mistake. It is totally demoralizing to your team.

ABOUT CONFLICT

  1. Tension is a powerful platform to clarify what is important. Out of tension many times comes change—change for good.
  2. Generational tension is essential in passing the mantle of leadership. For the Church to move forward in culture, older leaders must pass on their wisdom and legacy to younger leaders.
  3. Leaders lead in the fray. Leading in the safety zone is easy, but true leadership happens in the fray where change is happening and there is a unique tug-of-war happening in that area.
  4. Tension among and within a team is healthy. Unity doesn’t mean there’s no tension. Unity means you are pursuing the same mission in the midst of real and purposeful tension.
  5. As a leader, lean into the tension that constantly exist. As Andy Stanley says, some tensions are meant to be managed, not removed.
  6. Four things poison a team faster than anything else: arrogance, lack of communication, “me-first” vs. “we-first,” and jealousy/cynicism.

ABOUT COMMUNICATING

  1. Keep it simple. Stay focused on a few key points. And use common sense. If it sounds confusing, it probably is. If it sounds cheesy, it probably is.
  2. Tell great stories to validate your points. Unless you are just an amazing communicator, your points probably won’t hold me. So sprinkle in some great stories, good analogies, and current events.
  3. Inspire action. Push me toward doing something, not just hearing something.
  4. Create hooks, repetitions, and memorable phrases. I won’t remember all you said, but I might remember something you said. Our current culture is now built around sound bites—status updates, tweets, texts, etc. So keep it simple, but also keep it short.
  5. Land the plane on time. Don’t just end on time, but actually end with the right timing. Don’t keep circling above the runway—land it now.

ABOUT LEADERSHIP

  1. 12 Characteristics of Leaders
    • Be humble
    • Be authentic
    • Be generous
    • Be Christ-like
    • Be the best at what you do
    • Be consistent
    • Be courageous, willing to go first and take risks
    • Be honest and trustworthy
    • Be thankful
    • Be a learner
    • Be inspiring and vision-giving
    • Be adaptable and open to change
  2. What pastors can learn from business leaders: (a) Collaboration (b) Excellence (c) Execution.
  3. What business leaders can learn from pastors: (a) Relationships first (b) Income for greater purposes (c) Leadership.
  4. You are never too good at what you do or who you are to need honest feedback from yourself, your peers, your family, and your friends. Seek it out constantly.
  5. The more humble you are, typically the more self-aware you are. The more arrogant you are, typically the less self-aware you are.
  6. You’re not that important, and you need to relax. Sometimes the more platform and position we get, the more seriously we take ourselves. Don’t.
  7. No one wants to work FOR or AROUND a leader who doesn’t understand who they really are.
  8. One of the keys for properly channeling your ambition is to have people around you who will tell you what you may not want to hear, trusted friends and advisors who are honest and authentic with you.
  9. As leaders, we are called to a higher standard. And as followers of Christ, an even higher standard. Set your standards so high that it may seem impossible to reach them.
  10. It drives me crazy when I see something done without excellence but with the excuse of “Well, it’s okay because our intentions are good.” Nope. Not good enough. Our God deserves our very best. Always.
  11. Comparing yourself to others just like you won’t challenge you or make you improve. Compare yourself to the best. Both inside and outside your industry. Learn from others who are better.
  12. “Us” is way better than “me” or “you.”
  13. Next time someone says “How have you all accomplished this?…” or “What do you plan to accomplish the rest of this year?…” or “Who is involved in making things happen within your organization?…” or “Talk about the keys to success for you?….” make sure you start your answer with “WE” or “US” or “OUR.”
  14. True influence is about more than just someone listening. It’s about action. And it’s about change. If I simply buy your book and read a few chapters, but don’t put anything into action, are you really influencing me? If I listen to you speak, but make no changes in my life or the way I lead, are you really influencing me? If I follow you on Twitter, but it doesn’t change anything for me, are you really influencing me?
  15. Teams that are excellent at what they do attract people who are excellent at what they do.
  16. A great statement in terms of trust: I’ll do what I said I would do, and if not, I will tell you.
  17. Ultimately, we create a culture of trust by trusting, and trusting more, and trusting even more.
  18. As leaders, if our team fears our response when they mess up, because they’ve seen our response and don’t want to deal with that, we need to change our response.
  19. I would much rather have a horse I have to hold back versus a horse I have to spur to get going.
  20. Whether you like it or not, you are ALWAYS training.

IN GENERAL

  1. The more you have, the harder it is to give it up. Doesn’t matter whether we are talking about money, possessions, toys, influence, team members, projects, or assignments.
  2. You are never really “ready” for anything. Some say that you should wait until you are “mature” enough to pursue certain things in life. But we’re never really ready, are we?
  3. Being remarkable 1. Takes a lot of energy. 2. Is not easy. 3. Requires a constant sense of improvement, innovation, and intuitiveness. 4. Is a clear commission from God. 5. Provides platform, credibility, and respect in the culture at large. 6. Steps up the game of those around you.
  4. We have to fight against the idea of just wearing a wristband and feeling like we’ve done something.
  5. WHO you are working with is just as important as WHAT you are working on.
  6. Love people until they ask why.
Thanks again to Toni Ridgaway from Sermon Central for putting together this list!

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