Here you go, the August edition of the Young Influencers List. You can see all the past month’s lists here.
Here you go, the August edition of the Young Influencers List. You can see all the past month’s lists here.
We’ve all been there. First time in a one on one meeting with your boss. First time in a brainstorming session. First time in a staff meeting. Whether your 1st meeting ever as a young intern, newly hired greenie, or seasoned pro who is new to the team, there are some keys to how you should approach the environment of a 1st time meeting.
1. Don’t try to be the expert. Reality is, you’re probably not. Make others in the room around you the expert.
2. Ask lots of questions. This is your entry point for any meeting, at any level. Good questions give you instant credibility. And many times are more strategic than the right answer.
3. Don’t feel like you have to give any answers. While asking good questions, don’t feel the need to provide answers in response.
4. Be curious and engaging. Look people in the eye. Engage with everyone around the table and in the room. Encourage others ideas.
5. Take a posture of learning. Take notes. Act like you’re in class. Be the most interested.
6. Get coffee. Or drinks. Or snacks. This shows you are okay with serving everyone else. Whether young or old, you’ve never too old or young to wait on others.
7. Act like you don’t belong, but work like you do. This is a good rule for any meeting, and your overall leadership in general.
It’s imperative that you are “social” in your leadership and influence today. A new reality exists, and as leaders we have to be not only aware of this, but also willing to jump in and embrace a new reality of Social engagement like never before.
Here are a few thoughts on Social Leadership:
1. Social Media = Influence. Bloggers, Tweeters, Facebookers, and Social media junkies are now the normal outlets to tap into for getting the word out. I’ve seen this the last few years with everything from new movies to new books to new conferences. These leaders are being sought out not just for their networks, but also for their endorsements. It’s a new era. Exponential influence in ways never seen before is happening through blogging, tweeting, instagramming, facebooking, pinteresting, etc. Digital mavens are shaping what we are listening to, reading, watching, and learning.
2. Social Entrepreneurs= A new wave of leaders has emerged. Leaders who combine business savvy with charitable endeavors and social innovation. Scott Harrison, Charles Lee, Blake Mycoskie, Jamie Tworkowski, Laura Waters Hinson, Eugene Cho, Jeff Shinabarger, Kohl Crecelius and Jason Russell just to name a few.
3. Social Accountability- Leaders are constantly being evaluated in todays culture. You can’t hide anymore behind a position or title. Leaders are being held to a standard never seen before because of constant media- video, flip cameras, blogging, twitter. Your leadership has constant real-time evaluation. Especially well-known leaders. And Authenticity is crucial. Being honest, genuine and real is important for continual influence.
4. Social Good- it’s now in vogue to “do good.” And society in general is taking notice. Celebrities gain more influence because of causes they’re involved in. Businesses are “doing good” and focusing on the triple bottom line, which is now a normal measurement of success in business. Meaning what was our “gift back to society” and how did we “leave the world a better place.” It’s not just about making a profit anymore.
5. Social Politics in organizations is fading- Positional leadership doesn’t really matter anymore. Not about what position or title you hold, but more about what you are delivering. If you are executing and getting things done and creating value for the organization, your influence will have impact.
6. Creating a social “community” is now a norm, not an exception. A great example of this is Zappos, and the kind of culture that Tony Hsieh has created there. Employees enjoy being around each other, and take pride in a sense of family that exists within their company.
7. Flattening of the “social hierarchy of influence.” I can learn from all kinds of great leaders in todays culture, and not know them personally. I can also connect with well known leaders much easier than in the past through technology and social platforms. Information and inspiration has never been so readily available to us. When you follow someone on Twitter, you feel like you know them personally, even if they have hundreds of thousands of other “followers.”
8. Social Justice is not just a fad. Connected to #4, but my opinion is that especially within the Church/faith community, this shift towards the “living out” of the Gospel through justice and mercy is here to stay.
9. A new generation of employees expect a “social workplace.” This is a Reality of a new generation, according to Tim Elmore is his great book Generation iY :
- Experiential- all about the 5 senses. Sensory engagement is critical and a reality in terms of what Millenials have grown up with and desire.
- Participatory- want an experience to be customized. Millenials have grown up in a participatory culture. They don’t just listen, but actually want to participate. This is very important in terms of creating a work environment/team culture that is attractive to 20 somethings.
- Image-Rich- all about pictures, video, large screens, large TV’s, high res pics on your phone, etc. Pictures/video are an incredibly powerful learning medium for Millenials, vs. just text. Especially in terms of memory.
- Connected- information is constant for Millenials. Text, facebook, twitter, phone, email. This can be both a positive and a negative.
Todd Adkins is the Director of Leadership at LifeWay, and heads up the Ministry Grid team. Todd’s goal, with the rest of the Ministry Grid team, is to provide churches a tool to assist them in training leaders and volunteers at every level from the parking lot to the pulpit.
6 Ways To Lead Staff You Don’t Like
Some of you will be deeply offended and leave this post right after the next sentence. While you should love everyone on your staff, it’s ok if you like some people more.
In fact, its important for you to realize that you are eventually going to end up with someone on your team that you don’t really like. I am not talking about someone who is downright toxic to your culture, those people should be removed from your organization. I am speaking of someone who adds value to your work and team but there’s something about their personality that rubs you the wrong way.
When push comes to shove you are a leader and you are going to have make some adjustments so that your team can continue to function at a high level.
Here are six ways you can lead staff members you don’t like.
1. First, identify what is YOUR problem?
If their performance is satisfactory this is really your issue after all. You owe it to yourself and to them to take a good hard look at what it is that you find so irritating. Are they too negative, too obsessed with a hobby, or they are too aggressive? Is it something superficial? While you cant change a staff members personality, mannerisms, or modus operandi you can choose to change your attitude and how you interact with them. If you don’t it is only a matter of time before it becomes apparent to them or the rest of your team.
2. You don’t have to be personal friends with all of your staff.
There is a natural expectation of separation between work life and personal life in the business world but the lines are much more fuzzy in the church. The smaller the staff the fuzzier it gets. Be sure you manage expectations and establish healthy boundaries when bringing new people on board.
3. Be professional and courteous with them.
The key here is to remembering to be professional and treat them how you would want to be treated. Take a genuine interest in them and margin time for them. Make a conscious effort to engage them in conversation about their life outside of the organization.
4. Knock out a big project shoulder to shoulder.
It gets much harder not to like somebody if you have worked hard side by side to achieve something great. I would also remind you that taking on something particularly difficult together can have an even greater effect. This is much more risky, however, as pressure may also further exacerbate the problem.
5. Don’t make them an inside joke.
If this person has a quirk, mannerism, habit, etc. that is bothersome or downright annoying do not share it with other employees. Just because its funny doesn’t mean you have to share it. It is not funny and will ultimately undermine your leadership with your team. If you have a team like mine there are no holds barred and everyone and everything is fair game…but that’s another post.
6. Focus on their value to the team.
At the end of the day, you have obviously already decided that this employee is adding enough value to keep around so focus on what makes them so valuable to the team.
Todd Adkins is the Director of Leadership at Lifeway Christian Resources. He is passionate about the development of leaders, especially within the church. Todd served in student ministry and as an executive pastor for several years before joining the leadership at Lifeway to head up Ministry Grid, Lifeway’s dynamic new leadership development platform featuring over 3,700 videos and a fully customizable learning management system for churches. Todd’s goal, with the rest of the Ministry Grid team, is to provide churches a tool to assist them in training leaders and volunteers at every level from the parking lot to the pulpit. You can follow him on Twitter @ToddAdkins.
Most of us dread the weekly staff meeting. “Just get me out of there asap so I can get back to actually doing the work and making things happen” is the attitude many of us have. I know from experience….
Reality is, most staff meetings are boring, monotonous, just one person blabbing, and ultimately a waste of time.
When I was leading Catalyst day to day, I’m not sure I would have wanted to attend the staff meetings I was leading. Lots of times they were boring, awkward, and not very inspiring. It’s one of the things I look back on and would definitely give myself a failing grade in.
So after some time to think how I would have created these differently, here are a few thoughts:
1. Let team members tell stories of impact, change, and specific ways they (and you and we) are all accomplishing the mission and vision of the organization, church, non profit or whatever environment you are in.
2. Bring in guest speakers. Whether from the community, other churches, other businesses, locally, or from around the country. Even if just getting people on Skype or on the phone- doesn’t have to be in person. I missed it on this one. With all the relationships Catalyst has, I could have lined up guest speakers for months!
3. Create a regular pattern of reading through a book, studying a curriculum, or topically working through Scripture. Make sure you are all doing it together over a 8-12 week period. This allows everyone to have something to work on and also allows everyone to bring thoughts to share to the staff meeting.
4. Allow everyone to brag on each other. This is crucial. A time of letting staff share about other staff. Peer recognition, not just leader recognition. Something they saw or know that other staff members did that they should be acknowledged for, but probably won’t be because it wasn’t in the “spotlight.” Let the team humble brag about one another. And you as the leader have to lead out on this. Hand out ego biscuits on a regular basis!!
5. Have different team members lead the staff meetings every week or every other week. That way different people feel the responsibility and pressure to bring it and make it awesome. Let them shape it however they want. And with each different staff member leading, part of their responsibility is to share their own personal story in front of the team. This allows for relational equity to be built big time.
6. Focus on a specific leadership topic or area of personal growth that the team is dialed into on a weekly basis and working to improve in. And instead of just sharing information, focus on actually solving a leadership problem that currently exists.
7. Return constantly to your mission, vision and core values. Remind everyone of these on a weekly basis. And as the leader, let your personality shine through in the context of WHY you all are doing what you are doing. Give context for the WHY, not just the WHAT.
8. Create Weekly contests. The weekly staff meeting is a launch for a competition, contest, or game for that particular week- in terms of either individual competition or group contests. Can be goofy and fun, or actually more serious tied to team or individual goals.
9. Provide food. Whether it’s brought in or cooked on the spot. Food makes the meeting feel more like a meal, and anytime you are gathering around a meal, more good things happen.
10. Watch or listen to sermons, talks, leadership lessons from other leaders and pastors. Can be really inspiring and a great way to create conversation around a certain leadership topic or theme.
11. Celebrate! This is so crucial, and something I always forgot to do. Make the staff meeting a time to celebrate what happened the previous week, that month, or even that year. Teams needs to know they are winning, and moving in the right direction. Your job as the leader is to inspire, and make sure people see that you are actually moving from point A to point B.
What have you found to be helpful in making staff meetings a better experience?
Here you go, a brand new July edition of the YOUNG INFLUENCERS LIST. You can see all the past months lists here.
Building a bridge is an art. Not literal bridges that you drive over, although those are incredibly important….
I’m referring to building bridges in business, friendships, co-workers, mentors, and key partnerships. I’m referring to building a new relationship with your neighbor. I’m referring to connecting with someone that you’ve wanted to meet with for a long time and only having 15 minutes for a meeting. How do you turn that meeting into an hour or more, and then eventually into a friend?
Many folks just think that showing up is half the battle. Well, sort of. But there’s more. When it comes to winning a client, or inking a new partnership, or developing a new friendship, there are some key things I’ve learned over the years that might be helpful.
A few thoughts:
1. Love people until they ask why. Let your actions speak so loud that people can not help but pay attention. Let them see your authenticity, and ultimately demand an explanation for the reason you do what you do.
2. Prove your craft before asking for something. Excellence, skill and know how is key on this. Show that you are competent before you demand that they should partner with you.
3. Ask more questions than they do. I love this one. Many times asking great questions is way more strategic than giving great answers.
4. Spend lots of time listening. Once you’ve asked a great question, listen. And listen more. And listen more.
5. Find points of connection and shared interests, and be intentional. A crucial part of great bridge building. Find out what motivates someone, what their interests are, what they enjoy. Is it sports? rock climbing? history? Whatever it is, find out and then build on those areas of shared interests.
6. Connect them to others. Great connectors and bridge builders are always figuring out ways to introduce their friends within their circle. Claire at Twitter does this amazingly well. And here’s the key on this- the ultimate value for the connection is not for you, it’s more for others.
7. Follow up. This is the #1 step that everyone seems to forget. We have to follow up. Never assume that because you haven’t heard from someone, it means they are not interested. They’re busy, just like you. Take the first step and reach out. And then reach out again. And then again.
We always have a bunch of interns at Catalyst. And most folks on the Catalyst team have cut their teeth in their “first job” here at Catalyst. They are all really talented, really sharp, and really hungry to learn.
Having young early 20 somethings around reminds me of the days when I started my first “real” job just after college. And while that wasn’t that long ago, I feel like there are a few things I’ve learned since then that might be good reminders for recent college graduates, or those just entering the “workforce.”
1. Show up on time (early). As I tell our team all the time: If you are on time, you’re late. If you are early, you’re on time.
2. Always have something to write with and write on. This is crucial. Don’t go strolling off to a meeting without pen and paper, unless you are planning to take notes on your phone, on your iPad, or on your laptop.
3. Be informed. Regardless of what you are doing, be informed before you get there- whether that’s a new job, or a meeting, or a lunch appointment. Do some research and show up educated about the topic, about the person, or about the context.
4. Be intentional. Start your first day by asking great questions and being inquisitive.
5. Request the tough assignments. Take initiative and request the tough assignment that no one else really wants. Not as a brown noser, but as a go getter.
6. Relentlessly get things done. When given responsibility and a task to get done, make it happen and try your best to get it done early. Then anticipate what else needs to get done beyond what you were assigned, and get that done. Under promise and over deliver.
7. Remember names. If you are new in a large office with hundreds of staff, this one can be especially difficult. But it’s your responsibility. Know everyone by their first and last name within your first week. If that means studying the staff directory at night, so be it.
8. Know what your leader/boss appreciates. If your boss appreciates humor, then lean into that. If your boss appreciates staying late, then lean into that. If your boss appreciates constant feedback, lean into that. If your boss appreciates Chipotle, lean heavily into that….!!
9. Figure out the team culture, embrace it, and add to it. Our team culture at Catalyst includes several key elements- food, hard work, loud, fun, young, etc. Whatever the key elements of a team culture where you are coming in as the newbie, try to add to it. So, for example, if your team’s culture is built around food, then add to that and bring in some snacks without being asked. If it’s celebration, then add a new way to celebrate. If it’s being loud, add a new loud instrument to the team breakroom.