Developing Kingdom Leaders – Tom Yeakley

Taking the Mystery out of Leadership

Archive for the tag “leader”

19 Oct 2015

Leading Change

John Kotter has written a foundational book on the subject of leading organizational change titled simply, “Leading Change.”  One of the primary obstacles leaders must overcome is the sense of complacency that sees little need to change.

Here’s Kotter’s thoughts on how to overcome such complacency.

ESTABLISHING A SENSE OF URGENCY
“With urgency low, it’s difficult to put together a group with enough power and credibility to guide the effort or to convince key individuals to spend the time necessary to create and communicate a change vision.  People will find a thousand ingenious ways to withhold cooperation from a process that they sincerely think is unnecessary or wrongheaded…In this complacency-filled organization, change initiatives are dead on arrival.

SOURCES OF COMPLACENCY
“Nine reasons help explain this sort of complacency.

(1)  No highly visible crisis existed.
(2)  That meeting was taking place in a room that screamed “success.”  The subliminal message was clear; we are rich, we are winners, we must be doing something right.  So relax.  Have lunch.
(3)  The standards against which these managers measured themselves were far from high.
(4)  The organizational structure focused most people’s attention on narrow functional goals instead of broad business performance.
(5)  The various internal planning and control systems were rigged to make it easy for everyone to meet their functional goals.
(6)  Whatever performance feedback people received came almost entirely from these faulty internal systems.  Data from external stakeholders rarely went to anyone.
(7)  When enterprising young employees went out of their way to collect external performance feedback, they were often treated like lepers.
(8)  Complacency was supported by the very human tendency to deny that which we do not want to hear.  Most of us, most of the time, think we have enough challenges to keep us busy.  We are not looking for more work.  So when evidence of a big problem appears, if we can get away with ignoring the information, we often will.
(9)  Those who were relatively unaffected by complacency sources 1-8 and thus concerned about the firm’s future were often lulled back into a false sense of security by senior management’s “happy talk”.

“Big egos and arrogant cultures reinforce the nine sources of complacency. Never underestimate the magnitude of the forces that reinforce complacency and that help maintain the status quo.”

Are you seeking to lead a change process that is finding it difficult to get traction or overcome inertia?

Posted in #3 DO - What a Leader Does and tagged , , , , , , , ,
21 Sep 2015

Leadership Jazz – 3

Max DePree has the following to say about leading from beliefs, values, and vision in his excellent work titled, “Leadership Jazz.”

“From a leader’s perspective, the most serious betrayal has to do with thwarting human potential, with quenching the spirit, with failing to deal equitably with each other as human beings.

“Beliefs and values are the footings on which we build answers to the questions, “Who matters?” and “What matters?”  The promises we make as leaders must resonate with our beliefs and values.

“It behooves us, then, to find our voices.  Leaders must speak to followers; we must let them know where and how we stand on the important issues.

“Vision is the basis for the best kind of leadership.  A vision exists somewhere when teams succeed.  Instinctively, most of us follow a leader who has real vision and who can transform that vision into a meaningful and hopeful strategy.

“Another fragile facet of a leader’s character is what I call an eagerness for the fray. The best leaders I know are always anxious to get to the job at hand, to do what they are there to do.

“Real preparation consists of hard work and wandering in the desert, of much feedback, much forgiveness, and of the yeast of failure.

“Moving up in the hierarchy does not confer competence.

“The only appropriate response to a promotion is ‘Good grief, have I got a lot to learn now!’

“Success tends to breed arrogance, complacency, and isolation.  Success can close a mind faster than prejudice.”

A leader’s communication, both verbal and written, will focus those around them on various issues.  Pick and choose your communication topics to ensure that your influence is focused on those issues that are most strategic and important for the mission at this time.

What are you communicating about?  What are your followers focusing on as a result of your communications?

Posted in #3 DO - What a Leader Does and tagged , , , , , , , , ,
25 May 2015

Serving God with a Good Attitude

God has a volunteer workforce.  We are all invited to co-labor with Him (see 1 Corinthians 3).  When we ‘raise our hand’ and join up with Him and many other volunteers the key is have a good attitude.  The following are 3 Attitudes of a Spiritual Laborer that make us useful in the Master’s hands.

Attitude #1     Willing to Respond to a Call to Co-Labor

The Lord invites us to join up with Him, but we have the option to choose whether we will serve.  He will accomplish His purposes with us or without us.  It is a privilege to serve with Him.  We were designed for this destiny.

• Personal calling – you will know when He is asking YOU!  –   Moses – Ex 3:4; Samuel – 1 Sam 3:10; Mary – Luke 1
• God can use need or circumstances to call – Paul with the Macedonian vision – Acts 16:9; Paul had a vision of a man of Macedonia standing and begging him, “Come over to Macedonia and help us.”

Attitude #2     Willingness to Work Very Hard

Volunteering for Jesus is hard work!  It requires serving others who will frequently no be grateful.  It requires perseverance for many tasks are difficult and complex.  The example of laboring found in Mat 9:35-38 is one of a common field hand worked the barley or wheat harvests with a small curved knife.  It was back-breaking work in the heat of the day.  Laboring with Jesus is not for wimps!

Attitude #3    Willingness to Risk Everything and Sacrifice

Those who volunteer to serve with Jesus give everything they have.  Billy Graham said, “Salvation is free, but discipleship will cost you everything you have.”  Volunteers commit themselves to God for their reward in heaven, not expecting rewards in this life.  They put Christ above comfort; living for world to come.  Two passages mentioning reward for service are:  Mark 10:29-30 and Luke 18:29-30.

How’s your attitude?  Have you raised your hand to volunteer for service?  Having second thoughts?  It’s time to re-up!  Raise your hand!

Posted in #1 KNOW- How a Leader Thinks, #3 DO - What a Leader Does and tagged , , , , , , , ,
13 Apr 2015
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What’s So Bad About Hierarchy?

Much of the ‘prevailing wind’ today in organizational leadership is blowing towards the ‘flat organization’ – that is, the fewer the leadership levels we have in an organizational structure, the better that organization will be able to accomplish the mission or task.  ‘Bureaucracy’ is a bad word which implies sluggishness, bloated and wasteful budgets, unmotivated people, and a lack of creativity or willingness to adapt and change.

While the above characteristics of hierarchy, as presently practiced, are true in many organizations, it does not have to be so.  Hierarchy in and of itself is morally neutral – it’s not good, bad, or purple.  A hierarchical structure is no better or worse than a flat organizational structure that has fewer levels of leadership.  Good leaders within a hierarchical structure can unleash creativity, innovation, spawn organic movement, empower entrepreneurs, and stimulate growth.  The structure is not the issue, but rather those within the structure who are setting direction and making decisions that make it good or bad.

There are two important reasons for hierarchy:  health and complexity.  By ‘health’ we mean the health of the individuals within the organization.  We want those we are leading to thrive under our leadership, not just survive.  Leadership is not just about accomplishing mission together, it is also about caring well for those we lead.  Having a large span of leadership with too many direct reports will not allow us the capacity to truly ‘know well the condition of our flocks’ (see Proverbs 27:23).

With increasing complexity of mission comes the need for more leadership capacity.  A large task, with multiple facets, demands the contribution of many people.  These people need a common purpose, clear vision, doable jobs, and accountability for their contributions.  This oversight is good stewardship and need not be restrictive.  It’s how this leadership is done that is key!

We have an example from King David in 1 Chronicles 27 as we see how he organized his kingdom.  40+ leaders are mentioned with their respective responsibilities – army commanders, family heads, property managers, an executive team, and spiritual advisers all contributed to David’s leadership capacity.   The size and complexity of the kingdom required good leaders with many varied, intersecting responsibilities.

So, the next time we are tempted to criticize hierarchy, let’s pause a moment and think.  Is it the structure or is it the leaders within that structure that makes it a challenge?  Mankind keeps looking for better structures, but God keeps looking for better leaders!  May it begin with us!

Posted in #1 KNOW- How a Leader Thinks, #3 DO - What a Leader Does and tagged , , , , , , , ,
06 Apr 2015

Help! I’m Doing Too Much!

Busyness, fast pace, urgency, and crowded schedules are the hallmarks of the life of a leader.  If you don’t want to be busy, then don’t attempt to lead!  But, there is no glory in flaming out young because of foolishness and unwise choices about lifestyle and priorities.  Decades of contribution lost because of our bad choices do not honor God.

As a young missionary in Indonesia I had the great privilege of escorting the missionary statesman, J.O. Sanders from one end of Java to the other.  That day together talking together marked me for life.  After listening to me for some time share my hopes, dreams, aspirations, and those things that I was not yet doing or desired to do he stopped me.  “Tom,” he said, “I’d like to say something to you.”  Now this was J.O. Sanders!  And he had something he wanted to say to me!  I was all ears.

“Tom, you need to come to grips with the possible!”

Some years later I was beginning a different leadership role back in the U.S.  I asked one of our leaders if he had any advice for me as I launched into this new responsibility.  Immediately he said this, “Tom, a mark of maturity is being able to live with unfinished tasks.”

While both leaders used different words, their message to me was the same.  There will always be more things to do than we have time or energy to do them.  The ‘to-do list’ only grows longer for a leader, seemingly never shorter!  The urgent demands for our attention scream for us to stop immediately and address them, only to be followed by more demands.  What to do?

“Come to grips with the possible!”  Put in a good days work, then lay your head down on the pillow and go to sleep.  Let God be God for you and your responsibilities while you rest.  Those demands (and more) will be waiting for you tomorrow.  Work hard and then lay it down!  Taking your cares to bed at night makes for very fitful and unrefreshing sleep!

The words of Jesus are such a penetrating reminder to all of us who are doing too much:

Who of you by worrying can add a single hour to his life?          Matthew 6:27

Therefore do not worry about tomorrow, for tomorrow will worry about itself. Each day has enough trouble of its own.          Matthew 6:34

In vain you rise early
and stay up late,
toiling for food to eat—
for he grants sleep to those he loves.          Psalm 127:2

How’s your sleep patterns?  Are you awakening each morning rested or weary from a night of  tossing and turning? Are you able to turn off your mind as it runs to your pressing, urgent issues of life and leadership?  Lay them down at His feet…He is willing and more than able to deal with them, while you get some much-needed rest!

 

Posted in #1 KNOW- How a Leader Thinks, #3 DO - What a Leader Does and tagged , , , , , , , , ,
23 Mar 2015

Leading a Change Process

No leader is satisfied with the status quo. All leaders want to bring change. John Kotter in his modern classic, Leading Change (p 21) urges 8 Steps in the Process of Leading Change.

1. Establish a sense of urgency
• Examine performance against goals
• Identify and discuss crises, potential crises, or major opportunities

2. Create a guiding coalition
• Form a group with enough power to lead the change
• Form the group into a team

3. Develop a vision and strategy
• Create a vision to help direct the change effort
• Develop strategies for achieving that vision

4. Communicate the change vision
• Use every vehicle possible to constantly communicate the new vision and strategy
• Have your guiding coalition model the expected attitudes and behaviors

5. Empower broad-based action
• Get rid of obstacles to the change
• Change systems or structures that undermine the change vision
• Encourage risk-taking and nontraditional ideas, actions and events

6. Generate short-term wins
• Plan for visible improvements in performance, or “wins”
• Create those wins
• Visibly recognize and reward people who made the wins possible

7. Consolidate gains and produce more change
• Used increased credibility to change all systems, structures and policies that don’t fit together and don’t fit the transformation vision
• Hire, promote and develop people who can implement the change vision
• Reinvigorate the process with new projects, themes, and change agents

8. Anchor new approaches in the culture
• Create better performance by implementing the change initiative
• Articulate the connections between new behaviors and organizational success
• Develop means to ensure leadership development and succession

What change are you currently seeking to bring about? Where are you in relationship to the above eight steps? What do you need to do to move forward in your own change process?

Posted in #3 DO - What a Leader Does and tagged , , , , , ,
16 Mar 2015

Leader Development at West Point

Some time ago I had the privilege of visiting the US Military Academy (West Point) to learn how they develop leaders.  The following is a short summary of their development model.  Note the emphasis on spiritual and ethical leader development as part of their foundation for growing leaders.

“The West Point Experience (WPE) is the primary developmental vehicle for accomplishing the military Academy’s mission.*  There are two main ways to describe the WPE:  how the cadets experience it, and how it is organized and implemented by the Military Academy. The cadets experience growth in six primary areas: intellectual, military, physical, spiritual, ethical, and social. The three primary developmental programs are Academic, Military, and Physical.

“Three domains focus on acquisition and application of professional knowledge and expertise. These domains are Intellectual, Military, and Physical. The intellectual domain focuses on a well-grounded and wide range education. They are required and expected to think critically, and to anticipate and respond effectively to a changing world. The military domain focuses on the warrior ethos and the winning spirit. This domain trains for real combat and military context. The physical domain focuses on the physical development of the soldier.

“The spiritual domain focuses on two aspects: character is rooted in the essence of who we are as individuals, and discerning who we are, is a lifelong search for meaning. This domain has two areas it focuses on, spiritual fitness and opportunities for spiritual growth. The ethical domain focuses on linking ones spirituality to the ethical norms of their profession. The four areas focused on in this domain are the warfighter, servant of the nation, member of a profession, and leader of character. The social domain focuses on the “Do.” It is not enough to know everything needed, one needs to choose to act in the right way.

“Principles of leader-subordinate relationships are listed.
• Leaders and subordinates abide by the ethical standards of our profession
• Leaders and subordinates demonstrate mutual loyalty and teamwork
• Leaders and subordinates never gain or seek privilege at the expense of others
• Leaders and subordinates respect each others dignity and worth
• Leaders and subordinates accept responsibility for their own actions
• Leaders establish clear, attainable objectives and standards
• Leaders motivate and inspire subordinates
• Leaders enable communication
• Leaders promote self-esteem and provide constructive evaluation of duty performance, enabling improvement and development”

* United States Military Academy Mission:  To educate, train, and inspire the Corps of Cadets so that each graduate is a commissioned leader of character committed to the values of Duty, Honor, Country; professional growth throughout a career as an officer in the United States Army; and a lifetime of service to the Nation.

Posted in #1 KNOW- How a Leader Thinks, #4 REPRODUCE - Developing More Leaders and tagged , , , , , , , , ,
23 Feb 2015

God’s Use of Isolation

DAVID – GOD’S USE OF ISOLATION
1 Samuel 20-31

Isolation: when God sets a leader aside from their destiny process to develop deeper, heart issues dealing with their inner spirit; our “doing” for God ceases and we are forced to focus on our “being” with God.

“God develops our character in community and tests it in isolation.”
Bill Thrall

God develops our spirit in isolation and tests it in community.

Spirit: relating to and loving God, rather than doing something for God; knowledge and understanding of God, confidence in God, surrender to God

During isolation periods, God develops a leader into a channel for His power to be displayed. We learn to boast in weakness for we know God will work through our weakness for His glory.

2 Cor. 12:9-10
But he said to me, “My grace is sufficient for you, for my power is made perfect in weakness.” Therefore I will boast all the more gladly about my weaknesses, so that Christ’s power may rest on me. 10That is why, for Christ’s sake, I delight in weaknesses, in insults, in hardships, in persecutions, in difficulties. For when I am weak, then I am strong.

Examples of Isolation:

Jesus – 40 days in the wilderness Luke 4:1-14

Luke 4:1,14
Jesus, full of the Holy Spirit, returned from the Jordan and was led by the Spirit in the desert…. Jesus returned to Galilee in the power of the Spirit, and news about him spread through the whole countryside.

Moses – 40 years in desert tending sheep Acts 7:23,30

Paul – time in Arabia after conversion; years in Tarsus Gal. 1:17, 2:1

David – running from Saul in the desert ( +10 years ) 1 Sam.20-31

Leaders can anticipate times of isolation when God sets them aside from the activities of leadership in order to develop them in deeper ways.  Don’t be surprised by this, in fact, know that God is using this to develop you as a better leader.  Lean into it and don’t rush back to the action.  Let God have His way and His timing in your development.

Posted in #1 KNOW- How a Leader Thinks, #2 BE - Who a Leader Is and tagged , , , , , , , , , , ,
19 Jan 2015

A Leader’s Optimism

General Colin Powell [Chairman (Ret.), Joint Chiefs of Staff] in his work, “A Leadership Primer” describes the following principle:

“Perpetual optimism is a force multiplier.”

People and ‘smell’ a phony a mile away. A leader who is out of touch with reality, denying the obvious, or living in a fantasy is quickly dismissed.

But a leader who acknowledges the real challenges faced and sees a bigger solution is one who builds confidence in those they lead. Romans 8:31 says, “…If God is for us, then who can be against us?”

This was the situation Elisha faced when surrounded by an army whose mission it was to capture him. His servant could not see any resources available to deal with this real threat. Elisha however saw God’s resources and pointed his servant to the answer that was right in front of him. He said, “Don’t be afraid. Those who are with us are more than those who are with them.” (2 Kgs 6:16)

A leader’s optimism and confidence is God will ripple into the hearts and minds of those around them. It will energize and inspire those who we follow to keep moving forward when we all feel like giving up because of the difficulties we face.

Likewise, pessimism and doubt from a leader is also multiplied as it ripples to those we lead. Those we lead do not necessarily have the experience, maturity, or understanding of the context that we do. Therefore they hear a discouraging word from us their leader and run to the end of their “what if” thinking, spiraling downward as they go. “Well, if this happens, then this… And then this….and this…” Those scenarios almost always are negative and leading us to thinking about the disaster that awaits us.

An optimistic leader is one whose confidence is in God and His resources, not is our own abilities or the resources that we can see. Being confident that God is with us and not forsake us is enough.

What’s the image you are projecting around you? Is is an optimistic tone and environment you are creating?

Posted in #2 BE - Who a Leader Is and tagged , , , , , , , , , , ,
22 Dec 2014

Merry Christmas or Happy Holidays?

One of the blessings of the years our family spent in Indonesia was that we lived as a Christian minority.  The blessing in this became evident at the time of major Christian holidays, like Christmas.  There were no cultural distractions to have to explain or avoid.  Rather, Christmas was what we made it.  We could introduce our own traditions and values without having the distractions from the society around us.

Today we live in America once again and are confronted with all of the Christmas traditions that go with the holiday season.  Perhaps like me, you’ve wondered where all of these traditions came from.  Here’s some background to help with giving some new (old?) meaning to these seasonal traditions.

December 25 – The Day of Jesus’ Birth

In ancient times birthdays were celebrated only by kings and royalty.  It was not customary to record the specific date of an individual’s birth.  Being unsure of the exact date of Jesus’ birth, many dates began to be observed as Christianity spread from country to country.

Bishop Hippolytus calculated the birth of Jesus to be December 25 in 235 AD.  Emperor Constantine ordered the celebration of Christmas in 320 AD.  Since 400 AD Christendom has accepted this date as the traditional date of Jesus’ birth.

Christmas was first celebrated in America in 1607 in Jamestown, Virginia.  In 1836 Alabama became the first state to establish Christmas as a legal holiday.  Colorado recognized Christmas as a state holiday in 1861.

St. Nicholas or Santa Claus

Nicholas was born and raised in Turkey in 280 AD.  When Nicholas reached age 19 he entered the priesthood.  He became known as the ‘patron saint of children’ because of his habit of leaving unidentified gifts at the homes of needy families.  This mysterious donor is called “Father Christmas” in England.

Introduced as “Sinterklass”  to America by the Dutch as the patron saint of their colonies or as the English and French said, “Saneta Claas.”  In 1809 Washington Irving portrayed a jolly fellow who rode in a sleigh pulled by reindeer; a far cry from the original St. Nicholas.  The giving spirit of St. Nicholas should inspire us all.

Candy Canes

A candy maker in Indiana wanted to make a candy to celebrate the birth of Jesus, so he made the Christmas Candy Cane.  He incorporated several symbols for the birth, ministry, and death of Jesus.

He began with a stick of pure white, hard candy.  He chose white to symbolize the purity and Virgin Birth of Jesus.  He made it in the “J” shape for the name of Jesus.  The shape is also that of a shepherd’s staff, to remind us that the Bible calls Jesus the Good Shepherd.  The red stripe is to remind us of the blood Christ shed for us when he died on a cross.

Christmas Carols

Until the Middle Ages there was no congregational singing in Christian churches.  Trained choirs sang chants and monotonous songs.  After the Christmas services, the church members would often gather in the streets to sing songs about the birth of Jesus, called ‘carola.’  Martin Luther introduced congregational singing to the churches.

“Silent Night” is the most popular Christmas carol.  Written on Christmas eve in Obendorf, Austria in 1818 by a priest as he walked in the snow house-to-house inviting his members to the service that evening.  Returning to his church, the priest asked the organist to write the melody to the lyrics he had composed on his walk.  Sung for the first time at the service that evening, it was sung to guitar as the church organ was broken!

Christmas Trees

This tradition was borrowed from the non-Christian people of northern Europe and given a new meaning.  These people would bring evergreens into their homes during the winter months to remind them of the hope of the coming spring.

Christians adapted this custom and added that the evergreen symbolizes the everlasting life offered through belief in Jesus as our Savior.  Trees were set up on Christmas and decorated with lights (candles) to symbolize that Jesus was born on a beautiful, starry night in Bethlehem.  Tradition says that Martin Luther was the first to add lights to the decorated tree.

Creche or Manger Scene

Until the 13th century, those that celebrated Christmas generally overlooked the lowly conditions of Jesus’ birth.  In 1219, St. Francis of Assisi visited Bethlehem where he was struck by the simplicity of Christ’s birthplace.  He was dismayed by the contrast of Jesus’ humble beginnings and the lavish church celebrations of his birth.

St. Francis created a rustic stable scene for midnight mass on Christmas Eve 1223.  He used live animals and people portrayed Mary and Joseph, shepherds and the angels.

Stockings

Long before Christmas trees were a part of the common Christmas traditions, stockings were hung in anticipation of the arrival of St. Nicholas.  English immigrants brought this custom with them to America.

The original Christmas stockings that were hung were those worn for everyday apparel.  They were hung with the hopes of being filled with treats from the visit of St. Nick.

What traditions are a part of your Christmas celebrations?  What values are you communicating as you celebrate?  Perhaps you can lead your family or your friends in remembering the true reason for the season as you reflect upon some of these established traditions.     MERRY CHRISTMAS!

Posted in #1 KNOW- How a Leader Thinks, #3 DO - What a Leader Does and tagged , , , , , ,

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