Tag Archive - global


Leadership Summit 2016: John Maxwell

Leadership expert, bestselling author and coach, John Maxwell, dropped a ton of wisdom everyone at Leadership Summit this year and he was as quotable as ever. Here are my notes and take-aways.

  • Leaders add value to people
  • All communicators connect on common ground with their audience
  • Have you ever been suspicions of a leader?
  • Have you ever had a leader hurt you?
  • When you’re a leader you have the opportunity to bless people or curse them, help the rise or fall.
  • Before you can lead a person you have to find them
  • Every day intentionally add value to people
  • There is a thin line in leadership in motivating people and manipulating people
  • 3 Questions that Followers ask Leaders (will you add value to my life?)
    1. Do you like me? (compassion)
    2. Can you help me? (competence)
    3. Can I trust you? (character)
  • Everything worth while is uphill
  • People have uphill hopes and downhill habits
  • No one ever talks about accidental achievement
  • Significance and selfishness are incompatible
  • Most people don’t lead their lives, they accept their lives
  • 5 Things to Daily Add Value to People
    1. Every day value people because Jesus values people
    2. Every day I think of ways to add value to people (intentional living is up front thinking – who am I going to see today and how can I value to them?)
    3. Every day I look for ways to add value to people
    4. Every day I add value to others (did I add value to others today?)
    5. Every day encourage others to add value to people
  • Are we going to spend our lives connecting with people or correcting them?

Posted in Leadership


Leadership Summit 2016: Chris McChesney

Chris McChesney, Bestselling Author and Executive at Franklin Covey, gave one of my favorite presentations at the Summit this year. The ability to lead teams and organizations to execute sets great leaders apart from good leaders.

The 4 Disciplines of Execution

  • What do leaders struggle with more: strategy or execution?
  • What are leaders educated in more: strategy or execution?
  • The most difficult thing a leader will ever do is to drive a strategy that requires a change in human behavior.
  • We tend to blame the people on our team instead of look at ourselves.
  • Any time the majority of the people behave a particular way the majority of the time the problem is not the people it’s the system, culture, and leader.
  • We don’t get to blame the people.

#1 Focus: on the wildly important

  • With too many goals people might love you but they can’t hear you
  • “There will always be more good ideas than there is capacity to execute”
  • What makes a wildly important goal is the treatment in which you give it.
  • What are the fewest battles necessary to win the war? When you’re tackling something big, don’t go big go narrow.
  • Maintain normal operations and blow the door off of one thing. 1 Goal per team at the same time.
  • People have to have their say but they don’t have to have their way.
  • Deadlines move from concepts to targets.
  • Execution doesn’t like complexity.
  • Simplicity and transparency are the two best friends of execution.

#2 Leverage: Act on the lead Measure

  • Lag measures what happened
  • Lead measures predict the future and are influencable by the team
  • There is a rare difference between knowing a thing and knowing the data behind a thing.
  • Bad news: data is hard to get
  • Good news: people will be engaged
  • Bad news: they’re going to forget about it in 3 days

#3 Engagement: Keep a Compelling Scoreboard

  • People play differently when they are keeping score
  • We’re looking for a players scoreboard not a coaches scoreboard
  • The number 1 driver of morale and engagement is whether people feel like they are winning or not
  • Do the people who work for me feel like they are playing a winnable game?

#4 Accountability: Create a Cadence of Accountability

  • Execution is so frustrating because in the moment the urgent always trumps what’s important
  • Report on last week’s commitment
  • Review and update scoreboard
  • Make a a commitment for next week
  • Secret: let people come up with their own commitments for the next week
  • Great execution is about creating a pull, not pushing action.
  • Create a winnable game and let the players go win the game
  • Do the people who work for me feel like they are playing a winnable high stakes game?

Posted in Leadership


Leadership Summit 2016: Patrick Lencioni

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

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

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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