Tag Archive - empowerment


How to Lead and Keep “Big L” Leaders on your Team

Great parents know that you don’t parent every kid the same way. Great leaders understand this principle, and because of it they don’t treat everyone on their team the same way. “Big L” leaders are a different breed. Not only have they been gifted with a greater leadership capacity, but they’ve worked at perfecting their craft. You can’t lead these kinds of leaders the way you lead everyone else on your team. If you do, you won’t keep them on your team. They need something different.


This may sound obvious, but you can’t keep these kinds of leaders on your team without offering them serious leadership. They will challenge your personal leadership capacity more than any other person on your team. These kinds of team members crave a compelling and clear direction. They respond to strong leadership because they’re strong leaders. You can shoot straight with them because they’re mission focused just like you.


Don’t try delegating tasks to these leaders. If you do they’ll feel micromanaged and leave you. They need the position and authority to go and make real decisions and execute to objectives. Don’t tell them what to do, tell them where you’re going, and then let them lead there.


“Big L” leaders are personally secure, and they can accept coaching. In fact, reviewing the game tape and looking for opportunities to improve the next play doesn’t bother them at all. They want to get better.


These kinds of team members need to have the resources to do their job. Don’t give them a big challenge, point them in a clear direction and give them the authority to execute without resourcing them to accomplish the vision. If you don’t resource them they won’t take you seriously.


These kinds of leaders aren’t afraid of being challenged. They’re need something big to chase. In fact if you don’t give “Big L” leaders a steady diet of fresh meat they’ll go hunting somewhere else.

Posted in Staffing


Leadership Summit 2016: Jossy Chacko

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


Are You Doing Things or Getting Things Done?

You’ve heard before. I know you’ve felt it before. In fact you may have even said it before. No one can do it as well as you can do it. And if you want it done right (the way you think it should be done) then you better go ahead and get your hands dirty and do it yourself.

There’s an incredible inner tension that leaders must manage. Leaders have an acutely accurate picture in their head about what the future should look like. That’s why they’re leading in that direction. But to get there, they have to trust that picture to others.

It’s not bad to do things. After all, someone has to. Or else they won’t get done. But effective leaders know their role is to be more concerned about getting things done than doing things.

When a leader doesn’t manage this tension well and begins to drift towards doing things, instead of getting things done, bad things begin to happen.

1. Progress Slows to a Crawl

When you have to do everything, guess what, you end up doing everything. And one person can only do so much. When the leader refuses to trust and empower others they themselves become the lid on the vision.

2. The Organization Turns Inward

When the leader becomes consumed with day-to-day efficiencies and operations they’re consumed with the problems of today as opposed to the opportunities of tomorrow.

3. The Culture Turns Toxic

When the leader has to have their hands on everything, be in on every decision, and have their way the team will become acculturated to pleasing the boss as opposed to executing the vision and all sorts of dysfunction will set in.

4. Your Best People Leave

High performers want to be a part of meaningful work and making meaningful decisions that move things forward. If they are given responsibility without authority, or worse not trusted with either they’ll leave in a heartbeat. One of the ways to keep your best leaders is by letting them lead. The real downside when this begins to happen is what you’re left with is yes-men and people who are content to sit by and watch you do everything.

Posted in Leadership


Delegation vs Empowerment

Many organizations and people have a tendency to mistakenly use the words “delegation” and “empowerment” interchangeably, thinking that they are basically the same thing. This can become a fatal flaw. We’re not talking about simple nuance or semantics, but differences that will lead you in completely opposite directions. Recently I was in a conversation with some friends, discussing the differences between delegation and empowerment. This is my Top 5 List that I walked away from the conversation with:

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Posted in Leadership, Staffing


The Downside to delegation

Delegation is a necessary evil. It’s an essential skill needed to get tasks accomplished, free up high-level leaders to spend their attention on what is most necessary, and it allows developing leaders to experiment with getting things done. But empowerment is what is really needed to grow the emerging leaders in your organization. There is a big difference between delegation and empowerment.


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Posted in Leadership, Staffing
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