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Leadership Study 2Leadership Study 2

Growing Leadership

LeadershipLeadership

• Everything rises and falls on leadership

• Management is the process of assuring that the program and objectives of the organization are implemented

• Leadership has to do with casting vision and motivating people

Developing the Leader WithinDeveloping the Leader Within

• Influence• Priorities• Integrity• Creating Positive Change• Problem Solving• Attitude• People• Vision• Self-Discipline

Problem SolvingProblem Solving

• There are four common reasons why people do not perform the way they should – all responsibilities for leadership

1) They don’t know what they are supposed to do

2) They don’t know how to do it

3) They don’t know why they should

4) There are obstacles beyond their control• 1-3 deal with starting a job correctly. Have a

training program, job description, proper tools and vision along with good communication

Problem Solving ProcessProblem Solving ProcessProblem Solving ProcessProblem Solving Process

• Identify the problem – Acts 6:1a• Prioritize the problem – Acts 6:2• Define the problem – Acts 6:1b• Select people to help you – Acts 6:2, 5• Get problem causes

– Not enough leaders, no Greek speaking leaders• Get problem solutions

– Need more leaders, need Greek speaking leaders• Prioritize and select the best solution – Acts 6:3-4• Implement the best solution – Acts 6:5-6• Evaluate the solution – Acts 6:7• Decide on principles or policies to avoid problem

– Policies are many and will change – Acts 7-8– Principles are few and never change – Acts 8:17

DelegationDelegationDelegationDelegation

DelegationDelegation

• Delegation is the most powerful tool leaders have

It increases group productivity & gives others a chance to grow and learn to succeed

• Share responsibility and authority to meet a greater need

• Distributing authority help the church solve its problems

Why Leaders don’t DelegateWhy Leaders don’t Delegate

1) Insecurity (Fear of job not being done well or being criticized)

2) Lack of Confidence in others (Unbelief)3) Lack of ability to train others

(Incompetence, training must be done before and after delegation)

4) Personal enjoyment of the task (Selfishness)

Focus on doing the tasks that no one else can do, delegate whatever you can

Why Leaders don’t DelegateWhy Leaders don’t Delegate

5) Habit (Lazy, Not thinking)

6) Inability to find someone else to do it (Not thinking or searching hard enough, no one able)

7) Reluctance caused by past failures (Regret, Rarely is delegation failure the subordinates fault)

8) Lack of time (Prioritize)

9) An “I can do it” mindset (Pride)

Steps Toward DelegationSteps Toward Delegation

Never just dump tasks on people if you want them to succeed. Ease them into it

1) Ask them to be fact finders only

Mark 1:17 – Come follow me

2) Ask them to make suggestions

Mark 6:37-38 – You give them something to eat, How many loaves do you have?

Steps Toward DelegationSteps Toward Delegation

3) Ask them to implement one of their suggestions, but only after you give your approval

Matthew 14:27-29 – Peter walked on water after asking Jesus vs (Luke 9:54 James & John fire)

4) Ask them to take action on their own, but report results immediately

Mark 6:7,12,30 – The 12 were sent out by Jesus, did the work and reported back to him

5) Give complete authorityMark 16:15 – Go…and preach the good news to

all creation

Tips about DelegatingTips about Delegating

1) Don’t always delegate the same task to the same people, give others a chance to learn, give new tasks to the older people

2) Give people as much information about the task as possible

3) Controls need to be built in to prevent disaster and give you confidence

4) Focus on the results more than methods, don’t hinder initiative & creativity

5) Give the right and responsibility to make decisions

6) Always be honest about the nature of the task

Tips about DelegatingTips about Delegating

7) Delegation is not assigning work, but giving the right and responsibility to determine what work must be done, how and by who

8) Give as much advice as you can, and always be available for direction and input, but avoid telling them what to do and encourage them to solve problems on their own. They need to learn

9) Always take accountability on what you delegate, but fit the accountability to fit the person

10) Don’t give up on people if they make mistakes, find out what happened and learn from it

Vision – Dream – Direction↓

Goal↓

Plan↓

Priorities↓

Delegation & Hard work↓

Committed(Build-up Environment, Solve Problems, Constantly Improve, Sharpen the Saw)

↓

SUCCESS

Staff DevelopmentStaff DevelopmentStaff DevelopmentStaff Development

Staff DevelopmentStaff Development

Look at your life and what you are doing and you will soon realize that you can not do any more without

Your future growth in production is determined by your ability to work through other people

Those closest to the leader will determine the level of success for that leader

Only as we develop a team do we continually succeed

Winning teams have great leadersWinning teams have great leaders

– Create the right environment• Be available for your people. This prevents

many problems

– Know basic human needs• What is expected from each one• That each will have an opportunity to perform• How each one is getting along• That guidance will be given where each needs it• That each will be rewarded according to his

contribution

Winning teams have great leadersWinning teams have great leaders

– Keep control of the “Big 3”• Finance• Personnel• Planning

– Avoid the seven deadly sins• Trying to be liked rather than respected• Not asking team members for advice and help• Thwarting personal talent by emphasizing rules rather than

skills• Not keeping criticism constructive• Not developing a sense of responsibility in team members• Treating everyone the same way• Failing to keep people informed

Winning teams…Winning teams…

• Pick good people

• Play to win

• Make other team members more successful

• Keep improving

Raising up LeadersRaising up Leaders

• To be a successful leader, you must develop other leaders around you, not just more followers

• Because those closest to you can me you or break you, you must surround yourself with great people

• The strength of any organization is a direct result of the strength of its leaders. Therefore, when you grow a leader you also grow the organization

Detroit Church of ChristDetroit Church of Christ

600 - - - - - - - - - - - - - - - - - - - - - - - - - - - - -

?300 ________________________________

Active Membership

Raising up LeadersRaising up Leaders

• Potential leaders help carry the load

• Leaders attract potential leaders

• Developed leaders expand and enhance the organization

• The more people you lead, the more leaders you need

The LeaderMoses

MarriedsMoses

SinglesMoses

CampusMoses

TeensMoses

WorshipMoses

Kingdom KidsMoses

ContributionMoses

AdministrationMoses

New MembersMoses

Tape & BookMoses

BenevolenceMoses

ParentingMoses

WebsiteMoses

AnnouncementsMoses

ClimateClimate

• Create a climate that potential leaders will thrive in

• Model the leadership you desire

• Focus on the potential of the leader and the organization

• Focus on the potential leaders needs & desires – look for drive, determination and desire above natural talent

• Look for the leader within the person

ClimateClimate

• Place emphasis on production, not on position and title

• Provide growth opportunities• Lead (don’t manage) with vision→ Managers are maintainers, tending to rely on

systems and controls. Leaders are innovator and creators who rely on people

• Do big things• Spend more effort on developing leaders than

on moving them in• Make difficult decisions – handling those who

are doing poorly

ClimateClimate

Pay the price that attracts leaders – Personal growth of character. Leaders are perpetual learners– Do I have a game plan for personal growth?– Am I the leader of the plan?– Am I willing to change to keep growing, even if it

means giving up my current position if I am not experiencing growth?

– Is my life an example for others to follow?– Am I willing to pay the price to become a great

leader? These question will help you determine your

current commitment to personal growth

Identifying Potential leadersIdentifying Potential leaders

On of the primary responsibilities of a successful leader is to identify potential leaders

It may not be easy but it is critical Using an inventory can help (the Five A’s)

Assessment of needs: What is needed?Assets on hand: Who are the people

already in the org who are available?

Ability of candidates: Who is able?Attitude of candidates: Who is willing?Accomplishments of candidates: Who gets things

done?

Who to Raise up (Look for these qualities)


Character – This is the single most important thing. Character flaws don’t change quickly

→ Serious character flaws cannot be ignored. They will eventually make a leader ineffective

→ Character flaws should not be confused with weaknesses.

→ We all have weaknesses. They can be overcome through training or experience

Influence – What is the quality of their influence. Do people listen to or follow them?

→ Is he going somewhere & Is he able to persuade others to go with him



Positive Attitude – These people can do things others will never be able to do

→ People with positive attitudes are able to go places where others can’t. The journey is as enjoyable as the destination

Excellent People Skills – They must know how relate to other (Concern, understand, Positive)

→ People may admire a person who has only talent and ability, but they will not follow him – not for long



Evident Gifts – They have a definite strength

→ 4 wanna-be leaders – Never be (redirected), Could be (Self-discipline), Should be (training), Must be (opportunity)

Proven Track Record – They have had success in the past

→ People without proven track records either haven’t learned from their mistakes or haven’t tried



Confidence – People are attracted to confidence. They need it to follow you

→ People will not follow a leader who does not have confidence in himself. It is a characteristic of a positive attitude

→ The greatest achievers and leaders remain confident regardless of circumstances

Self-Discipline – They are always growing & trying to improve, they maximize the use of time

→ Great leaders always have self-discipline – without exception

→ We must discipline our emotions & our time



Effective Communication Skills – Must be clear, show concern, stay focused, be warm

→ You must be able to effectively cast vision and call people to act on that vision

→ Concern for people, focus on the responder, communicates will all kinds of people, eye contact, a warm smile

Discontent with the Status Quo – Constantly strive for higher levels of success, be willing to take risks to change and grow

→ Great leaders are never satisfied with current levels of performance, they constantly strive for higher levels of achievement

NurturingNurturing

Nurturing Potential LeadersNurturing Potential Leaders

Nurturing benefits everyone. Choose a leadership Model for Yourself Be willing to be mentored. You must grow and improve Build Trust Show Transparency Offer Time Believe in People Give Encouragement

Nurturing Potential LeadersNurturing Potential Leaders

Exhibit Consistency Hold Hope High Add significance Provide Security Reward Production Establish a Support System Discern and Personalize the

Potential Leaders Journey

EquippingEquipping

Performance

Factors

Far Exceeds Job

Requirements

Exceeds Job Requirements

Meets Job Requirements

Needs some Improvement

Does not meet minimum

requirements

Quality Leaps tall buildings with a single bound

Must take running start to leap over tall buildings

Can only lead over a short building

Crashes into buildings when attempting to jump over them

Cannot recognize buildings at all, what’s more jump

Timeliness Is faster than a speeding bullet

Is a fast as a speeding bullet

Not quite as fast as a speeding bullet

Would you believe a slow bullet?

Wounds self with bullet when attempting to shoot gun

Initiative Is stronger than a locomotive

Is stronger than an elephant

Is stronger than a bull

Shoots the bull Smells like a bull

Adaptability Walks on water consistently

Walks on water in emergences

Washes with water

Drinks water Passes water in emergences

Communication

Talks to God Talks with the Angels

Talks to self Argues with self

Loses those arguments

Equipping Potential LeadersEquipping Potential Leaders

Equipping is similar to training, but it is an ongoing process tailored to each potential leader

The Equipper is a Model, Mentor & an Empowerer

→ Model – a leader who does the job, does it well, does it right and does it consistently

→ Mentor – an advisor who has the vision of the organization and can communicate it to others. They draw from experience

→ Empowerer – one who instills the desire & ability to do the work and is able to lead, teach & asses the progress of others


Select people to equip based on obvious strengths, not because your don’t see any glaring weaknesses

Develop a personal relationship

→ Ask them their goals and what motivates them

Share your dream

Ask for Commitment

Set Goals for Growth

Communicate the fundamentals

TrainingTraining

Five step process for training people (Timothy)

You Model – they watch

You Mentor – they learn the why and how of each step

You Monitor – they perform the task while you assist and correct

You Motivate – they are left alone to improve while you encourage

You Multiply – they are able to train others to do the job


Give the “ Big Three”→ How to have a structure and the freedom to be creative:

Responsibility, Authority, and Accountability→ Accept responsibility for the task, Give permission to act→ Responsibility and Authority helps people to be

genuinely empowered→ Accountability makes sure that the right things are

happening Give them the tools they need Check on them systematically→ People need the encouragement of being told they’re

doing well on a regular basis→ They also need to hear as soon as possible when they

are not doing well

DevelopingDeveloping

Nurturing Equipping Developing

Care

Focus is on Need

Relational

Service

Maintains

Leadership

Establishing

Helping

Need Oriented

What they want

A Desire

Little Growth

All

Training for work

Focus is on Task

Transactional

Management

Adds Leadership

Releasing

Teaching

Skill Oriented

What the Org needs

A Science

Short-Term Growth

Many

Training for Personal

Growth

Focus is on Person

Transformational

Leadership

Multiplies

Leadership

Empowering

Mentoring

Character Oriented

What they need

An Art

Long-Term growth

Few

Developing Potential LeadersDeveloping Potential Leaders

The three motivational questions

→ What do they want?

→ Do they have a way of getting what they want?

→ Will they be rewarded if successful?

Be a Good Listener

→ Genuinely seek their advice and then listen actively and positively

→ Never criticize the person making a suggestion


Develop a Plan for Personal Growth→ Personal growth must be deliberate, planned

and consistent– Set aside time daily for growth

• Monday: One hour with God• Tuesday: One hour listening to a leadership tape• Wednesday: Another hour with the same tape (including

time filing notes and reflecting on lessons learned)• Thursday: One hour reading a leadership book• Friday: Another hour with the same book (including

time filing notes and reflecting on lessons learned)– File quickly what you learn

– Apply quickly what you learn– Grow with someone– Plan your growth and follow it for a year


Keep the growth going Use the four stage Process of Adaptation (mind/heart)→ See things VISUALLY→ Accept it EMOTIONALLY→ EXPERIENCE it positively→ Adapt it CONVICTIONALLY (becomes a part of their

thinking & belief system) Follow the IDEA grid (life)→ Instruct in a real life related context→ Demonstrate it by living it out first→ Expose them to it by having them try it out for

themselves→ Accountability helps what you teach people to become a

part of them


Give Them Varied Experiences→ Don’t let people get complacent. Varied experiences

keeps people growing, stretching and learning Strive for Excellence→ Never settle for your best effort. Excellence breeds

character, character breeds excellence Implement the Law of Effect→ We often punish what is wrong and ignore what is right.

It is smart to reward what is right Make the Hard Decisions→ When to decide to end developing because of a plateau Be Personally Secure

Level 1: Some Growth

Level 2: Growth that makes them capable in their job

Level 3: Growth that makes them able to reproduce themselves in their job

Level 4: Growth that takes them to a higher level

Level 5: Growth that allows Them to take others higher

Level 6: Growth that allows themto handle any job

Pools of people at each level of Growth

ConfrontationConfrontation

Care Enough to Confront

→ When a person’s behavior is inappropriate, avoiding confrontation always worsens the situation

→ Never confront in anger or out of a desire to show power

→ Do it with respect and the other person’s best interest at heart

Confront ASAP

Separate the person from the wrong action

ConfrontationConfrontation

Confront only what the person can change

Give the person the benefit of the doubt

Be specific

Avoid sarcasm

Avoid words like always and never

Tell the person how you feel about what was done wrong

Give the person a game plan to fix the problem

Affirm him or her as a person and a friend

The Top Ten Mistakes Leaders MakeThe Top Ten Mistakes Leaders Make

• Top-down Attitude• Putting Paperwork before Peoplework• The Absence of Affirmation• No room for Mavericks• Dictatorship in Decision-making• Dirty Delegation• Communication Chaos• Missing the Clues of Corporate Culture• Success without Successors• Failure to Focus on the Future

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QUESTIONS???QUESTIONS???

company logo leadership study 2 growing leadership

Documents

task slide

selfdiscipline slide

delegationdelegation

contribution slide

problem acts

growing leadership slide

delegation delegation

leaders dont delegate