May 12

The Extroverted Leader

Leadership Development 8 Comments »

A group of extroverts all talking at the same time… with the lone introvert in the corner, completely overwhelmed

Today I read (and forwarded, tweeted, and posted to facebook) a great article by Thom Rainer called “The Introverted Leader.” He explains what it’s like to lead as an introvert. An added value of the article is learning to be more sensitive to introverted leaders on our team (especially as an extroverted leader). So Thom Rainer, here’s my companion piece – “The Extroverted Leader”

I am an extrovert. I speak in public and group settings over 100 times a year. I am the senior pastor of a church of 2400 with over 50 employees.

It seems like a winning combination. I love being out front leading and preaching week in and week out. I am happiest when I’m with other people, verbally processing all the myriad thoughts and feelings that pop into my head.

What Drains Extroverts

Being alone drains extroverts. Also, agonizing gaps of silence in a conversation drive us crazy. We get frustrated when a conversation isn’t reciprocal. We dread the spiritual discipline of silence and solitude. We love being the center of attention, so when we can’t process externally, we become emotionally “constipated” (okay… I know that’s over-the-top… but true nonetheless)

We’re often perceived as friendly because we enjoy engaging people, but far too often, because we tend to be processing what we’re going to say next, we don’t listen. So we need to actually be fully present in the moment, especially in meaningful conversations.

Compensating for Extroversion

Leaders must compensate to lead effectively. Here are my own seven principles for leading as an extroverted leader.

1. Compensating for extroversion is not an option. Leaders can’t lead without dealing with people in a multitude of settings. If I am not willing to compensate and learn how other people process, I will not be an effective leader.

2. I must practice LBLTO, leadership by listening to others. I love walking around the office, engaging people, but far too often, I’m not really listening to what other people are saying. I must be willing to sit down and slow down, being present and in the moment. If not, people really can sense when you’re there physically but not emotionally.

3. It often behooves me to explain to others that I am extroverted and will need to process things externally. Often in meetings I will communicate to my team, “I’m processing externally right now, so don’t hold me to everything I’m going to say. You’ll know, and I’m sure I’ll verbally let you know when I’m really serious about something.” My wife has a “Jonathan needs to talk about it 3 times for me to take him seriously” rule. I also tell people to beware of my personal space because as an extrovert, my arms and hands will gesticulate wildly, especially as I get more passionate about an idea.

4. When possible, I need to be more efficient in meetings. Since I love the dialogue and engagement, meetings can go longer than needed. Dr. Rainer says in his article, “I also notice that extroverts tend to organize long and tedious meetings. They enjoy them. I don’t. I really don’t.” Also, I need to draw introverts out in meetings. The extroverts hog the airspace, and as the leader and facilitator of a meeting, I need to be more aware of inviting introverts into the conversation.

5. As much as possible, I need to have introverts on my team to remind me to not talk so much. They also model a quiet interior life that I need so desperately to be better at.

6. I need to practice self-awareness constantly. In that regard, I need and have people I trust to speak to me truthfully. If I appear to be overtaking any and every social moment, I need a friend to tell me to be quiet and create some space for others to engage.

7. I must schedule interaction time. If I stay sequestered in my office too long working on a sermon or a project, I become unfocused and unproductive. But I can’t succumb to the temptation to not head back into my office (where it’s quiet… ughhh…) to get the work done that I need to get done.

The Extroverted Leader Can Lead

It is possible for us extroverts to lead. But it takes effort. Sometimes it takes a lot of effort, especially to be quiet and learn the discipline of not having to externally process all of the time.

Feel free to give me your take on this matter. I would love to hear from all of you, especially fellow extroverts.

But then again, most of you extroverts may talk (or type) so much that I won’t have a clue of what you’re really saying.

I understand completely.

Tagged with: • • • • •
Dec 28

iPad Productivity

Leadership Development, Technology 6 Comments »

A year ago, I started using the iPad for productivity. I’m already an avid Apple fan (iPhone, iMac at home, MacBook Pro at work). I like being paperless, but I don’t like going to meetings and typing with a laptop. It’s loud, and I personally think people are checking their email as they hide behind the screen. I like handwriting. And I don’t really care to convert to text (although it’s a nice option when needed). For a couple of years, I used an Axiotron Modbook (a modded out Apple Macbook White), coupled with Circus Ponies Notebook. But with some of the apps listed below, the iPad has become my primary productivity device for meetings.

Here are some of the apps and accessories I’m using with the iPad:

1. Bamboo Styles by Wacom. Since I like taking handwritten notes, a stylus is a must. Writing with your finger is awkward. I’ve tried three different iPad styli (is that the plural of stylus?) before landing on the Bamboo stylus. I tried the Pogo Sketch, and the tip seemed too spongy and was hard for accurate writing. I also tried the iFaraday, and it was better than the Pogo but had a tip that was still too soft. For over a year, I used the the Acase stylus. It was my stylus of choice until I found the Bamboo. The Bamboo has far better accuracy and responsiveness. It has a substantial feel as well as a firm tip. It is by far the best stylus on the market (a bit pricier as well at $30).

2. Noteshelf. This is a great app for creating notebooks and taking handwritten notes. You can create a notebook for each team you’re a part of. It’s like having multiple journals and notebooks. There are multiple different formats and layouts for the notebooks (lined, graph, plain, meetings, journal, travelogue, etc.) You can also export notes to Evernote (see below) and Dropbox (see below) as PDF or image.

3. Wunderlist. Wunderlist is a simple, elegant, and FREE task list app that syncs with your iPhone (or Android) and your desktop (Mac & PC). You can create different categories and even share lists with other Wunderlist users. I typically take notes in a meeting and update tasks either real-time or after the meeting. I’ve downloaded the app for my Mac as well as iPhone. It’s great to have multiple places to interface with the app. Did I mention the completely FREE?

4. Evernote. Evernote is a dowloadable program (Mac & PC) that allows you to create and store notebooks and notes. You can access your notes and notebooks from your desktop, mobile device, and iPad. As I create notebooks and notes on the iPad via Noteshelf, I can export those notebooks to the free Evernote iPad App and sync it and access the notebooks and notes with my laptop and iPhone.

5. Doc2 HD. This is a word processing iPad app. You can create, edit, import and export Microsoft Word docs (.doc & .docx) via email, Dropbox, Google docs, or multiple other ways. If you’re public speaking, it has a large enough font for you to be able to read. I’ve even used Doc2HD while officiating a couple of weddings.

6. Dropbox. Regardless of whether you own an iPad or not, you should take advantage of Dropbox. It’s a cloud-based file sharing and backup program that you can store and access files from multiple sources (desktop, mobile device, iPad, etc.).

7. Accessories. The market for iPad accessories is endless. Here are some of my personal favorites (among many).

  • iPad Pulpit (Little Mountain Productions). Don’t worry, I won’t be getting one anytime soon because I preach without notes… but you’ve got to admit it, it’s pretty cool.

What apps, programs, and accessories are you using with your iPad to maximize productivity and connectivity?

Tagged with: • • • • • • • • •
Oct 27

Sticky Teams Conference

Leadership Development, Northshore Baptist Church No Comments »

This week, five of us from the Northshore team attended Northcoast Church’s Sticky Teams conference. Here are some insights that I captured from the speakers and breakouts:

1. Vision Clarity. Sticky teams and sticky churches have clarity around their God-given, locale-specific vision. Too many churches mimic other successful ministries and try to be someone they’re not called or created to be. Will Mancini talked about “the Kingdom Concept” (from his book Church Unique). What can our church do better than a thousand others? That’s not a question of arrogance but a question of clarity for our church in a time and place such as this. In this Kingdom Concept are three key factors:

  • PLACE – what are the unique needs and opportunities where God has placed us?
  • PEOPLE – what are the unique resources and capabilities that God brings together in us?
  • PASSION – what particular focus most energizes and animates our leadership and people?

2. A Culture of Servanthood. Wayne Cordiero, Pastor of New Hope Church in Honolulu, shared about developing a culture, not a “program,” of servanthood. He said, “50% of what you learn, you can learn from a sermon. But the other 50% is learned when you pick up the towel of a servant.” Churches and teams that are sticky are servant-hearted. Jesus said, “Only the greatest can be servants” (Matthew 23:11). We want to be great, but we don’t want to be servants.

3. Building a Sticky (Winning) Team. Larry Osborne, Senior Pastor of Northcoast Church, shared the qualities (and contrasts) of winning (and losing) teams:

  • Winning teams guard the gate of leadership. Losing teams let anyone in. Don’t promote talent over integrity.
  • Winning teams make unity a priority. Losing teams treat it as an afterthought.
  • Winning teams focus on their mission. Losing teams focus on their success.
  • Winning teams focus on empowerment. Losing teams focus on excellence & tenure.
  • Winning teams adapt for the future. Losing teams long for the past.

I highly recommend reading Larry Osborne’s book Sticky Teams. Here’s a review that I wrote of Larry’s book.

What would you add to the list of what make a team sticky?

Tagged with: • • • • • • • •
Sep 18

3 Questions for Young Lead Pastors

Leadership Development No Comments »

I spent this past week in Dallas, TX for round 2 of 4 in Leadership Network’s Next Generation Pastors Learning Community. The learning community consists of 13 younger (under 40) senior pastors in larger churches with 4 seasoned mentor pastors of larger churches (Larry Osborne of Northcoast Church, John Jenkins of First Baptist Church Glenarden, MD, Bruce Miller of McKinney Fellowship Bible Church, & Charles Anderson of University United Methodist Church). It’s a time to learn, to be challenged, and to glean wisdom from guys who have walked the road before us. Here are the top 3 questions I took away from my time in Dallas:

1. What is it that only I can do? I am the only one who can live in and live out my relationship with Jesus. I am the only one who can be married to my wife. I am the only one who can father my son. No one else can do that. In ministry, the needs and expectations are many and often overwhelming, but if I constantly remember what only I can do, that helps me prioritize. The question also applies to my role as senior pastor. Out of all of our staff and congregational leaders, what are the things that only I can do as the senior pastor? I’m in the process of learning how to answer this question. This leads me to the next question.

2. How can I live in the rhythm of life vs. living a balanced life? This was one of the most personal “ah-ha” moments of the week. We often strive for balance, which I am discovering is impossible and according to Bruce Miller unbiblical. Bruce shared the basic thesis from his book Your Life in Rhythm. We need to embrace the seasons and rhythms of life and seize the opportunities that each season holds versus trying to precariously balance all of life and ministry (as if everything could actually be held in balance). This is crucial as a husband and father. I don’t want to miss where He has me in my marriage and parenting because I’m giving it all on the “altar of ministry.”

3. How will I/we develop leaders? This has been a personal and pastoral quest for a long time. Conventional wisdom says, “find 10 people, they find 10 people, then they find 10 people…” With this model, you’ve developed 1000 leaders. The problem is: it rarely works out this way. It’s like the “whisper the message to your neighbor” game. By the time it comes around full circle, the message has often changed. Everything is not going to translate as clear and concise as we’d like. A realistic goal a leader developer should be spending more time with fewer people who have the calling and capacity for higher levels of leadership. It’s much more organic than liner. Another leadership development moment came as Larry Osborne said that the content is often irrelevant (i.e., books, tools, etc.). It’s necessary, but it’s there to foster conversation. Leaders often get overly excited about curriculum and miss the moments of what the curriculum creates in conversation. The goal is application and engagement in leadership and ministry.

Many thanks to Leadership Network (especially Linda Stanley) and the mentor pastors for investing in young dudes who are trying to love Jesus, our families, and the church with all that we have.

Tagged with: • • • • • •
Jun 08

No = Yes

Leadership Development, Theological Musings 4 Comments »

Life is filled with making decisions.  And in the end, decisions are a choice between “yes” and “no.”  We could add “maybe” or “wait” – which is really “no” for right now, but perhaps “yes” in the future.”  So it is down to “yes” or “no.”  And in making decisions in life – relationships, marriage, parenting, ministry, time, etc. – I have found that “no” is the best friend to “yes.”  Here’s why: when I can say “no” to one thing, it means that I have the opportunity and ability to now say “yes” to another thing.  Gordon Smith in his The Voice of Jesus says that good is often the enemy of the best.  We settle for what is good and either stop looking or are now unavailable to say “yes” to the best.  So in life, we have to learn to say “no.”  It means that we’ll disappoint people and pass up on opportunities that some might say we’re a fool to say “no” to.

  • Learn to say “no” to a margin-less schedule so you can say “yes” to things that really matter
  • Learn to say “no” to a good job offer so you can say “yes” to the best job
  • Learn to say “no” to people who constantly drain your tank so you can say “yes” to people who fill your tank
  • Learn to say “no” to earthly pleasures so you can say “yes” to heavenly treasures
  • Learn to say “no” to plans and programs that move the focus off of what you have said “yes” to in vision and strategy
  • Learn to say “no” to unhealthy relationships so that you can say “yes” in healthy relationships
  • Learn to say “no” to financial decisions that don’t allow you to say “yes” to using your resources for Kingdom work

Learning to say “no” is a discipline… and if you don’t learn how to say “no,” you’ll never be able to say “yes.” What would you add to the “no” and “yes” list?

Tagged with: • • • • • •
Jun 04

A Guide to Spending the Day with Jesus

Leadership Development, Spiritual Disciplines, Theological Musings 4 Comments »

“As often as possible Jesus withdrew to the out-of-way places for prayer”

~ Luke 5:16 (The Message)

For the past decade, I have been taking regular days away… days with Jesus, filled with solitude, study, and prayer. Honestly, I don’t know how I would survive the demands of ministry and life without them. Up until a year ago, I took them once a quarter. Now, I’m taking them once a month. Over the years, I have shared this “Guide to Spending the Day with Jesus” with folks who want to know either how to do a day of solitude or who want to know what my days away look like. So here’s what I do:

Before you go:

1) What do you need to experience with Jesus during this day away?

2) Where have you been in the Word in the past couple of months and weeks, and where has God been speaking to you?

3) What are you “wrestling” with in this season of your life (specific circumstance, sin, relationship, etc.)?

During the drive to wherever you’re going:

Pray that the Lord would give you direction (Scriptures, a book to read, format for the day, etc.). Remember this is a “dynamic, fluid” day with Jesus, not a rigid, hyper-formatted day.

When you get there:

1) Get the environment the way you need it… coffee, temperature, noise reduction (if there’s a clock that ticks really loud, it’s annoying, so remove the battery or move it to another room), and find the best place to really meet with the Lord where you can stretch out in prayer, with books, etc.

2) Here’s a tentative time schedule that I use (once again, not too rigid)

7:30 Arrive and get situated

8:00 Prayer. I actually get down on my knees. I ask the Lord to clear the noise in my head and heart, and in my life. It actually takes me about 20-30 minutes for this noise to clear… so be patient (this fruit of prayer does not yield itself to the lazy).  I ask the Lord to meet with me… to give me a “vision” (not hyper-charismatic, but a picture or image of what He wants me to experience today. One time it was an open meadow in the mountains that represented His freedom. One time it was a picture of my father who truly represented faithfully the love of the Heavenly Father). I also ask the Father to let me know where He wants to take me today… Scripture… prayer… reading, etc.

8:45 The Word. I listen to the Lord or sometimes pick a Scripture to reflectively study and meditate upon. Typically the Lord has led me to something, and I spend the next 2-3 hours studying it, reflectively meditating upon it, journaling through it, praying through it. This is another weird thing that I do, but I actually will craft a worship service (with songs, readings, prayers, etc) around this passage and theme for the day. In seasons when I’ve lead worship, I’ve used those worship sets when I return. The point is to find an expression of this time with the Lord. Perhaps for you, write a chapter of a book, write a song, write a poem, write a movie scene… whatever you need to do to integrate this is in with your passions and calling in life.

11:30 Prayer. I spend some more time on my knees with the Lord asking Him to “cement” this into my heart and life.

12:00 Lunch and a drive to process more

1:00 This is the fluid part of the day. Sometimes the Lord simply wants me to pray more, especially intercessory prayer. Sometimes I’ve prayed for the concentric rings outward from my life (Family, Ministry, Staff and Elders, specific people in the congregation). Sometimes I read a book. Sometimes I strategically plan ministry stuff. Sometimes I take a nap. Sometimes I go for a run or go on a hike. Whatever happens, I always feel that it’s very effective because I’m really connecting with Jesus at this point… very actively and experientially… as if He’s right there with me (which He is through the Spirit).

I also typically leave with an “action plan” on things the Lord has impressed upon my heart that day… where to take it when I return to “reality” with family, ministry, life, etc.

I review these days away (and action plans) frequently to see how I’m doing (perhaps a stewardship issue) with the things the Lord laid upon my heart during my time with Him that day.

4:00 Prayer for the Lord to continue to integrate this more deeply into my life.

4:30 Pack up and drive back to home

Remember, this is not a formula… it’s a dynamic relationship. Even though we don’t want to propagate the “Jesus is my girlfriend thing,” how would you spend the day with someone you really enjoy being around? This is key! And remember to journal and write these things down. When you begin to get 2, 3, or even 4 days away over a year or two, it’s amazing to go back and see how the Risen Christ is transforming you into who He desires you to be.

What do you do on a day of solitude, word, and prayer? What helps you connect more deeply with Jesus?

Tagged with: • • • • •
May 25

Book Review: Linchpin (Seth Godin)

Book Reviews, Leadership, Leadership Development No Comments »

With the new book Linchpin, Seth Godin (leadership and business guru and blogger extraordinaire) has delivered part treatise on the new post-industrialized economy and part call to a new kind of leadership and influence. In the hyper-competitive, technology-driven economy, we’ve added a new team to the traditional teams of management and labor.  The new third team is what Godin calls “linchpins… people who own their own means of production, who can make a difference, lead us, and connect us. The linchpin is an individual who can walk into chaos and create order, someone who can invent, connect, create, and make things happen.”  As a new economy, society, and culture emerges, linchpins are indispensable to teams and organizations.  Godin’s task is to help define the qualities of the linchpin and encourage people to become/be one. If you’re looking for an “out-of-the-box” vision for leadership as art and gift, I recommend Godin’s new book. Five key themes resonated :

1. Linchpins recognize that the world has changed.  Note: not “changing” but “has changed.” Since the industrial revolution, we’ve hired cogs to run the machine.  And unfortunately, to maximize profits in a capitalistic, industrialized system, cogs are dispensable.  If we can find cheaper cogs elsewhere (i.e., outsourcing), then we will.  Godin identifies the essence and frustration of the problem: “The working middle class is suffering. Wages are stagnant; job security is, for many people, a fading memory; and stress is skyrocketing. Nowhere to run, and apparently, nowhere to hide… Organizations [turn] employees into replaceable cogs in a vast machine.” So the linchpin recognizes this new reality and maximizes the opportunity to bring “humanity and connection and art to her organization.  She is the key player, the one who’s difficult to live without, the person you can build something around.”

2. Linchpins create art. This was the metaphor that dominated Godin’s book.  “Artists are people with a genius for finding a new answer, a new connection, or a new way of getting things done.”  Everything we do has the potential of being art… creativity in the way we connect with people to bring life and value to their world… creativity in the way we lead a team to bring out the best in people… creativity in the way we solve problems (old or new) with insightful solutions that bring change to our lives and our world.  As a leader, I want my leadership to be art.

3. Linchpins don’t need maps, they make them. People who need the map, who need instructions, and who are content being told exactly what to do will never be linchpins.  Remember, in the new economy and new world, people who need maps and instructions become dispensable. So linchpins forge their own path and discover new routes to connect people and ideas to bring change and impact.  Linchpins see the world as it really is and have the discernment to develop the right map for the right moment at the right time.

4. Linchpins fight the “Resistance.” In the most challenge theme of Godin’s work, he defines the resistance (the lizard brain). The resistance runs from fear and discomfort.  The resistance tells you not to go into uncharted, chaotic territory. It wants safe. It wants the map. It wants the instructions. “The reason the resistance persists in slowing you down and prevents you from putting your heart and soul and art into your world is simple: you might fail.” Linchpins recognize the resistance and fight it at every step where it would threaten their art of leading and connecting to bring clarity and direction.

5. Linchpins give gifts. Supported by a persuasive exposition of the gift-culture (and the decline of it post-Reformation), linchpins are indispensable gift-givers.  They give their heart and their art often at no costs.  The internet provides scalability to the number of recipients who can receive and connect around their gift.  And linchpins grasp the counter-intuitive nature of giving… knowing that their leadership and art connects and builds “tribes of like-minded people.”  And as we give ourselves (and our love) to others, we become indispensable because we are connectors… connectors of ideas, people, and change.

Have you read Linchpin? If so, what were you thoughts?

Tagged with: • • • • •
May 21

The Power of Preaching

Bible, Leadership Development, Theological Musings No Comments »

Last summer, Dallas Seminary, my Alma mater published the Dallas Connection for alumni with several articles and numerous great quotes on preaching.  Here are a few quotes about the power of preaching that deeply resonated with me:

  • “It’s not too difficult to be biblical if you don’t care about being relevant. And it’s not too difficult to be relevant if you don’t care about being biblical. But to be both biblical and relevant is the art of expository preaching” (John Stott)
  • “We might preach until our tongues rotted, till we would exhaust our lungs and die, but never a soul would be converted unless the Holy Spirit be with the Word of God to give it the power to convert the soul” (Charles H. Spurgeon)
  • “It’s a long time since I preached a sermon that I was satisfied with. I scarcely recollect ever having done so.  You do not know, for you cannot hear my groanings when I go home, Sunday after Sunday, and wish I could learn to preach somehow or other” (Charles H. Spurgeon)
  • “If the fountain of living water does not flow from the mountain of God’s sovereign grace on Sunday morning, will not the people hew for themselves cisterns on Monday, broken cisterns that can hold no water?” (John Piper)
  • “To love to preach is one thing, to love those to whom we preach is another” (Richard Cecil)
  • “Never think of giving up preaching! The angels around the throne envy you and your great work” (Alexander Whyte)
  • “Preach the Word. Don’t preach from it or about it. Preach it. Read it, explain it, illustrate it. Allow the Holy Spirit to glorify Jesus Christ, producing salvation and sanctification” (Robert Gromacki)
  • “While so many today expound on life and illustrate with Scripture, we must return to expounding on Scripture and illustrating with life” (Stephen Davey)
  • “Preaching the Word is the pastor’s highest privilege and most awesome responsibility” (Don Geiger)

And the most important one…

  • “Preach the Word; be ready in season and out of season; reprove, rebuke, exhort, with great patience and instruction.” (the Apostle Paul in 2 Timothy 4:2)
Tagged with: • • • • • •
May 12

3 Keys to Building Trust on Your Team

Leadership Development 2 Comments »

This weekend I’m teaching a couple of seminars on leadership at the Young Life Men’s Weekend in Malibu (Canada).  When you’re given the topic of “leadership,” how do you narrow it down into a one-hour seminar?  So I decided I would focus on “3 Keys to Building Trust on Your Team.”  Patrick Lencioni addresses this key team leadership facet in his Five Dysfunctions of a Team.  Lencioni explains that dysfunctional leaders and teams conceal their weaknesses and mistakes from each other out of fear and lack of trust.  So how do we develop trust on our teams.  I see three key areas:

1. Identity. Leadership begins here.  Who am I?  Am I defined by what I do or who I am?  This is crucial because so often we get our identity and esteem from what we do and how we do it.  For Christian leaders, our identity begins with who we are in Christ because of what He has done for us and in us.  If I have identity issues, I’m bound to have leadership issues.

2. Vulnerability. Am I willing to admit my weaknesses, struggles, and mistakes to the team?  If not, my team members won’t admit their weaknesses, struggles, or mistakes and we’ll never really go deeper or get real things done as a team.  Am I willing to be fully “human” with my team?  I am willing to be honest and vulnerable with them that I don’t have it all together… that there are times when I’m really not sure of the next step.  Not only does this reveal that I need their help (hence the need for team), but it also indicates that I’ll be there for them as their leader when they don’t have it all together and they’re really not sure of the next step forward.

3. Feedback. This is crucial in developing trust.  And feedback must go both ways.  As a leader, I must not only be willing to give feedback, but I must be willing to ask for feedback.  I must regularly ask my team, what can I do as a leader to be more effective?  Do you see areas of my leadership that thwart my effectiveness and potential?  What do I do as a leader that holds the team back from accomplishing what we’re called to do?  When we start to genuinely ask team members this question, it opens a whole new door of relationship and trust.

As Lencioni points out, developing trust is the foundation of decreasing dysfunction in our team and leadership.  What would you add to this list?  How have you developed trust with your team?

Tagged with: • • • • •
Apr 18

Chess, Leadership & Change

Leadership Development No Comments »

This spring my son took a 12-week chess class at his elementary school.  So a couple times a week, he and I play chess together.  And here’s what I love about chess: it’s a strategic game.  You have to learn to think ahead.  You can increase your proficiency by learning opening moves and strategies for success.  It’s a sport that even though it’s played “solo” (albeit against another person), each side has a team.  The pieces have different functions and effectiveness.  Every move has a consequence. Therefore, think through all of the possible ramifications before you make the move and take your fingers off the game piece.  Chess is a great, strategic game.

I find that leading, and especially leading change, is a lot like chess. To lead well, you have to think and act strategically.  You’ve got to know your team members’ functions, strengths, and limitations.  And you better think through the consequences of decisions before you make the move.  You don’t want to be stymied by over analysis, but you do want to be wise. Much like chess played with a game clock, timely decisions are a must.

In leading and bringing change to an organization, leaders must think through the different moves and the resulting consequences.  If I make this decision, who will it affect and how will it affect them?  How will it affect positively or adversely the momentum that we are experiencing?  What’s it going to cost me from the “trust bank”?  Who am I going to need to spend the most time with before, during, and after the change?  Leading change requires a strategic mind and a courageous heart.  If either one is lacking, the results can be disastrous for yourself, your team, and your organization.  The strategic mind thinks through necessary moves the game board and the courageous heart is willing to actually make the move.

What change do you need to bring to your organization right now?  Have you thought through the strategy of the why and how of the change?  Have you spent time thinking through the possible scenarios and consequences of the change?  And do you have the heart and energy to bring it?  If not, think through it more.  Get good counsel from wise leaders, especially influencers of change.  If you do have the strategy and the heart, make a bold and dynamic move to bring the changed needed.

Here are some of the books that have helped me in bringing change:

John Kotter, The Heart of Change (also see the Field Guide)

John Kotter, Our Iceberg is Melting

William Bridges, Managing Transitions

Michael Watkins, The First 90 Days

Patrick Lencioni, Silos, Politics, and Turf Wars

What lessons have you learned leading change?  What are some of the books on leading and managing change that you’d recommend?

Tagged with: • • • • • •
Previous Entries Next Entries
preload preload preload