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Leadership Summit 2017: Marcus Lemonis

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With many ventures on his resume, including the hit TV show, The Profit, Marcus Lemonis has invested$40 million of his own money into helping small businesses. Additionally, he is the CEO of America’s #1 source for RV’s and the largest organization of R owners in the world. Lemonis lends his expertise to other entrepreneurs using his evaluation system of three keys for business health and success; people, process and product.

  • The television show is just a mechanism for me to deliver a message
  • I don’t care much about money
  • My mom was my mentor
  • Leadership is about reinventing yourself
  • Business is about vulnerability
  • Business and life are about building connections
  • Your ability to experience success is directly connected to ability your to be vulnerable
  • When you unlock someone’s heart and built trust you can navigate anything together
  • Vulnerability is very difficult to unleash
  • Is there anybody that works with you or for you that you wish didn’t? If there is then shame on you.
  • I see myself as a leader regardless if it’s with business, friends, or family.
  • It’s your duty to make sure everyone who works for you is successful
  • The best leaders are colorblind and even aptitude blind
  • What is your purpose and what is your role in that purpose?
  • I’ve always felt like an underdog, how do I take what I have and go find other people who are just like me?
  • I made it my mission to pick people like me and help them, not just with words or money but with my hands
  • I got involved in helping small businesses. It was not the greatest investment on paper but it was the greatest investment for me.
  • Leadership means taking a chance on yourself first and then making moves that aren’t about you.

Posted in Leadership

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Leadership Summit 2017: Sheryl Sandberg

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Sheryl Sandberg is the chief operating officer at Facebook, overseeing the company’s business operations. Prior to Facebook, she was vice president of Global Online Sales and Operations at Google and Chief of Staff for the United States Treasury Department. Sandberg is the best-selling author of Lean In. Her 2017 release, Option B, is an inspiring and practical book about finding resilience and moving forward after life’s inevitable setbacks.

  • I didn’t define myself as a leader for a long time…I was called bossy, I was told I was too aggressive…most young girls aren’t told to think of themselves as leaders
  • What we see ourselves becoming we often become, what we can’t see we can’t become
  • I wanted to work in tech because I believed tech could change the world.
  • I loved the mission of Google…
  • When you’re offered a seat on a rocket ship you don’t ask what seat, you just jump on
  • “Hire big” = Hire people with unbelievable skills and hire people you’re going to need even if you don’t need them yet
  • I would take someone with skills over experience
  • If people are willing to take the job they will make the job what they want it to be
  • It’s not fair to fire people without feedback, but move quickly if it’s the wrong job for them or they break the rules
  • Most organizations that fail, fail because of reasons everyone knows but no one says
  • Focus on results not on face time
  • It’s easy to say people are trying hard…the problem is you’re rewarding people for effort not results. Reward people for results not effort.
  • We try to make hero’s of effort, execution and failure, don’t sweep failure under the rug…learn from it
  • Women have 5% of fortune 500 jobs, women have less than 25% of congress roles and run only 11 countries
  • No one does anything alone…you need support

3 P’s – reasons why people don’t get through grief

  • Personalization: it’s all my fault
  • Pervasiveness: all areas of my life are wrong, everything is terrible
  • Permanence: it doesn’t feel like it will go away
  • Resilience = “our ability to overcome hardship and it is a muscle and we can build it”
  • Joy is something we have to look for
  • Post traumatic growth syndrome: growth that comes as a result of difficulty in our lives
  • Happiness is how we spend our days…it’s the small things
  • Word correlations…
    • Vision: Mark Z. I work with a visionary
    • Values: family
    • Leadership Development: Investment…we invest in people
  • Leaders get better by getting real feedback and getting people to tell you the truth
  • Who’s responsible for leadership development? It’s both. The institution needs to support it and individuals need to chase it.

Posted in Leadership

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Leadership Summit 2017: Bill Hybels

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If you missed the Willow Creek Global Leadership Summit this year, no worries I’ve got you covered. I’ll be posting my notes and thoughts from each presenter over the next couple of days.

If you’re unfamiliar with Leadership Summit, more than 300,000 leaders participated in this world-class experience designed to help people to grow in their leadership capacity and effectiveness. Global Leadership Summit is a two-day event telecast LIVE in HD from Willow’s campus near Chicago every August to more than 600 locations in 128 countries and 60 languages.

Willow Creek Community Church Founder and Senior Pastor Bill Hybels opened the Summit addressing The Challenge of Leading an Organization in an Era of Divisiveness and Disrespect. The following are leadership quotes and lessons from this incredible session.

  • Armed with enough humility anyone can learn from anyone
  • Who do you owe the most for calling leadership out in you in your early years? Who saw potential in you before anyone else did? Who gave you an opportunity before anyone else did? Who kept saying to you, “You can handle this, you can figure this out, I know you can.”
  • Leaders must plant leadership seeds in the lives of younger people that they see leadership in.
  • We are where we are in our leadership journey today because someone gave us an opportunity.
  • Sometime in the next 7 days: reflect on who those leaders were in your early years and express your gratitude to them

The challenge of leading an organization in an era of divisiveness and disrespect

  • Where is disrespect and divisiveness taking us?
  • 95% of the US population believe we have an incivility issue
  • We of faith do not get to choose who we respect

10 Rules of respect

  1. Leaders must set the example of how to differ with others without demonizing them
  2. Leaders must demonstrate how to have spirited conversations without drawing blood
  3. Leaders must not interrupt others who are talking and not dominate the conversation
  4. Leaders must set the example of limiting their volume and refusing to use “incendiary” or “belittling” words that guarantee to derail a discussion
  5. Leaders must set the example of being courteous in word and deed
  6. Leaders must never stereotype others
  7. Leaders must form opinions carefully and stay open minded if better information comes along
  8. Leaders must set the example of showing up when they say they are going to show up and doing what they say they are going to do.
  9. Leaders must set “Rules of Respect” for everyone in the organization and enforce them relentlessly
  10. So…looks like I missed one…sorry readers!
  • Tolerance is easy and requires little of us…we must move into uncomfortable territory and seek to understand each other
  • Those we lead are dying for us to challenge them and call the best out of them
  • Succession:
    • Who is going to make the decision? Is it the Sr. Leader or the Board or someone else?
    • When will it happen? Getting to clarity on this will drive the whole process.
    • How will it be led? Board going to run it, Sr. Pastor?
    • Planning: transition document is built
    • Internal: Research shows that internal successors have a much higher success rate
    • External: global search
    • Transition: credential the successor and set them up to win
  • Succession Learnings:
    • Having a well thought through road map is essential,
    • Keep the journey bathed in prayer and keep personalities and politics out of it
    • Our process has probably been too long (if a succession plan is long and complicated enough it will motivate any leader to want to move on)
    • When it goes too long it takes a toll on the vision of the organization
    • We underestimated the emotional toll it would take on the Sr. Leaders (asking the SLT to live in limbo is a huge risk)
    • We made 1 process mistake that caused unnecessary pain. The board didn’t do a regular check in with Bill during their vetting process.
  • God is an equal opportunity storywriter
  • Is it possible that God is writing an ending to your story and season so He can lead you to something new or different?
  • Endings matter too
  • Challenges:
    • Spend 15 minutes each morning in a chair you love to read and reflect on your life. Are you getting busier or better as a leader? Don’t squeeze all of the reflection time out of your life.
    • Make this year the year of the grander vision. Don’t just improve your product but make a difference in your community. At a certain point mere financial success should bore you.
    • Measure the health of your organizations culture and be committed to improving it. Your culture will only be as healthy as the top leader wants it to be.
    • Do you have a personal betterment plan for your leadership in the coming year?
    • Are you leading on the home front as well as you’re leading at work?

Posted in Leadership

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The Difference between Credibility and Ability

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There’s a big difference between ability and credibility. I’ve had conversations with many young leaders who think they should get a shot at an opportunity or they deserve be promoted because of their ability. But what many young leaders fail to understand is that real leadership is recognized not appointed.

This is not about “paying your dues,” but rather figuring out 3 big leadership lessons…

  • Learning to be Patient: the art of timing is essential in leadership
  • Submitting to Authority: you can’t be in authority without learning to be under authority
  • Delivering Consistently Over Time: building the credibility to lead, not just having the ability to

Ability is an unrealized ceiling that you have based on your potential.

Just because you have the ability to doing something doesn’t mean you have done it or that you will do it. You have an upside because someone sees something in you. You have the potential to deliver, but you haven’t delivered yet…at least not consistently over an extended period of time. You’ve shown flashes of greatness but can you deliver that day in and day out?

Credibility is what you have when you demonstrate ability over time.

What makes you credible is the fact that you’ve delivered consistently over time. People know what to expect from you. You show up over and over and over again. You are consistent with what you deliver over and over and over again. You know it and everyone else knows it. People know you can do a job, because you’ve proven it.


Posted in Leadership, Spiritual Formation, Staffing

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3 Big Reasons Why Missions Pastors are an Endangered Species

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I can remember the first international mission trip that I ever went on. A young up and coming ministry leader with a parachurch organization called the Navigators invited me to spend some time in Singapore and Indonesia with him. My life and friendship with Jesus would never be the same.

Most people go on a trip like this hoping to change the world and the world that ends up getting changed is their own. And this is the greatest value in short term mission trips, discipleship. Short term mission trips have the potential to be one of the greatest catalysts of spiritual growth, leadership development and developing an outsider focused culture in your church.

The problem? More and more churches are dropping the role of mission pastors like hot potatoes.

Come & See Mentality

Instead of a go and tell approach to ministry many churches are adopting a come and see mentality. In more and more churches ministry is something that happens at the church not in community.

It’s easier to send Money than People

It’s a lot easier and safer to just sent money than it is to send people. Mobilizing a team of people to go requires time, energy and leadership.

They Keep Going instead of Sending

Often times people who feel called to “international missions” see more value in going than sending and as a result leave a leadership void in the local church. While there can be impact in going that impact can be magnified exponentially by sending.


Posted in Leadership, Spiritual Formation, Staffing
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