4. Greg Jennings- pro bowl wide receiver for the Minnesota Vikings, formerly with the Green Bay Packers (and Super Bowl Champion).
7. Jonas Myrin- Grammy winning songwriter and artist from Sweden.
4. Greg Jennings- pro bowl wide receiver for the Minnesota Vikings, formerly with the Green Bay Packers (and Super Bowl Champion).
7. Jonas Myrin- Grammy winning songwriter and artist from Sweden.
The impact of our influence many times is determined by the circles or spheres of our influence. Our circles of influence can be intentional or unintentional; they can be private or public, and they always have a unique and very specific engagement model. Not sure how scientific my different levels are below, but at least they get the conversation started. And give us a context for how to think and plan regarding our different levels of influence. In Greek, the word for sphere of influence is "oikos." So think about your Oikos and how you are being strategic in influencing those around you.
One thing is for sure- don't live in Influence Fantasy Land. If you think you have a much wider circle of influence than you really do, it will create problems for you, your team, and those closest around you. I call this "Influence Imagination." I know many leaders who have this symptom. They think they are a way bigger deal than they really are, and believe they have way more influence than they really do.
Another thing- wherever you reside, that is your assignment. Don't feel like you have to move up the ladder of bigger circles in order to be more influential. Be faithful to the circle you've been given to steward.
Family, Personal and Social levels of influence exist for most of us. The other levels take intentionality, focus, and determination.
1-10: Family Level: immediate family and/or those you live with.
10-100: Personal Level: friends and c0-workers; those you see on a regular basis- weekly if not daily.
100-500: Social Level: neighbors, business partners, church friends, sports parents, vendors,
500-1000: Influence Level: intentional influence really starts here. you now have followers and those who are listening, reading, or paying attention to what you are saying and doing. This level usually involves a local context. And you still know most of these people, if not all of them, on a personal level.
1000-10,000: Public Level: your influence has gone public at this level. You have a blog, you are a writer, you are influencing people outside of your ability to know them all personally. Most leaders who have aspirations of being a Major influencer end up cresting out at this level.
10,000-50,000: Popular Level: your influence has gone "popular" at this level. Maybe you are the mayor of a city, or you have a widely read blog, or you are a public speaker, or you are a CEO of a well-known organization, or you coach a popular sports team, or the pastor of a megachurch. Leaders at this level of influence get invited to gatherings, move the needle in culture, and have established and built in systems that continue to push their levels of influence up.
50,000-250,000: National Level: at this level, your influence is established. You have the ability to make things happen in a way that most only hope to reach.
250,000- up: International Level: Your influence has a broad appeal and helps shape conversations, moves industry, and is global in reach.
What circle of influence are you currently residing in?
1. Flexibility with accountability. Every 20 something I know wants to have flexible hours and work schedules, but you can only create this effectively if you have true accountability in place. Results have to accompany convenience, otherwise you're just creating a perk with no tie back to moving the organization forward. 2. Responsibility with authority. Most of the time we just give responsibility to young leaders, without the authority. Try at all intersections to provide both at the same time. Be smart on this, but make efforts to give the project completely to them with as much authority and decision making power as possible.
3. Family environment. Make your office feel like a home, complete with as close to a living room, kitchen, and den as possible. Community and connectivity is vital for younger leaders, and a great place to provide that is in the office and work environment.
4. Customized Leadership strucutre. Creating a cookie cutter organizational structure and team dynamic tends to turn away younger leaders. All rules don't apply to all team members, so don't let an easier approach of blanket rules and staff handbooks that everyone has to follow even though it doesn't make sense be the foundation of your culture. Every employee and team member wants to be seen as important and crucial to the success of the organization, and small things that seem small to you as the leader will be a big deal to team members.
5. Compelling vision with clear sense of target and win. Make the vision significant and epic. While also defining very clearly what the wins look like. Create a vision that everyone on the team can rally around.
1. Be responsible. If you say you are going to take care of it, then take care of it. 2. Be professional. Arrive on time. Actually be early. And be organized.
3. Be the best. Get better every day at what you do.
4. Be humble. Talk less. Listen more.
5. Be proactive. Not reactive. Respond and initiate before being told to or asked to by your boss or peers.
6. Be focused. When it's time to make it happen, have the discipline to take it across the finish line.
7. Be trustworthy. Your word is your bond. And your reputation. Honesty always trumps. Always.
8. Be optimistic. See the best in people and opportunities.
9. Be curious. Learn constantly. Read everything you can. Ask questions. Add to your information quotient daily.
10. Be passionate. Love what you do. Do what you love.
11. Be present. Wherever you are, be all there. Look people in the eye. Listen. Have empathy.
12. Be hopeful. Create a vision that tomorrow can (and will) be better than today.
13. Be courageous. Step out and take a risk right now. Face fear and lean into it.
14. Be a hustler. Get it done. Work your guts out.
15. Be vulnerable. Authenticity. Let people see the real you. Open up.
I’m excited today to post an interview with two friends, Jason Locy and Tim Willard. Both guys have been involved in the Catalyst community for over 10 years now working on our Catalyst Leadership Groupzine project along with other initiatives.
In 2011 they wrote a book entitled Veneer: Living Deeply in a Surface Society that I said, “every leader needs to read.”
They have a new book out this past week, Home Behind the Sun: Connect with God in the Brilliance of the Everyday, in which they weave personal narrative and experiences into a wonderful topic: beauty in the everyday.
Jason and Tim are long-time and life-long friends and I can’t wait for leaders to read this book and to share it with others.
Brad: How should leaders interact with this book?
Jason: We intentionally wrote the book to be an introspective read and then added a discussion guide so that growing and learning could happen first individually and then in community. That way the applications are contextualized based on your environment and past experiences.
We think leaders grow by being around other people in deep conversations. So what we wanted to do was to give you, the leader-reader, deep conversation rather than a book of “how-tos” and bullet points.
Tim: We wanted to give the leader a book that didn’t explain how to do something, like confront unforgiveness in their heart, but a resource that would actually speak to that specific felt need. Our good friend Adam pastors a church in Sioux Falls, South Dakota, and he is going through the book with his staff. His comment was: “This book doesn’t tell me how to grow closer to God, it actually helps me do that.”
That blew us away, but we’re finding that’s how leaders are using it.
Brad: Home Behind The Sun seems like a book that would be great for someone who doesn’t have a lot of time to sit down and read an entire book. They could just pick it up and read any given chapter and still receive a timely message. Was this intentional?
Tim: Absolutely. Our favorite books are the ones we return to often. And that’s what we wanted this one to be. Much of the book is broken up into personal narratives regarding the brilliance in the everyday grind of work, relationships, parenting--even in despair and tragedy. We know time is precious to folks and we thought offering a book that didn’t carry the pressure of working through the entire thing would be a welcome change for readers, especially ministry leaders who are inundated with books they’re told to read.
Jason: Yeah, Tim and I get it. I have a 9-to-5 job and Tim’s studying for his doctorate. We understand that time slips away easily. With Home Behind the Sun, you can pick it up with a morning cup of coffee or evening tea and read a bit, and think on it using the discussion guide in the back of the book.
Brad: In the book, you talk a lot about your roles as fathers and husbands. How will this book impact men of faith like yourselves?
Jason: Hopefully it will hit them over the head and knock them down. Ha. I guess I’m only half-kidding. But seriously, we’re passionate for men to come away a good challenge. After reading they might say, “Wow, my view of masculinity is based on sitcom realities. But these guys (Tim and I) are presenting manhood in a different way.”
Because of the way its written, because its written by two guys, because it peppers in experiences with our own sons and daughters, we think it will start to reclaim men’s imaginations on what it looks like to be a dad, a husband, a friend, and a man.
Tim: But even though it’s written by two men, and men will learn from it by our experiences, it wasn’t written specifically for men at all. In fact, we look into the beauty of innocence, the complexity and need for deep relationships and universal topics like that that aren’t specific to men. So we think there’s something for men and women to wrestle with and even enjoy.
Brad: What do you hope leaders will get out the book?
Tim: I really hope leaders will find this book to be an aid to their spiritual refreshment. I think so often the “leader type books” are the ones that explain how to do something. I hope the leader will see this book as one he or she can sit with in the quiet of their homes or apartments and allow the thoughts to minister to their hearts.
So often we don’t know we’ve been running a hundred miles an hour until we sit and listen. Sometimes it’s a song, other times it’s a friend speaking truth to us. I hope this book can be kind of both--a song of encouragement and encouragement from to brothers-in-Christ.
Jason: I would agree with Tim, but also add that I work with a lot of entrepreneurs and ministry leaders and so often I hear about burnout and tiredness and priorities out of whack. We’ve all been there, and for me, this book is a pause and a reminder, that we are leaders who possess the glory of Christ within us. And when we come to terms with that truth, it will affect our spiritual lives for sure, but it will also impact the way we lead others. At the end of the day I hope leaders receive refreshment as they flip the pages and plenty of great conversation with friends as they work through what they are reading.
I love leaders who execute. Leaders who get it done.
Leaders who can take a project across the finish line.
Great Leaders are Great finishers.
When it comes to hiring new employees, no other characteristic is more important than someone who can finish. It is the #1 trait related to work ethic that I look for in a new hire.
Anyone can come up with a new idea, a new concept, a new pithy word, a new organization, or a new perspective. This is a bit overrated in the leadership landscape.
What ultimately matters is whether you can take an idea from concept to completion. This is the secret sauce. The differentiator. And to do that, you have to be a finisher.
And you have to have finishers on your team. The folks who are intrinsically wired to make things happen, and bulldog their way to the finish line. They find joy in checking things off the list. But not just a task machine. Anyone can take an order and then go complete it. What matters is whether you can carry the ball all the way down the field and actually cross the finish line.
Take a moment and think about who that is on your team. If you don't have someone in this role, go find them immediately. This is incredibly important if you are the leader- you have to have someone on your team in whom you have ultimate confidence that if you hand them a project, they will get it done... and without your constant management of them. The answer can't constantly be "we're still working on it....". That is an excuse for either being lazy or unfocused. You're either moving forward or backwards.
And for every organization, it is imperative that everyone plays the finisher role. Including you as the leader. CEO's, creative directors, marketing VP's, Executive producers, and Discipleship pastors- all have to be able to get it done, to make it happen. Now some have to execute more than others, but no one can only be the "idea" person. Everyone is required to execute and own projects from start to finish. It's a non-negotiable.
From my time at Catalyst, one thing we always take incredible pride in is being able to take a concept and turn it into a finished project. This is a distinctive part of our culture here. We're serious about it. It's part of our DNA.
Be a finisher!
Sometimes we just feel stuck. Not that anything is really wrong, but more the sense that we're not going anywhere. That place where you sense that things are okay, but not great. Where it seems like you are just going through the motions. Dependable and reliable, yes. Consistent, absolutely. But not necessarily bringing your A-game.
I know the feeling. For me, this usually happens after an event is over. About 10 days-two weeks later. I usually just feel stuck at that point. I have a hard time being creative, being intentional, getting things done, moving the ball forward, and making decisions. I feel like I'm walking in knee deep mud at these points.
Another time of the year many of us feel stuck is mid winter. For you it could be late summer, or just after a big project has been completed.
If so, here are a few things to do:
1. Get out of your "normal" routine. Break up your schedule. Go on a trip. Visit someone you've wanted to see for quite a while. Hang out with people you don't know but want to learn from. The key on this is break up your "normal" with something that is out of place, out of context, or just simply breaks up the rhythm. Makes you see things from a different vantage point. For me, when I travel, it usually "unsticks" me.
2. Go back to the Basics. Sports teams will go back to the basics to get out of a rut. In football it's back to "blocking and tackling" or in basketball it's back to "passing, dribbling, and shooting." For you, this could mean a number of things, but in essence, returning to the foundations of what you do, why you do it, and how you are uniquely designed to be doing what you are doing.
3. Jump on the Inspiration train. When I get stuck, I usually take time to find some stories of inspiration, read some emails, watch some videos, and allow myself to be re-inspired and re-energized. Jump on the TED website and search for some inspirational talks.
4. Talk with someone who motivates you. I also like to make sure I find some time to spend on the phone or in person with people who inspire me, because they usually can pull me out of my funk that I'm in. Make sure you have some people in your life who are motivators and inspiration icons- when you are around them it just fires you up. Could be a friend, a boss, a mentor, or someone you don't know well. For me, I'll call Bob Goff. If you know Bob, you know what I mean!
5. Keep it simple stupid. Kiss. Figuratively, not literally...! Start a new to do list with no more than 5 things on it. Get those done. Then move on to the next 5 things to do. Don't overwhelm yourself with a to do list that is unachievable and not reachable. Focus on simplicity and clarity.
6. Hang around kids. Whether your own kids or someone else's. Children have a way of providing inspiration because of their imagination, childlike faith, and sense of amazement at everything.
7. Exercise. Take a run, go swimming, work out, climb a mountain, jump on a bike, water ski, play basketball, or whatever activity fits you.
8. Lean into your passions. Might be that you deeply love music. Listen to your favorite songs. Might be that you love sitting on the beach. Could be hanging at your favorite cabin in the mountains. Or maybe you like to work on cars or tinker with inventions. Whatever your passions are, lean back into them.
1. End on time. So simple, but so hard for so many speakers I know. 2. Don't ask if people can hear you. They can. And if they can't, the sound guys will turn up your microphone. This is incredibly distractive.
3. Avoid open ended questions with your audience. Those can be incredibly awkward if no one responds. For example, "are you fired up?" If no one answers, or even one person, you're off to an awkward start!
4. Always thank your host or sponsor. It creates connection, and also shows that you are actually aware enough to know who's behind the event or gathering you're part of.
5. Make room for questions. Not always an option, but anytime you can create a conversation with those you are speaking to, that's a good thing.
6. Don't read your slides. I can read your slide. You don't need to.
7. Never throw the production or front of house or audio team under the bus. This is a cardinal rule.
8. Tell stories. Be personable. Stories create connection and vulnerability. Stories fill in the gap between you as the expert and everyone else as the wanna bee's.
9. Be authentic. If you aren't funny, don't try to be. Be real and who you truly are. Approachability is crucial.
10. Always have a call to action. Leave those in attendance with something to go work on. The point is to Change and Do Something!
11. Look people in the eye. Whether it's 10 people or 10,000 people, eye contact is imperative.
12. Be passionate. Your level of passion will give permission to the audience to lean in with you. Move towards Heart and soul, and emotional intelligence. Leave it all on the field! Make sure you create emotional hooks, and take people on a roller coaster instead of a train when it comes to passion level. Trains are good for sleeping on….!
Here you go, the April edition of the Young Influencers List. You can see all the past month's editions here. 1. FEDEL- real name Anthony Flagg, hip hop artist, rapper, spoken word poet, and speaker from Tulsa.
As Leaders, we live for the moment. The big moments that are memory makers. The home runs. The winning "touchdown." The deal that launches our organizations or business to the next level.
The significant benchmarks in life that define us and shape us. The times that people will talk about for years to come. When the adrenaline is dialed up and we step in.
But ultimately, faithfulness looks most like being disciplined and faithful to the small things in life and leadership.
Great leaders are committed to the Insignificant.
The making of a leader takes time, and I believe is revealed and refined through the continual steadfastness in the small things.
Our character, our sense of who we are, is defined by the insignificant points in life when no one is watching, when no one really cares. The times when it doesn't seem to matter. The points where it is difficult to actually finish the project. The pain points when we wonder is this what God has actually called me to do. The moments when it would be okay to cut corners but we stay committed to excellence.
This is where the foundation of faithfulness and our character as leaders is created and solidified. Jesus describes this in Luke 16:10 "He who is faithful in a very little thing is faithful also in much; and he who is unrighteous in a very little thing is unrighteous also in much." Be faithful to the small things.
Perseverance is crucial to being a disciplined leader. Staying true to the process. There is beauty in the process, and we are shaped by the journey.
The process defines us. No overnight transformation. No shortcuts. It takes years to be shaped into the leader God has called you to be. The nitty gritty daily grind of walking steadfastly in the mundane and ordinary that shapes the extraordinary.
Great leaders are always growing, learning & moving forward. It's a journey, not a destination. Effective leaders never stop growing and getting better. They are curious, committed, and coachable. Always a student and desperate to learn.
And committed to making the small things, the seemingly insignificant projects and assignments that no one seems to care about, the best they can possibly be.
Stay committed to the insignificant!
POWER. One of the great corruptors of leaders. We all deny it in public, but struggle with its pull over us in private.
If you recall, it was one of the temptations of Jesus while in the desert for 40 days. Actually the 3rd temptation he faced.
"I will give you all the kingdoms of this world in their splendor," the demon said to Jesus (Matthew 4:9).
Power is intoxicating. Throughout history, leaders have given in to the temptation of power- whether political, military, economic, or even moral and spiritual power- even though many continued to speak and lead and influence in the name of Jesus.
But when looking at Jesus, we see a different example. Jesus did not cling to power, but instead emptied himself and became as we are.
Henri Nouwen writes so eloquently in his classic leadership book In the Name of Jesus that the reason power is such a strong corruptor is "it seems easier to be God than to love God, easier to control people than to love people, easier to own life than to love life." BAM.
We are constantly confronted with the temptation to replace love with power. Ruling over vs. leading forward. Control vs. love.
Leaders are naturally given power when they are in charge of something. It comes with the territory in leadership. So it's a given that with leadership and responsibility, you are given the power to influence.
The question is "What do you do with it?" Do you leverage it for your own gain, or steward it for the benefit of others?
Leading is not easy. And it's even more difficult if those on your team aren't equipped well to follow. We all have leaders that we work with, for and around. And every leader I know values being honored and respected. Honor is a really big thing. And incredibly important as it relates to being part of a team.
And especially relevant to young leaders, many of whom are working for leaders who are older than them.
Here are some ways to honor your leaders:
1. Pray - a huge one. Pray for wisdom, for clarity, for compassion and for a clear vision for your leader and leaders.
2. Encourage- lift your leaders up in public, and critique them in private. Tell them how you appreciate them. Consistently. Write them a note. Pour into them.
3. Confront- if you see something out of whack, tell them. Most leaders crave input and feedback, so give it to them. Push back on their ideas and convictions when appropriate. Confrontation works best though when encouragement and service and trust have been given freely for a long time. Confront in moderation.
4. Serve- be willing to carry the load. Get things done. Deliver more than you were asked to do. Be action oriented. Anticipating is a great way to honor. Figure out what needs to get done before your leader has to tell you.
5. Trust- incredibly important. Follow them. Put stock in the fact that they have your best interests in mind. Fight against sarcasm and cynicism.
6. Understand- know what drives them, what motivates them, and also what frustrates them. Lean into the things that motivate them, and avoid the things that frustrate them.
7. Protect- always have their back. Stand up for them. If you hear something negative, fight it. Sometimes we actually find misguided joy in ganging up on our leaders in order to make ourselves look and feel better. Avoid this.
8. Release- give your leader permission to lead you. Lean in. Have a posture of humility, respect, and openness to follow them. Open hearts and open minds, vs closed thoughts, arms crossed, and a made up mind.
Leaders: one of the key things you must ALWAYS do is empower your team. As I've learned over the years, most leaders at their core are control freaks, which is part of the reason they are successful. But we all must learn and recognize the need to empower those around us to succeed and do what they do well. Most leaders think they can do it all on their own, and many try, but ultimately in order to grow a successful organization that outlives you, as the leader, you have to empower those around you. Here are a few thoughts on Empowering your Team:
1. Give them the opportunity to make decisions, and don't second guess them. 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. Believe me, I know from experience!!
2. Assign them responsibility by them owning key projects from START to FINISH. So once we allow team members to make key decisions, now we have to allow them to own projects and feel the responsibility of completion.
3. Give them Freedom combined with Accountability. Freedom without accountability can lead to a great place to work with nothing getting done. Accountability without Flexibility can lead to a terrible place to work with things getting done but everyone hating their job. These have to work together.
4. Fight for them. Whether it's standing up for them to your boss, or standing beside them and supporting them in a disagreement with a vendor, always take the stance of fighting for them and being willing to go to battle for them.
5. Encourage them. This is the one we so often forget. I know I do. I tend to keep pushing without stopping to say thanks. But encouragement can go the furthest in creating team chemistry, longevity, and commitment. Reward them with small gifts, extra unexpected bonuses, cards, etc. Be unexpected in your thankyous. Hand them out without bias. No one has ever been too much of a true encourager!
6. Counsel, coach and instruct. Not necessarily the same as encouragement. Great coaches do this well. They scream at you and make you better, while also putting their arm around you and giving you "ego biscuits" when needed. Two different parts of empowering, but both equally important. Instruction is key for releasing again and again, and assigning more responsibility.
7. Overwhelm them. Not on a continual basis, but ultimately your team members should constantly feel a bit overwhelmed by the projects or assignments they are working on, not underwhelmed. Many of their projects should cause them to feel like they are not prepared or ready. If they feel underwhelmed, they will probably end up looking elsewhere for greater assignments and more responsibility.
8. Give them permission. Permission to take risks, to fail, to represent your organization to others, take on responsibility and stewardship, and many other things. But ultimately give them permission to push back. Give them permission to call you out as the leader (appropriately, of course). Give them permission to argue and fight for their idea, even when it looks like it's directly competing with your idea as the leader. Permission to push back. This does wonders.
Here you go, the March edition of the Young Influencers List. You can see all the past month's editions here. 1. David Wise- pro skier and gold medal winner in recent Sochi Olympics half pipe freestyle skiing.
4. Andy Birdsong- manager of Basketball operations for the Atlanta Hawks.
For young leaders who are "up and comers," here are a few things to NOT DO as you continue to gain influence, responsibility and authority. 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. Believe the hype and regard yourself as crucial, and ultimately more important than all others, in connection to the success of the organization or project.
6. Adopt a scarcity mindset, believing that everything is a zero sum game.
7. Lose the passion for collaboration and partnership, whether in your community, or industry, or network.
8. Become cynical and pessimistic at every turn.
9. Stop "dating" your spouse and intentionally building into your closest friendships.
10. No longer see learning as a priority since you now know everything.
DON"T DO THESE.
Leaders get things done. They are action oriented and always moving towards the finish line. As all of us know, when dealing with other people, other organizations, and other teams, many times the project or initiative bogs down because "you haven't heard back from him" or "she never emailed me to confirm" or "I'm still waiting on them to send over a fax" or "I called and left a message, but don't want to bother them again." When other people get involved besides us, things get more complicated.
If you want to truly get things done, you have to become skilled at the follow up. Here are a few things I've learned over the years:
1. It's always your responsibility to initiate. Obviously if you are the one asking for something, then you have to initiate. But even if you're just part of the project or one of the steps in the project, you need to always feel responsibility to initiate.
2. We're all busy. Never take offense or get your feelings hurt because someone hasn't responded to your initial invitation or request. Very rarely is a lack of response personal. It's just because people are busy.
3. Figure out how best to get an answer. Many people don't return phone calls anymore, but if you text them, they'll get right back to you. Be smart. Customize your communication if you want a quick response.
4. Make it easy to get a response. Make sure it's one step to confirm or respond or get you the information you need. Don't make folks jump through multiple hoops in order to get you what you need. Remove all the barriers.
5. Create a deadline. Make sure you are very clear in your initial request and in your follow up what you are asking for, as well as when you need it. Sometimes we forget to create urgency and expectations alongside the request.
6. Aggressively pursue until you get a yes or no. If it takes 5 emails, then send 5 emails. If it takes 3 phone calls, make 3 phone calls. Get it to the finish line.
What are some of your secrets in regards to following up and getting things done?
1. Community- can't be isolated. Friends and people you can do life with are paramount. Surround yourself with friends and team members who aren't impressed by you. 2. Credibility- you must be believable. And a leader who is trustworthy. Above reproach and constant integrity. If you say you'll get it done, you will. Your word is your bond.
3. Hunger- leaders are learners. And always want to get better. Constant posture of improvement.
4. Hope- vision for tomorrow. A belief that tomorrow will be better than today. And constant encouragement to those around them, giving them hope to tackle what's in front of them.
5. Self- awareness- know who you truly are. And lead from that authenticity. Do all you can to understand the true you.
6. Confidence- confidence, not arrogance. In a shaky, insecure world, you must be confident and secure. Thanks to Louie Giglio for this one in a recent message.
7. Humility- understand and realize that it's not about you. A bigger story is going on. Always make it about someone else on your team. Hand it off. Pass it on.
8. Competence- be the best in the world at what you do. A level of excellence. The expert in your field/industry/niche.
9. Passion- Jesus focused. A contagious love for what you do, and overall passion for life. You are your best customer, and would actually purchase or attend or be part of whatever you are creating.
10. Courage- leaders take risks. And are willing to step out in front when no one else will. And make constant decisions. Bringing certainty to uncertainty.
A lot of leaders ask me what "movements" or networks within the Christian community they should pay attention to. Here are 30 of those, in no particular order of importance or priority. These aren't the only 30, but 30 I think you should be aware of.
Feel free to add others we should have on the radar in the comments section.
6. Worship Central (London)
9. IF Gathering
19. FPU/Dave Ramsey
21. Gospel Coalition
22. HTB/Alpha Course
26. Women of Faith
Great teams are a joy to watch. OKC Thunder, Miami Heat, Seattle Seahawks, and more. And of course my beloved Oklahoma Sooners! Reality is, we are all part of some kind of team, wherever we are in life. Family, church, volunteer, sports, business, community, social. As Leaders, it's equally important for us to know how to follow and be a great team member as it is how to LEAD and be a team leader. In fact, many believe to be a good leader, you must first be a great teammate. And I would suggest that great leaders are equally in tune with how best to be a teammate, along with how to lead well.
So here are a few thoughts on being a great team member:
1. Good teammates are great finishers. They get the job done. They take projects across the finish line.
2. Good teammates anticipate. They understand what needs to be done next before others, and are always looking for ways to make the process better.
3. Good teammates criticize their leader in private, and praise in public. Enough said on that.
4. Good teammates are trustworthy. When given an assignment, a leader can be assured that it will get done. This is incredibly important.
5. Good teammates are vision copycats. They take on, embody and live out the vision and mission of their leader, and of the organization.
6. Good teammates make their leader better. They push their leader, and know how to lead up appropriately and intentionally.
7. Good teammates make their other teammates better. They know how to lead their peers and lead across in an organization, and don't rely on the leader to be the only one motivating the team, as well as holding the other teammates accountable.
8. Good teammates lead themselves. They don't need to be managed, and aren't needy. They don't need all the attention from the leader.