What Does Accountability Really Mean For Teams

Posted by on July 8, 2016

The is probably the single most difficult issue I see while working with almost all size companies.  The move to collaboration has assumed that teams are the highest expression of leadership effectiveness.  However, where does that leave delegation and directive leadership roles?  This post offers some help:

“At the end of a meeting, most leaders know that they should recap next steps and determine who is accountable for each. As prescribed in the commonly used responsibility models — RACI, RAPID, and the others — accountability should fall to one (and only one) person per item, even if the work involved requires input and contributions from others. Unfortunately, over the years we’ve spent advising organizations, we’ve found that the word “accountable” can mean different things to different people.”

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Why Do We Fight For What We Don't Want

Posted by on July 6, 2016

This post by Celinne Da Costa is challenging to read and even more dangerous to live.  She is pushing back against living your life by the script that the American Dream culture has handed you.  If indeed we are going to have to fight for something, then why can’t it be something that we care passionately about doing.

“As I sat on the edge of Horseshoe Canyon, overlooking the majestic landscape of Page, Arizona, it hit me: “I don’t have to do this.”  “This” was my life in New York City, which was an endless grind of work to make money, look good doing it, go to a social event every night, and work some more. For years, I felt like I was fighting an emotional uphill battle working for a company I didn’t believe in, in a role I didn’t terribly care for, for money I didn’t need to spend. I worked hard for that life, but my heart was not in it.”

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The Real Test Of A Leaders Legacy

Posted by on July 4, 2016

In a day when markets and shareholders demand short term rewards for their financial investment it is extremely difficult for leaders to have the courage to lead with the long term as a priority.  The temptation to make easy decisions that will make the leaders bottom line look good today are setting up good companies for failure down the road.

This mentality usually results in a strong almost dictatorial leadership style that builds the business around the charisma and determination of the celebrity type leader.  There is very little delegation and certainly no succession planning taking place because that does not serve the crisis of the moment mentality.

The real test of any leader’s success must not be simply measured by the timeframe when they are working but by what happens to the organization when they leave.  If everything seems to fall apart and all positive momentum is lost then you cannot believe the leader set the team up for future success.

John Maxwell makes the point when he writes, “Achievement comes to someone when he is able to do great things for himself.  Success comes when he empowers followers to do great things with him.  Significance comes when he develops leaders to do great things for him.  But a legacy is created only when a person puts his organization into a position to do great things without him.”

When we value the success of others over the long haul more than any short term success we may have for ourselves, then we are leading with integrity.  Anything less than that is nothing more than selfish ambition and that is not true leadership.

Circle of Influence

Posted by on July 1, 2016

Several years ago Stephen Covey wrote one of the all time best selling leadership books The Seven Habits of Highly Effective People. It is a book that I have read several times and refer to often.

The first habit in the book is to be proactive and take responsibility for leading our own lives.  He writes, “It means that as human beings, we are responsible for our own lives.  Our behavior is a function of our decisions, not our conditions.  We can subordinate feelings to values.”

One of the most practical tips for doing this on a daily basis is what he calls the circle of concern in our lives vs. the circle of influence.  The circle of concern represents all the things we really care about but have no control over to change the outcome.  If we are not careful we can spend most of our day here with nothing to show for all the emotional effort.

The circle of influence though contains all the things that are important to us as well but we do have the ability to control the outcome.  When we focus on what we cannot control during the day that just means there were many things that should and could be done that were not.

The amazing thing about this principle is that the more you prioritize the things you can do and start accomplishing them the things you cannot control proportionally diminish in their importance.

When we are doing the things we know we should do it not only allows us to  accomplish something but it also gives us the needed perspective to deal with all the things that are beyond our control.

To quote another Covey principle:  WIN WIN

The Difference Between Trying And Doing

Posted by on June 29, 2016

The end result of many things are not due to the obstacles we face but the attitude we bring to the situation.  If there is a sense that I cannot do this, then in all likelihood you will fail.  On the other hand, if you are highly committed then your chances of success dramatically increase.  Michael Hyatt has a great post:

“There’s an instructive scene in the Star Wars movie, The Empire Strikes Back. Yoda is instructing Luke Skywalker in how to use the Force. He asks Luke to retrieve his disabled spaceship out of a bog where it has sunk, using only his mind. Luke, of course, thinks this is impossible. Sure, he has been able to move stones around this way. But a spaceship? That’s completely different. Or is it?”

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Don't Get Surprised By Burnout

Posted by on June 27, 2016

This is a painful subject if you have ever had to admit you lost your margin and that you did not know it until the crash occurred.  I have had to put in place some early warning alarms to try to avoid this happening again and again.  This is not inevitable but you must have a plan.  Steven D’Souza has a plan and it’s a great one for you to adopt:

“Coming back to the UK after an intensive, three-day consulting trip, I was on the edge of a panic attack. For a few seconds, I had a vivid “day-mare” of myself in the hospital, surrounded by doctors, with no way to cope or communicate coherently. As the vision passed, I became aware, for the first time in a long time, of a great heaviness and tiredness in my body. I realized – with some surprise – that I was burned out.”

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The Critical Distinction Between Goals vs. Desires

Posted by on June 24, 2016

Many times we put a tremendous amount of emotional energy and effort into something only to realize that nothing has changed.  We are worn out with all the work and feel very empty because we are not getting any positive results.

The core problem most of the time when this happens in my life is when I confuse goals and desires.  A desire is something I want to happen but in the end have no control over the outcome.  On the other hand a goal is something I want or need and do have direct control over the outcome.

For example you could have a relationship that you care about deeply but no matter how hard you try the other person seems to be unresponsive.  Even though my motives may be right when my methods center around trying to change the other person I have taken a desire and turned it into a goal.

In relationships the only goal that I should ever have is to change myself.  In doing that it may indeed have a positive impact on the other person but that must remain a desire and never become a goal.

We hit the wall when we are working on things over which we have no control and that drains us.  Even worse it keeps us from doing the very things we can control and that discourages us.

This principle applies both to our personal and professional lives.  None of us has the responsibility to solve the global recession but we do have control over our own character.

The old axiom of do what you can with what you have right where you are is a great place to start.

The 4 Habits Every Great Leader Needs To Practice

Posted by on June 22, 2016

One of the casualties of living in this digital age is the warmth of human relationships.  No, I’m sorry a like on Facebook, or a retweet or even a text message can’t replace being there with the person.  With limited face time leaders have to become extremely effective in connecting with their team.  John Rampton has a great post:

“You don’t need to be told that leadership takes presence. But in my experience, leaders today have arguably fewer opportunities to show it.  Particularly if you head up a digital business or lead teams spread out across multiple locations, you’re faced with generating “remote” influence at the same time that the people right there in your own office need to be kept motivated, too.”

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8 Ground Rules For Great Meetings

Posted by on June 20, 2016

All of us have been in more bad meetings than great ones.  I absolutely dislike the organic approach where the agenda is lose and the results are feel good.  I admit that I am more tactical than most but all ongoing meetings should have some guidelines for mutual respect and effective outcomes.  This HBR article is excellent:

“If you want your team to be effective, you need meeting ground rules — and you need agreement about how to use them. Many teams that have ground rules don’t regularly use them. But having rules in place that you consistently enforce can significantly improve how your team solves problems and makes decisions.”

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Changing Missions Paradigm

Posted by on June 17, 2016

The one thing that has never changed about missions is that God has always been seeking people to know Him and then to make Him known.  The unchanging message of the gospel started in a garden and will end in a city full of people from every tribe and nation on the earth.

The great commission was given to the early church and they immediately began to carry the message to every part of their known world.  This message was primarily being shared not by a professional ministerial class but by average believers who had a personal story to tell about what Christ had done in their lives.

During the middle ages the formal church was the focal point of representing God to the world.  The emphasis had shifted from individuals to organizations and the world suffered greatly in this period of isolation from the truth.

The reformation gave the scriptures back to the people and set the stage for all that followed in the modern mission’s movement where individual believers once again committed their lives to go into whole world with their message of hope.  However these individuals became part of much larger organizations that took the lead in spreading the good news.

Today the major emphasis is still upon organizations, denominations, mission agencies and other groups that represent primarily the trained professionals who maintain the old paradigms that have existed for hundreds of years.  These groups do a great work and will always play an important role in touching the world.

An exciting new movement is developing where committed Christians are once again being used by God in incredible ways and places where the professional worker model cannot work.  They are using their career calling as a platform not only to make a profit but also to make an eternal difference.

If you want to learn more Great Commission Companies is a great book that points the way to how God is using globalization to break down barriers and effectively create genuine communities of new believers.