Leadership Summit 2016: Patrick Lencioni

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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

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

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

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

Leadership Summit 2016: Bill Hybels

Sunday, August 14, 2016

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 hundreds of locations in North America. Throughout the fall, Summit events take place at an additional 675+ sites in 125 countries and 59 languages.

Willow Creek Community Church Founder and Senior Pastor Bill Hybels opened the Summit addressing The 4 Lenses of Leadership. The following are leadership quotes and lessons from this incredible session.

Everybody wins when a leader gets better
Armed with enough humility leaders can learn from anyone

The 4 lenses of leadership

#1 Passion Lens

What fills your passion bucket?
It’s the leaders job to fill their own passion bucket
Your team wants their soul to be stirred by passion of their leader
How full is your passion bucket?
Passion comes from the heights of a beautiful dream or the depths of something that has gone terribly wrong in the world
What matters most to people (more than generous compensation packages & healthy team cultures) is to work with and around a passion filled leader
A motivated worker will outperform an unmotivated worker by 40%
Passion is like protein for the team, it energizes them along the way
It’s not just presiding over something or pontificating
Leadership is simply taking people on a journey from “here” to “there”

#2 People Lens

Most people grew up in a fear based, performance oriented work culture
Most people have never experienced a high trust, high functioning team culture
It doesn’t matter where you start, you can build a healthy culture
An organization will only ever be as healthy as the top leader wants it to be
You can change the culture of your team if you want to
God treasures one thing in this vast cosmos above everything else…people
Transnational Noise: water-cooler conversation and chatter takes a toll on the moral of the entire organization
Talent Observation: our problem is we’re increasingly distant from people in the organization and have no exposure to them.

#3 Performance Lens

Leaders have to get stuff done and have to set the pace
Speed of the leader – speed of the team
Goal setting and performance measurements
Goalaholism will hurt the spirit of your team
To move forward it will take constant readjusting of your leadership goals
Thriving = taking ground
Health = holding ground
Under-performing = losing ground
Everyone wants to know how they’re doing
It is cruel and unusual punishment to employ someone and for them to not know how they’re doing
Do you drive your organization so hard that it has to misbehave or so loosely that it’s floundering?

#4 Legacy Lens

The legacy lens of ministry: what people remember about you once you’re gone
Are you proud of what you’re going to be remembered for?
Leadership is not fundamentally about time it’s about energy, what are you investing your energy in?
There aren’t do-overs but there are make-overs
Leadership can become a drug that other parts of your life have a hard time competing with
Legacy can be made different in a moment (positive or negative)
Leadership matters and it matters disproportionately