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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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An interview with Hillsong songwriter and worship leader Reuben Morgan

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I recently caught up with Reuben Morgan, prolific songwriter, artist and worship leader with Hillsong Church. Reuben is one of the most influential songwriters of our generation. He has written or co-written such powerful worships songs such as Cornerstone, God is Able, Mighty to Save, Awakening, and Forever Reign, among many others.

The new album Glorious Ruins from Hillsong Live is powerful, epic and amazing. Check it out.

In part one below, we talk about the new Glorious Ruins album, a few specific songs from the album, how Hillsong maintains a distinct sound, and Reuben's move to London in the past year.

In part two below, we talk leadership, what makes a great leadership culture, and some of the key leadership essentials that make up the Hillsong DNA.

[vimeo]http://www.vimeo.com/69703353[/vimeo]

- New album- Glorious Ruins- tell us about it.

- Christ is Enough is one of the feature songs on the album (which you wrote), along with Glorious Ruins as the feature track and name of the album. Talk about each of those songs.

- You also co-wrote Glorify Your Name with Chris Tomlin. Give us insight into that song.

- How do you all maintain the integrity of songwriting, and the sound of a Hillsong worship song?

- You are now spending your time in London. Talk about what is happening there at Hillsong London.

[vimeo]http://www.vimeo.com/69704879[/vimeo]

- You've been around the Hillsong culture for a long time- what are the few key leadership essentials/traits that you see all the time and that seem to be embodied within the Hillsong culture?

- How about for you? In terms of leading, what would you say is key and crucial regarding leaders who you are now influencing?

- I'll give you the last word.

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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 few recent interviews on The Catalyst Leader

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Here are a few recent interviews I've done regarding The Catalyst Leader. Thanks to Ed Stetzer, CJ Casciotta, Tony Morgan, and JR Miller! The Exchange with Ed Stetzer

[vimeo]http://www.vimeo.com/69343779[/vimeo]

Create Culture: Culture Conversations with CJ Casciotta

[youtube]http://www.youtube.com/watch?v=9OHd2LNHeqY[/youtube]

Leadership Interview with Tony Morgan

[youtube]http://www.youtube.com/watch?v=1OZEyYtaV1A[/youtube]

Christian Leadership Radio with JR Miller

Audio interview

 

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Make plans to attend Catalyst Atlanta- register today and Save

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You are invited! Join us for the Catalyst Conference October 2-4, 2013 in Atlanta, GA, where 13,000 young leaders from across the United States and around the world will converge for the leadership experience of the year. See below on how you can register today and save $!

This year’s event will focus on the theme of KNOWN: leading from who you are. Identity, Calling, and Legacy as a leader. When you lead authentically, with an inner confidence birthed by your Creator, when you are willing to be true and vulnerable before God and others, you become a leader without pretense. A leader worth following.

Hear from leadership authorities including Andy Stanley, John Piper, Lecrae, Priscilla Shirer, Jud Wilhite, Reggie Joiner, and Judah Smith, along with several innovative thinkers and practitioners like best-selling author of The Tipping Point and Award Winning Journalist Malcolm Gladwell, Newark, NJ Mayor and TIME 2011 Most Influential People Cory Booker, Forbes 100 Most Powerful Women and CEO of Burberry Angela Ahrendts, NYT Bestselling author and blogger Jon Acuff, Filmmaker and co-founder of Invisible Children Jason Russell, and music from the Passion Band, among others.

Plus, Catalyst Labs will feature innovative thought leaders like Mark Batterson, Ann Voskamp, Henry Cloud, Shelley Giglio, Claire Diaz Ortiz, Propaganda, Tim Elmore, Bob Goff, Lysa Terkeurst, Carlos Whittaker, Rebekah Lyons, Bianca Olthoff, Andy Crouch, Kara Powell, David Kinnaman, Rachel Cruze, Eugene Cho, Bryan Loritts, Amena Brown Owen, Jo Saxton, Leonce Crump, Jen Hatmaker, Tyler Wigg-Stevenson, Peter Greer, Bethany Hoang, Hannah Song, Leroy Barber, Jeff Shinabarger, Jenni Catron, Sherry Surratt, and more. Gonna be epic!

Make sure and Register TODAY, THURSDAY, June 27th. A special registration rate of $209 is being made available to you (over $120 savings). Enter or mention rate code FOB to take advantage of this exclusive offer for you and your team. Call 888.334.6569 to speak with the Catalyst Concierge team, or register online and use RATE CODE FOB to secure your spot today!

Again, this rate expires Today on Thursday, June 27th, so make sure and register now.

 

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Young Influencers List June edition

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Here you go, the June edition of the Young Influencers List. You can see all the past lists and monthly editions here. 1. Tindell Baldwin- speaker and author of new book Popular: Boys, Booze, and Jesus. Younger sister of Kristian Stanfill!

2. Seth Pinnock- London based, founder of the Midnight Oil Summit youth conf in the UK and also regional director for The Message Trust.

3. Jessica Taylor- humanitarian photographer, storyteller, and exec director of the IF: Gathering.

4. Jonathan Pearson- assistant dir of the Sticks Conference, campus pastor at Cornerstone Church in SC, and co-founder of MillenialLeader.com.

5. Jessica Rey- actress, former power ranger (for real!), and now founder of her own swimwear company.

6. Kevin Singleton- speaker, musician at Hillsong NYC, and founder and CEO of Elevate New York, an educational mentoring charity.

7. Mack Kitchel- founder and creative director at Heystac, a design and web services company.

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15 Music Albums I recommend (Worship albums)

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Learn from Andy Stanley and Craig Groeschel - Catalyst One Day

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Catalyst One Day is coming to Southern California, and you are invited! Make plans to attend Catalyst One Day on Thursday, August 22, at Saddleback Church in Orange County, CA. Join Andy Stanley and Craig Groeschel for a one day leadership event focused on the topic of Leadership Essentials. This practical leadership experience includes Q and A, dynamic music, and a full day of practical insight up close with two of the principal leadership voices in the Church today. Plus a few surprises!

One Day is a different type of Catalyst gathering designed to focus on answering the practical "how-to" and "what-about" questions and tackle the nuts and bolts of leadership.

Visit the Catalyst One Day website to register to attend. Tickets as low as $89. The special discounted rate ends this Thursday, June 20, so register now online or call 888.334.6569!

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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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11 Keys for Building a Great Team

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John Maxwell has famously said "teamwork makes the dream work." Teams are incredibly important in accomplishing a vision. And as the leader of organizations, projects, initiatives and churches, maybe the most important thing you do is select, equip and release leaders.

We talked a few posts ago about being a great employee, so here are a few thoughts on building a team. Several of these points have been constructed and edited based on thoughts that Brian Houston from Hillsong Church shared with a few of us in a retreat setting a few years ago.

1. Live and lead so that your team is an overflow of your leadership. Your team will reflect your leadership. What you see in them is what you're modeling to them. Overflow to your team in a healthy positive way.

2. Don’t think too much, or too little, of yourself. As the directional organization leader, you aren't the hero, but you're also not the goat. A healthy balance on this is the right direction.

3. Create a structure and system that allows people on your team to flourish. Can people flourish on your team, or does your personality or stature or the system get in the way? If someone can't flourish, why would they stay? Find structures that release people.

4. Don’t just look to people, look thru them. What is the next generation? Who will replace you? Constantly build layers of leadership – think generationally.

5. Hire heart before head every time. I want a hustler, not a know it all. I want someone who is passionate and hungry, not entitled and complacent.

6. Slow and steady, not fast and furious. Building leaders takes time, but is always worth it. You may not always be able to find the right people, but you can always build into them. It's a marathon, not a sprint in terms of developing people.

7. Constantly fight the bureaucracy as you grow. People are not the problem, sometimes it’s the structure or systems. Even in large organizations, things happen with 3-5 people working closely together. Small and stealth vs large and slow when it comes to teams that get things done. Where there is bureaucracy, the team perishes.

8. Model strong leadership, and not controlling leadership. Your team doesn't want a dictator.

9. Create a culture where things are out in the open. Don't let issues fester too long.

10. Be consistent yet customized. Create an environment that is predictable (security) but innovative (creative).

11. Demand a pursuit of perfection. It's not about being perfect, but the pursuit of perfection should be something every one of your team members feels responsible to achieve. It starts with you, and flows from there.

Our system for Making Ideas Actually Happen

We get asked all the time about how we come up with new and fresh ideas for Catalyst. It’s a pretty simple process that has proven to be pretty effective over the years. This can be useful in any organization or scenario, whether you are launching ideas, or just looking to make sound decisions. Here you go:

1. Create- we spend a ton of time just brainstorming, which is obviously a very important part of the process. The more ideas on the board, the more opportunities for one of those to make it through the process. For example, we have probably 300-350 programming ideas every year for our October conference. And creative meetings are “yes and” meetings, not “but or”. Important!

2. Criticize – every idea, in order to stay in the process, has to be critiqued and criticized significantly. This is key in order to make sure you don’t spend tons of time chasing too many rabbits and driving everyone crazy with lots of good ideas but nothing ever happening. And make sure everyone doesn’t take things personal- criticizing an idea is much different than criticizing the person who came up with the idea. It’s not personal.

3. Optimize- anything that makes it pass the criticize phase has to be built on. In some ways, this is a second and third wave of innovation. Most of the time the original idea will turn into something that looks totally different. This is really the essence of putting icing on the cake. If you are the leader and idea generator, at this point in the process your idea may be totally changed and enhanced from what it was originally. You have to be OK with this!

4. Validate- every idea has to be validated- financially, operationally, personnel wise, and direction/vision related. Lots of big ideas appropriately get held up in this phase, either to be released later or put on the shelf for good. Conversely, lots of bad ideas make it through this phase because of bad systems and/or leaders who aren’t willing to say no, or teams who won't say no to the team leader's idea.

5. Execute- it all comes down to getting things done. Hard work is time consuming and tiring. And actually putting ideas into action is tremendously difficult and draining. We take tremendous pride in execution on ideas. If it has gone through the entire process and made it to this point, the idea deserves the attention and focus to make sure it happens. And if every level of the Idea process grid was correctly put in motion, the idea is probably going to be good!

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No More Sideways Energy

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I've posted about SIDEWAYS ENERGY before, but I wanted to bring this topic back up. Are you busy but not intentional? Do you feel like you are just spinning your wheels and not getting any traction? Does there seem to be a lack of any kind of momentum in your organization? Could be you are dealing with way too much “sideways energy.” There is good energy and bad energy- and bad energy usually shows up as sideways… not because it is necessarily bad, but because it is usually a distraction.

We need to avoid sideways energy. It drives me crazy!

So what is Sideways Energy?

- Sideways energy is showing up to work but spending two hours talking about what you should have done an hour and a half ago.

- Sideways energy is gossiping about your boss or co-workers.

- Sideways energy is procrastinating.

- Sideways energy is the same meeting eight times in a row regarding the same idea that still has yet to be implemented.

- Sideways energy is having three sales to close and not calling them back because you are asked to help clean up the office for the Christmas party .

- Sideways energy is a staff handbook that collects dust but took hours to create.

- Sideways energy is an organizational system that takes 4 weeks to move a sale through the process because there is too much bureaucracy.

- Sideways energy is a meeting with no follow up, action plan, next steps or implementation that everyone knew would be a waste of time but no one was willing to say so. 

- Sideways energy is cleaning your office or cube instead of finishing the project that was due yesterday. 

- Paper shuffling is sideways energy.

- Dealing with the same problem multiple times is sideways energy.

- Too many cc’ed emails is sideways energy.

- Creating new policies for the company that everyone knows will never be implemented is sideways energy.

- Micromanaging is sideways energy. Lack of trust is sideways energy.

- Brown-nosing is sideways energy.

- Office politics is sideways energy.

And many times, the reason sideways energy becomes such a regular happening is because there is pressure coming from all sides within and around an organization- the very top, your boss, and those who you are leading. And the side seems to be the only place to find some relief and maybe focus on something, even if it is not the right thing to be focused on at the time. And growth can cause pressure that facilitates MORE sideways energy. Ultimately, this all leads to a lack of focus, which causes pressure because you choose not to deal with reality and instead want to focus on things that ultimately don’t matter.

How to combat sideways energy? First, realize it exists and will paralyze an organization. Second, identity it and deal with it. Third, measure your productivity and create a system that will help you determine how much sideways energy you are creating, both for yourself as well as for your team. And finally, be clear on your goals and what the right kind of energy looks like for your team- if you model the right kind of energy, your team will follow in the same direction. Ultimately, use common sense. Most of us can identify sideways energy in others, so being self aware and making sure we don't allow ourselves to get caught up in sideways energy personally is really important.

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Young Influencers List, May edition

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Here you go, the May edition of the Young Influencers List. You can see all the past month's lists here. 1. Ruth Awogbade- founder of Magnify, staffer with Alpha, and editor of Alpha Life Magazine

2. Michael McDowell- NASCAR Sprint Cup and Nationwide series driver

3. Benjamin Grizzle- executive director, securities division at Goldman Sachs in London, writer and speaker

4. Katie Strandlund- founder of Dirty Work, creative management for creative minds

5. Larry Hubatka- creative pastor at Elevation Church in Charlotte

6. Eryn Erickson- founder of So Worth Loving, a community helping people pursue their dreams

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10 Ways to be a GREAT Employee

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Here you go, 10 points to help you be a better employee, partner, or peer in your organization. Whether working on a project, a new initiative, or just simply trying to be competent in the organization you serve in. 1. Write everything down- never show up to a meeting without something to write with and something to write on. And write it down. Everything. Otherwise you'll forget. I don't care who you are.

2. Honor people's time- show up early and finish on time.

3. Come with solutions, not just ideas- this is crucial. move towards completion, not away from it. Ideas are great, but have to lead towards the finish line.

4. Learn how to anticipate- be one step ahead. do something every day you weren't "asked" or "told" to do, but know you should do.

5. Be a disciplined learner- understand it's your role to be an expert, no matter what level or role you play in an organization. Don't just be one step ahead of your boss in being skilled at your job.... be an expert.

6. Listen well- listen when in a conversation, don't just think about what you are going to say in response. Listen for next steps, not current realities- this has to do with anticipating.

7. Reflect most of the credit, take all the blame- this is more for leaders, but still a great principle to put into practice no matter what level you are in the organization. Be a reflector of praise, not an absorber. Absorb the blame if at all possible.

8. Never speak negatively of your peers for personal gain- wow, this is a hard one for everyone. Especially when your boss or superior wants to pit you against that peer and see how you respond. Don't give in to that. Stay above it.

9. Push back- almost every organizational leader I know wants their team members to challenge the process, question assumptions, bring new ideas to the table, and push back when they don't agree. Don't be afraid to do this. If your leader is not mature enough to take this, then they probably shouldn't be in the position they are in. If unsure on whether you truly have "permission" to push back, ask for permission on the front end.

10. Take on more responsibility- ask for more power and involvement, and you'll be lifting the load of your employer or boss. That is always a welcomed conversation. Always. Help by taking on more.

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6 Key lessons I learned in my 20's

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I love 20 something leaders. And I once was one of those crazy young leaders intent on changing the world, not that long ago. My 20's were a special decade in my life, and a few key lessons emerged from that time that might be helpful for those of you in your 20's, or those of you coaching/leading those in their 20's. 1. Use your 20's to build a foundation for your 70's. Create deep roots that will give you a foundation for when you are older. Finishing well means starting well.

2. Don't worry about climbing the ladder. There's no longer a ladder anyway. It's more like one of those spiral staircases. And sometimes you are going across or down when you think you might be climbing. So don't worry about it. Spend your 20's learning and having life experiences. Travel, explore the world, take on projects that seem fun.

3. If your "career" path doesn't make sense to anyone except for you, it's okay. My 20's: college at University of Oklahoma, wrangler on a guest ranch in Colorado, management consultant, business development officer, Magazine and media company, strategic business plan developer. Leadership development facilitator. WOW. That is all over the map. But God was orchestrating steps very clearly for what was next in my story. And continues to do so.

4. Be diligent and aggressive in developing your friendships and relationships. Create a core group of close friends who you want to do life with. This group may change a bit over the years, but it is imperative to find a circle of trust that you are committed to and they to you.

5. Figure out who you want to be, not what you want to do. Who you are is more important that what you do or where you live. Spiritually, financially, family, emotionally, relationally. Find two or three older, wise "sages" that you can learn from and count on as help.

6. Say yes to as much as you can. Your 2o's are typically a decade with minimum responsibilities. So because of that, say yes to everything you can. Global mission trip... yes. Mentoring from a respected leader.... yes. Chance to learn from a top notch CEO.... yes. Spend a season working in London or Hong Kong or Sydney or New York... yes. You get the point. Pursue lots of opportunities- it will help you refine and define your calling.

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Are you replacing yourself? A few Keys to succession in leadership

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What are some of the most difficult things in leadership? I would argue that replacing yourself is one of the most challenging parts of leadership- Succession is really really difficult.

Succession, simply the transition of leadership or power, is very difficult for most companies or organizations. Whether a Fortune 50 like GE, Wal-Mart, or Apple; a non-profit like the Red Cross, Focus on the Family, or World Vision; a small startup or family held business; a church of 200 or 10,000; or one of the thousands of mid sized companies across the country. In any case, this is a tough leadership paradigm to get right.

Large companies put millions of dollars into making sure succession is smooth and seemless. Look at Apple- succession from Steve Jobs to Tim Cook has been difficult, and over the last year or so has possibly cost the company billions of dollars in market capitalization, and even more in brand equity. It is a huge issue for the long term health of any company.

Family held businesses or “founder-driven” organizations are really at risk of bad succession plans. Most founders of family held or not for profit organizations can’t let go, and drive everyone crazy around them. Especially in companies that are highly missional- founders are great at starting and building, but usually terrible at letting go and allowing the organization to grow into a second phase of organizational life without them, with a different leader at the helm.

Here in America, we do a really good job of succession when it comes to our President. It is a civil and democratic process. Not the case in other parts of the world, especially in third world and developing countries. Leaders hold onto power and do everything they can to stay in the seat of President or Prime Minister way long after they should be there. Usually because the power of their position corrupts their realities at the deepest levels. I believe this is one of the major issues for these countries- bad succession leads to internal strife, violence and disruptions in growth. These leaders not only hold onto to their power, but fail to develop any other leaders around them to take over.

What about you and your current leadership realities? Whether a team, a company, a non-profit, a church, a family held business, or a Fortune 50, you should be thinking about succession. How are you replacing yourself? If you are not thinking about this, you are neglecting a core part of your responsibility.

A few things to consider:

1. Is it time for you to replace yourself? Have the courage to always leave before you need to or have to.

2. Who are you grooming to step into your role? Start looking and grooming the next leader way sooner than you think you need to.

3. Does the organization or initiative need a fresh perspective and fresh eyes? Most of the time the answer is yes.

4. Power corrupts. Don't let your power trip end up keeping you from correctly leading the organization into the next season of healthy organizational life.

5. Seek wisdom from inside and outside the organization. Seek counsel from trusted friends and advisors, as well as team members internally who can speak the truth.

6. The legacy of your leadership relies significantly on how well the organization continues to thrive after you are gone. Your replacement is a direct reflection of the quality of your leadership.

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