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Leadership Summit 2016: Patrick Lencioni

Wednesday, August 17, 2016

Leadership Summit favorite, Bestselling Author and Founder of the Table Group, Patrick Lencioni, gave a great talk presenting new content about what to look for and how to be an ideal team player.

The Ideal Team Player

#1 Humble

  • More interested in others than yourself
  • Lacking self-confidence is a violation of humility
  • The recognition of that which is true
  • Humility isn’t thinking less of yourself it’s thinking of yourself less
  • Pride is the root of all evil and humility is the antidote to pride

#2 Hungry

#3 Smart

  • Emotional Intelligence
  • Common sense around people
  • If you’re intelligent but don’t treat people well you’re not smart

It’s easy to identify the following 3 kinds of people and weed them out:

  • The Pawn = Humble but not hungry or smart
    • Not effective on a team
    • They need our prayers but probably don’t need to be invited to be on our teams
  • The Bulldozer = Hungry but not humble or smart
    • Leave a trail of dead bodies behind
  • The Charmer = Smart but not humble or hungry

If a person has 2 of these it can create serious problems in the organization:

  • Accidental Mess-Maker = Humble & Hungry
    • They care about people and want to get things done
    • They ruffle people’s feathers but their intentions are good
    • Not smart about how they deal with people
  • Lovable Slacker = Humble and smart
    • They are lovable and usually do just enough work to stay around but don’t help the team and don’t go above and beyond
    • You like them but they don’t perform
  • Skillful Politician = Smart and really driven but not humble
    • This one is the most dangerous
    • They know how to make themselves look humble
    • Charming and driven but not humble
  • How to help your team get better at this:
    • Help people be honest about what they’re good at and what they’re not good at
    • Develop your people – you have to have the courage as leaders to consistently hold people accountable and then people will either get better or they’ll leave on their own. You’re not doing anyone a favor by not calling them on their stuff.
  • Hire the right people:
    • Change the hiring process a little bit – we over emphasize technical skills and abilities
    • Behavior always rises to the top
    • Get people out of the office to see them in the real world and see how they deal with real human beings
    • Ask people questions more than 1 time
    • A big part of humility is forgiveness…can you ask for forgiveness, give and receive forgiveness?
    • Stop doing silo interviews…a bunch of people interview them together
    • Scare people with sincerity: “we’re fanatical about humility, hungry, and people smarts…we’re so serious about it that if you’re not, you’re not going to like working here and we’re not going to like working with you.”
  • People who are workaholics are missing something in their heart and trying to find their identity in their work
Posted in Leadership

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Leadership Summit 2016: Dr. Travis Bradberry

Tuesday, August 16, 2016

Emotional Intelligence is often talked about but rarely understood. Yet it’s one of the most significant performance indicators that you can control that will determine the success or failure you find in your job. Bestselling Author and Co-Founder of TalentSmart, Dr. Travis Bradberry gave a great presentation that will help you raise your E.Q.

  • Emotional intelligence will change the way you view yourself, others, and the way you go about your work
  • I.Q. measures the rate at which you process information
  • E.Q. is the integration between our emotions and our reason
  • People with a high E.Q. out perform people with a high I.Q. 70% of the time

Self Awareness: is the ability to accurately recognize your emotions as they happen and understand your general tendencies for responding to different people and situations.

  • Awareness of your emotions in the moment
  • Awareness of your tendencies and responding to different people and situations
  • You spot it…you got it. In other words if you get irritated with others about stuff it’s usually a result of

Self Management: using awareness of your emotions to choose what you say and do, in order to positively direct your behavior.

Social Awareness: recognizing and understanding the emotions and perspectives of others.

  • Not just knowing what the other person is feeling but what they’re trying to communicating
  • Focusing on the other person more than yourself

Relationship Management: using awareness of your emotions and the emotions of others to manage interactions successfully.

  • Use the other 3 skills in concert
  • Aware of what’s going on in you, in the other person, and affect things for the positive
  • The biggest mistake that people make is to win the battle to lose the war (the overall quality of the relationship)
  • Increasing your EQ requires a lot of practice
  • 3 silver bullets everyone needs to work on
    • Get your stress under control
    • Clean up your sleep hygiene (don’t take anything that helps you sleep, no blue light in the evening,)
    • Get your caffeine intake under control
Posted in Leadership

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Leadership Summit 2016: Jossy Chacko

Tuesday, August 16, 2016

Jossy Chacko gave a fantastic (and witty) talk at the Global Leadership Summit about Expanding your Leadership. Jossy serves as the Founder and President of Empart Inc.

  • You have been trusted with something, how are you proving that you can be trusted with more
  • Faithfulness is not just sitting on what you’ve been given. It’s multiplying.
  • Keeping things safe and steady, playing it safe, and maintaining is not God’s mission.
  • Your legacy will be determined by what you do with what you’ve been entrusted with

The 3 E’s in Expanding your Leadership

#1 Enlarge your Vision

  • What are the conversations like on your Board and Sr. Leadership Team?
  • Is it about maintenance or multiplication?
  • When people hear the vision it should inspire them to do big things for God and challenge their view of what God is like
  • Don’t let popularity determine your vision but instead lean on what the Creator has put inside of you
  • Enlarging your vision means staying focused and allowing your horizon to get bigger at the same time
  • Start with the opportunities that are around you
  • People don’t sacrifice their lives for a statement on a wall

#2 Empower your People

  • Give people the resources they need to do their job and then leave, and let them figure out solutions
  • Take wise chances and give people opportunities, regardless of your personal past hurts
  • Don’t be duped by the package that leaders come in (what they look like)
  • Leaders are all around you, you just need to find them
  • Empowerment allows you to do things and go places you could never do or go on your own
  • Your leadership reach will be determined by your ability to empower others
  • Test it: take a long vacation and see what happens
  • Focus on building their character before you empower them
  • Empowerment happens through the context of relationship
  • Agree upon the outcomes and measure results along the way

“Empowerment is not about control or the lack of control but changing what you control. Outcomes not people.”

#3 Embrace Risk

  • Without taking risks it is impossible to please God
  • Western society is all about eliminating risk
  • Eliminating risk moves organizations towards preservation and protection
    • Learn to see risk as your friend to love not your enemy to be feared
    • Learn to see comfort and safety as your enemy
    • Learn to increase your pain threshold: your leadership capacity is directly connected to your pain threshold
  • Don’t let earthly practicalities overshadow heavenly possibilities
  • Don’t take your dreams with you to heaven when you die, heaven doesn’t need it. It was put in you for now.
  • Make a list of all the dreams and visions that you have not taken action on
  • Put a time-frame next to them
  • Write the name of the person who is going to hold you accountable
Posted in Leadership

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Leadership Summit 2016: Melinda Gates

Monday, August 15, 2016

Melinda Gates, Co-Chair of the Bill and Melinda Gates Foundation shared her incredible story and journey of generosity.

  • She is a self described “Impatient Optimist” –  Things are getting better, statistics bare that out but we can do better and we have the capacity to do better
  • “In business you have data all the time from your customers, in the non-profit world, it is amazing how many decisions are being made without real data!”
  • “One person can change the world and make a difference in another persons life”
  • The Bill & Melinda Gates Foundation is the largest private foundation in the world with more than 1,400 employees
  • She met Bill at Microsoft but left the company because she felt that they couldn’t have a great family and both have hard-charging careers.
  • She has tried to give her kids a “normal” upbringing, she even uses her maiden name to enroll them in school.
  • Growing up going to Catholic schools taught her the value of service, silent retreats, and other spiritual disciplines. She still carries out these practices in her life today.
  • Bill and Melinda have used their intellectual horsepower to not just build a great business and wealth but also build an incredible Foundation and give back.
  • “All lives equally matter-no matter where they live in the world”
  • “The foundation is the embodiment of our values in the world” Their money follows their values.
  • “We need to live out our values in the world.”
  • “It’s in the humanity of the work where you connect with other people…”
Posted in Leadership

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Leadership Summit 2016: Alan Mulally

Monday, August 15, 2016

Alan Mulally served as the President and Chief Executive Officer at Ford Motor Company from 2006 – 2014 shared his principles and practices for teams that work well together. He did a fantastic job of sharing his real-world leadership journey of transitioning from Boeing to Ford.

Principles and Practices of Working Together

  • People first
  • Everyone is included
  • Compelling vision, comprehensive strategy, and relentless implementation
  • Clear performance goals
  • One plan
  • Facts and data
  • Everyone know the plan, the status, and areas that need special attention
  • Propose a plan, positive, “find-a-way” attitude
  • Respect, listen, help, and appreciate each other
  • Emotional resilience – trust the process
  • Have fun – enjoy the journey and each other, but humor can never be at someone else’s expense
  • Walking into new problems at Ford upon leaving Boeing
    • Regionalization had created low synergy levels in the organization
    • Consumer tastes were changing and we were behind
    • We were fast followers
    • The economy was slowing down and fuel prices were going up
    • They were losing money on every brand and every vehicle
    • Was picked up in a Land Rover not a Ford to be taken to the head quarters from the airport
    • None of the Ford Executives drove a Ford
  • Look at the data and it will tell you who’s hot and who’s not
  • Don’t look at the success you’ve had but the ground you still have to take to make the gap between vision and reality smaller
  • Deal with reality, build a plan to deal with it, and trust and help each other to improve it
Posted in Leadership
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