Misc

Turn the rocks over

When's the last time you "turned the rocks over" regarding your leadership? How about your organization? Your church? Your ministry? Your family? Your team? Turning the rocks over means you're willing to confront all the nastiness that might be collecting on the bottom, that is hidden from plain view. The "other" side of the rocks is many times where the dirt, grime, bugs, and creepy things exist. We are aware of them, yet at our core don't really want to acknowledge them, and definitely don't want to deal with them.

This might mean a person on your team needs to be let go, or you need to have a really hard conversation with someone, or you've fallen into a pattern that is now a habit and is tearing you apart. It might mean that you have to move yourself out of a role, or out of leadership all together. It could be a culture issue with your organization that everyone is talking about behind closed doors but no one is willing to bring up in your staff meeting. It could be gossip that is running rampant on your team, a dispute between two team members that hasn't been resolved, a decision that wasn't handled correctly, or just simply a systems problem that has become standard operating procedure yet makes no sense at all.

Whatever the issue is "under the rock," you need to deal with it.

As a leader, it's your responsibility to challenge the status quo, and look for areas in your organization, on your team, in your family, and in your own life that need to be turned over, exposed, and dealt with.

Ultimately, it's about being proactive instead of reactive, about being intentional and aggressive in confronting reality and the brutal facts that no one wants to discuss.

So this next week, be willing to turn a couple of rocks over, see what's growing underneath, and then take action in cleaning up and getting rid of the nastiness that exists.

Where Have all the Interns Gone?

You can't be president until you are 35. You can't run a company until you are 40. You can't be a Senior Pastor of a large church until you are at least 45.... You may have talent, but you have to wait your turn.... You have to earn the right to lead.Agree or disagree?

Like it or not, it's a whole new reality when it comes to who is leading who. The entire landscape of leadership has changed in the last 15 years, and continues to do so at a fast pace. The X generation is quickly being replaced by the Y generation as the growing force within the Church and our culture. And the P Generation (producer) is right on their heels. They WILL NOT wait to make a difference. They've grown up with the understanding that I can make a difference now- just write a blog, send a facebook message, create an online community, and boom- you have an audience and a tribe. So it's time you wake up and face the realities of the next generation of leaders. Hierarchy is out; flat organizational structure is in. Wait your turn is out; make a difference NOW is in. Larger than life personalities are out; collaboration is in.

All those young college graduates and 20 somethings that used to show up at your doorstep begging for a chance to be an intern on your staff are harder to find these days. But they haven't just vanished, and there is not a tremendous derth of new fresh leaders rising up ready to lead. All the young talent is still out there, but just not necessarily showing up at your doorstep, waiting in line to be the next version of you. Where have they all gone?

The simple answer- somewhere where they can make a difference and LEAD now.

Take for instance Teach For America, a non-profit organization started by Wendy Kopp that places recent college graduates as teachers into poor performing schools across America, many of them inner-city schools. These are not your bottom of the barrel graduates from Nowhere State U. These are Harvard, Princeton, and MIT grads. And they are lining up in droves to go and make a difference in the lives of at-risk students, all for less money, less fame, but greater impact.

You also might have noticed an unbelievable amount of new Church Plants happening. Most of these current Planters are 20 somethings. Many are leaving well-established and large megachurches to go and start something new. Why? Because the Y generation is not willing to wait. They want to make an impact now, and this entrepreneurial trend will continue to grow.

So what to do? Well, the first step is to understand the reality of the next generation of leaders. You have them on your staff, and if you don't know it yet, they are probably considering planting their own church or going somewhere else where they can lead NOW. If you want to keep them, give them space to run, and allow them to create and innovate within the system you've created. Second, it might be time for some aggressive recruiting. Be as passionate about finding the right talent as you are about reaching your community.

Interns, young leaders, and talent is all around us. It's just not showing up on our doorsteps anymore.

How's your relational equity?

How's your relational equity portfolio? Relational equity is crucial in today's culture. Whether in business, in the Church, in non-profits, or as an entrepreneur, your level of influence many times depends on how much relational capital you have.

A few thoughts on building relational equity:

1. Relational equity is the currency (capital) you have with those around you in your sphere of influence that allow you to make things happen through and with other people. It's all about others, and not about yourself.

2. Your relational equity is directly connected to how much "goodwill" and relational assets you've built up with others.

3. Relational equity and assets are not traded like stocks or bonds or financial assets, with the only goal of being how much you can get back in return for what you've invested. Relational equity is best built by investing in others with nothing expected in return. Period.

4. The more influence you gain, the more relational equity you will need to get things done. You must make sure you are gaining relational equity as fast or faster than you are gaining influence and the opportunity to impact.

5. The higher you go in any organization, the more relational equity you need with your peers, customers, vendors, partners, board members, etc.

6. The more intense or complicated a business deal or transaction, the more relational equity is needed to make sure it actually works and makes it to the finish line.

Nose out over the tips

I'm a snow skier. I love to ski. In Colorado. Especially the moguls.

And I remember the first time I faced the challenge of a mogul run on a black diamond. Steep and overwhelming. It was tough for me to get started down the mountain.

While gazing over the side from the top of the run, my friends advice was this: "Point your skiis down the hill, keep your nose over your tips, and focus on the moguls you are hitting next, not the moguls you are hitting now."

Great advice for skiing the steep stuff, but also good advice for life. And for leaders.

I love the idea of a "nose over your tips" posture as a leader. Someone who is positioned to own the mountain, conquer the mountain, and not just make it down the mountain. NOT someone who is leaning back, coasting, playing it safe, snow plowing your way back and forth across the mountain, afraid to keep your tips pointed down and an aggressive posture of dominating the hill.

Being a leader who lives out and demonstrates courage requires you to push beyond the norm, and be willing to take risks that might seem out of context or not normal. Keeping your nose over the tips and maintaining a posture that embraces risk and courage and the willingness to continue to push yourself.

Andy Stanley and Craig Groeschel in Houston

You don't want to miss the Catalyst One Day event in Houston at the MET Church on Thursday, August 25.

Andy Stanley and Craig Groeschel will be sharing from 9 am - 5 pm on the Keys to Creating a Healthy Organizational Culture, including a couple of times of Q and A and worship led by North Point Music.

Make sure and REGISTER TODAY (Thursday, July 21st) to get the best registration rates possible. You can still get tickets for as low as $89 to this practical and strategic day of leadership training. To get the $89 rate, use rate code FOB when registering online.

If interested in bringing a large group of your team/staff of 20 or more, give Stan Johnson a call at 888.334.6569 and he'll get you set up with a great discount.

And for those from the West Coast and the Chicago area, the Catalyst One Day tour continues later this fall in Orange County, CA at Saddleback Church on October 27 and in Chicago at Willow Creek Community Church on November 17.

Are you all in?

Are you a leader who is "ALL IN?" I want leaders on my team who are "all in." Coaches want players who are "all in" on their teams. Every organization out there wants employees and team members who are "all in."

Being ALL IN as a leader means:

1. You don't look at the clock, and you're not punching a time card. Your role is not defined by 9 - 5.

2. You get it done no matter how long it takes. You are "managerless," meaning no one else has to worry about whether you are getting it done.

3. You realize you are part of something bigger than yourself, and humbly accomplish the goals because of a larger motivation than just you.

4. Giving just the "minimum" amount of effort required to get by without "getting in trouble" doesn't even cross your mind.

5. Your hard work and excellence is done with pure motives. You are not worried about climbing the ladder or impressing anyone.

6. We is much more important than me. If I win, the team wins. If the team wins, I win.

7. You are willing and motivated to improve daily. Getting better at what you do is not a choice, it's a requirement.

8. You maintain a high standard of excellence because the team/organization/brand demands it. You don't want to let anyone else down on the team.

9. The vision compels you to greatness. Not the opposite- "your greatness compelling the vision." Many leaders get this backwards.

10. Your intentions and goals are clear. I know what I'm getting, and I'm never concerned about any alterior motives.

What else would you say are characteristics of an "all in" team player and leader?

What do you stink at?

We are all gifted in certain areas. Our areas of strength. Things we are good at. That we excel in. That bring us joy when working on. How about the things you stink at? That drain you. Your areas of weakness. That take you hours and hours to work on. That you dread at all costs.

Have you figured out What you stink at? Better yet, have you figured out what to do once you've figured out what you stink at?

My suggestion is that once you know your areas of weakness, and things you aren't good at, then start to fill in around those. Hire people or outsource to those who have strengths in your areas of weakness. Assign others on your team responsibility for the areas you don't excel in.

Many of us think that we should spend time working to improve our areas of weakness. Not true. As Maxwell says, if you are a 3 or 4 out of 10 in an area, the best you'll ever be is probably a 5 or 6. However, if you are a 7 or 8 out of 10, then you can be a 9 or 10 with more work and dedication.

Focus on the areas where you are a 7 or higher, not the areas where you are 5 or lower.

Don't try and become great at what you are not good at. Focus on your strengths and hire others to be great in areas you aren't.

10 Blogs I Read Every Day

1. Michael Hyatt 2. Seth Godin

3. Mashable

4. Fast Company

5. Perry Noble

6. TechCrunch

7. Pete Wilson

8. TED

9. Catalyst

10. Swerve

THESE ARE NOT THE ONLY BLOGS I READ EVERY DAY. I read way more than 10 a day, but only including these 10 this time. Just to clarify.

Also, wanted to mention a couple of blogs I would love to read every day but unfortunately they don't currently exist:

- Andy Stanley blog.... come on Andy!!! It's time!

- Bill Hybels blog.... come on Bill!!!

- Tim Keller blog....

- Jim Collins blog.... yes, please.

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Young Influencers List, July Edition

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Here you go, the July edition of the Young Influencers List. You can see all the past lists here. 1. Jumaine Jones- pastor of the The Bridge in Silver Springs, MD.

2. Sean Curran- front man and lead vocalist for the band Bellarive out of Orlando.

3. Tara Makarechi- project manager at Brand Apart, and business development for the Beck Group. Plus a host of other things.

4. Prashan De Visser- President and Founder, Sri Lanka Unites, which is committed to reconciliation and youth empowerment in Sri Lanka.

5. Sanga Samways- great communicator, funny host, youth pastor at Hillsong Church in Australia, and director of Youth Alive NSW.

6. Johnnie Moore- Campus pastor and Vice President of Liberty University. Author of new book Honestly.

7. Brandi Wilson- blogger, mother, wife and leader at Cross Point in Nashville, along with Leading and Loving It.

Be a Finisher

I love people who get things done. Who execute. Who make it happen. Who finish. Of all the traits of people on my team and of people I work with, for, alongside and in partnership with, the "finisher" trait always is one of the top at the list. When it comes to hiring new employees, I want a finisher. It is the #1 trait related to work ethic that I look for in a new hire.

In today's "free agent" culture, almost anyone can be an "idea guy." There is no lack of new ideas, new concepts, a new pithy word, a new organization, a new startup idea, or a new perspective. Ideas are a dime a dozen. And I get pitched constantly on a brand new concept or startup or idea that I know will never make it to the finish line because the person pitching me is not someone who can get it done.

Great teams move ideas from concept to completion. And to do that, you have to have finishers on your team. The folks who are intrinsically wired to make things happen, and bulldog their way to the finish line. The team members who find  joy in checking things off the list. But not just a task machine. Finishing is not just about completing tasks. What matters is whether you can carry the ball all the way down the field and cross the finish line, running over the goal line into the end zone.

How many projects are sitting in "idle" mode for you right now? Are you still "working" on that same idea from a couple of years ago?

Take a moment and think about who that is on your team. If you don't have someone in this role, go find them immediately. This is incredibly important if you are the leader- you have to have someone on your team in whom you have ultimate confidence that if you hand them a project, they will get it done... and without your constant management of them. The answer can't constantly be "we're still working on it....". That is an excuse for either being lazy or unfocused or in the wrong role.

For our team here at Catalyst, it is imperative that everyone ultimately plays the finisher role. Now some have to more than others, but no one can only be the "idea" guy. Everyone is required to execute and own projects from start to finish. It's a non-negotiable, and deep seated part of our culture. We take incredible pride in being able to take a concept and turn it into a finished project. This is a distinctive part of our culture and DNA here. We're serious about it.

10 Books worth a Read

Here are 10 books you should definitely put on your reading list for the summer: 1. Jesus, My Father, the CIA, and Me, by Ian Cron

2. Unbroken, by Laura Hillenbrand

3. Weird, by Craig Groeschel

4. Poke the Box, by Seth Godin

5. Quitter, by Jon Acuff

6. Erasing Hell, by Francis Chan

7. Those Guys Have All the Fun: Inside the World of ESPN, a compilation

8. Through My Eyes, by Tim Tebow

9. Danger Calling: True Adventures of Risk and Faith, by Peb Jackson

10. The Pastor: A Memoir, by Eugene Peterson

Do you need a little credibility?

Credibility- worthy of belief or confidence; trustworthy. Everyone wants to ultimately be incredible, but just as important on your list of t0-do's should be becoming credible.

Credibility is something we should all strive for. But gaining credibility- whether with your peers in the office, new clients, a mentor, your boss, leaders in your community, or just people you look up to- takes time and intentionality.

So here are a few thoughts from my perspective on gaining credibility:

1. Be Self Aware- first, you have to have an accurate understanding of who you are and where you are in life. A very clear and realistic picture of your self identity and current reality. If you are 24, you have to understand that life experiences and job experience probably aren't something you can hang your hat on when it comes to being credible.

2. Listen, Listen, Listen. Ask great questions of those around you, and then LISTEN to the answer. Don't talk until you have something to say. But learn to ask great questions and learn from them. This is especially true in a team environment or with someone you look up to.

3. Experience creates expertise- this is obvious, but sometimes we forget. Credibility comes with action- doing, not just thinking or talking. Jump in and get involved. Do something. A little dirt on your hands and sweat on your brow goes a long ways.

4. A platform takes time- it's just a reality. Most of us aren't patient enough to spend adequate TIME at DOING something until we gain a platform or credibility. We usually lose interest, get bored, or just simply move on to something else. The key- stick with it. Gladwell says it takes at least 10,000 hours.

5. Connect with leading organizations, networks and individuals- connect with companies, teams or individuals who are highly respected, and you'll gain respect. But the key on this- connect with them and ask how you can HELP them, not how you can gain from them.

6. Hungry 2nd, not arrogant 1st. Act like you don't belong. No one enjoys being around someone who thinks they deserve way more credibility than they really do. Stay hungry and motivated, with an attitude and posture like you really don't belong in the conversation.

7. Deliver. Do what you said you would do. Follow through. No matter how significant or insignificant the task or assignment, get it done. He who is faithful with little will be faithful with much. Credibility is built over time because of hundreds and hundreds of small assignments done well.

Jon Acuff is a Quitter

Yep, I said it. Jon Acuff is officially a Quitter. In a good way of course! Had the chance to catch up recently with my good friend Jon Acuff, blogger, speaker and best-selling author of Stuff Christians Like, as well as author of the recent release entitled Quitter: Closing the Gap Between Your Day Job and Your Dream Job

In Part One of the interview we discuss why and when quitting makes sense, how to best pursue your dreams, what happens when no one cares, is Quitter really a good book title??, and his upcoming Quitter Conference on July 30 in Nashville.

[vimeo]http://www.vimeo.com/25984664[/vimeo]

Stay tuned for Part Two of the interview later this week where I ask Jon to comment on five random topics.... Laughter guaranteed!

Your Best Marketing Tool

Marketing has changed in the last 10-15 years. Used to, if you had a good ad campaign, eye catching design and a well-written tagline, people would notice and take action. Not necessarily anymore.

In today's economy, your best marketing tool is a great product.

With so many things vying for our attention, getting noticed and standing out among the crowd is incredibly difficult. Thousands and thousands of marketing messages are all around us. On a constant basis.

To assure people buy your product, use your service, become part of your church, attend your event, interact with your website, subscribe to your blog, shop at your store, eat at your restaurant, or read your book- create something excellent!

Create something that people talk about. That stands out regardless of how much noise is occurring in the market. The kind of service or product that everyone wants their friends to experience up close.

A few great products that come to mind:

- Apple stuff

- U2

- Cirque du Soleil

- Pixar Animation

- charity: water

- TED

What other GREAT products or services come to mind that don't need a bunch of marketing because they are so incredible??

Tips on making creative meetings great

We have a big Catalyst creative brainstorming meeting today. 70 people together to dream big, think outside the box, and come up with some crazy ideas and antics that we might possibly pull off in October, or even sometime later in 2012 and beyond. Creative meetings are one of those things that take some intentional work to develop. So here are a few thoughts on making sure that your next creative meeting is great.

1. The answer is always "yes, and" and never "no, but" in a brainstorming meeting. Debbie downer and Mr. No aren't invited. Ever.

2. All ideas are welcome and needed. Many times the great ideas end up being an average idea that was built on and built on and built on.

3. If you have any leaning towards operations or finance or asking the question of "how much will that cost" then you are banned and can't ever come to a brainstorming meeting again.

4. Think/dream way bigger and with no limitations whatsoever. Try to develop ideas outside the norm and outside your industry or niche.

5. Make sure you do your homework. Research ideas, get on youtube for a couple of hours, see what others are doing, and intentionally find ideas and insight that will fuel conversations and idea development.

6. Record every idea that's thrown out. Capturing ideas and then being able to find them later and put them into action is crucial. Everyone thinks they can remember the best ideas, but literally within a couple of hours you'll have forgotten.

7. Music, vibe and atmosphere are crucial. Set a tone with the appropriate music, appropriate and energetic lighting, lots of snacks, and plenty of coffee and caffeine. A high energy environment makes being creative way easier.

Project 58: Collaboration and Hope around Extreme Poverty

I am really excited about the 58: project. And the word is getting out! CHECK OUT this USA Today article on project 58: from yesterday.

Is it possible for the Church to end extreme poverty in our lifetime? The answer may surprise you. It's time for our low expectations to change.

The stakes have never been higher. But, the news has never been better! The amazing news is this: extreme poverty is ending. The tide is changing. In just 25 years the percentage of people living in extreme poverty has been cut in half (52% to 26%). And every statistic is showing momentum toward zero in our lifetime.

Go to this 58: FACEBOOK page and join the cause right now.

[youtube]http://www.youtube.com/watch?v=_y7WDmgLcWk[/youtube]

So we are coming together. Not around a brand but under the only banner that matters – the name of Jesus Christ.

58: is inspired by Isaiah 58. Read it. And then read it again. Join in this commitment to live the True Fast and discover the amazing promises of God when you give up something good for the sake of something great. Discover what Isaiah 58 means for our generation.

We have the power and influence to literally change the world. And projects like 58: motivate and inspire me to continue moving towards the end of extreme poverty in our generation.

JOIN the cause today!

Are you replacing yourself?

What are some of the most difficult things in leadership? I would argue that replacing yourself is one of the most challenging parts of leadership- Succession is really really difficult.

Succession, simply the transition of leadership or power, is very difficult for most companies or organizations. Whether a Fortune 50 like GE, Wal-Mart, or Apple; a non-profit like the Red Cross, Focus on the Family, or World Vision; a small startup or family held business; a church of 200 or 10,000; or one of the thousands of mid sized companies across the country. In any case, this is a tough leadership paradigm to get right.

Large companies put millions of dollars into making sure succession is smooth and seemless. Look at Apple- succession from Steve Jobs to whoever the next CEO will be could literally cost the company billions of dollars in market capitalization, and even more in brand equity. It is a huge issue for the long term health of any company.

Family held businesses or “founder-driven” organizations are really at risk of bad succession plans. Most founders of family held or not for profit organizations can’t let go, and drive everyone crazy around them. Especially in companies that are highly missional- founders are great at starting and building, but usually terrible at letting go and allowing the organization to grow into a second phase of organizational life without them, with a different leader at the helm.

Here in America, we do a really good job of succession when it comes to our President. It is a civil and democratic process. Not the case in other parts of the world, especially in third world and developing countries. Leaders hold onto power and do everything they can to stay in the seat of President or Prime Minister way long after they should be there. Usually because the power of their position corrupts their realities at the deepest levels. I believe this is one of the major issues for these countries- bad succession leads to internal strife, violence and disruptions in growth. These leaders not only hold onto to their power, but fail to develop any other leaders around them to take over.

What about you and your current leadership realities? Whether a team, a company, a non-profit, a church, a family held business, or a Fortune 50, you should be thinking about succession. How are you replacing yourself? If you are not thinking about this, you are neglecting a core part of your responsibility.

A few things to consider:

1. Is it time for you to replace yourself? Have the courage to always leave before you need to or have to.

2. Who are you grooming to step into your role? Start looking and grooming the next leader way sooner than you think you need to.

3. Does the organization or initiative need a fresh perspective and fresh eyes? Most of the time the answer is yes.

4. Power corrupts. Don't let your power trip end up keeping you from correctly leading the organization into the next season of healthy organizational life.

5. The legacy of your leadership relies significantly on how well the organization continues to thrive after you are gone. Your replacement is a direct reflection of the quality of your leadership.

 

The Power of Margin

Margin is a powerful concept. For businesses, margin is one of your top priorities. Margin in business creates profits.

Margin in family creates memories.

Margin in our personal finances creates opportunities.

Margin in our lives overall creates options. Options to pursue dreams, think, pray, relax, meditate, process, grow and ultimately live life more fully.

As leaders, it is important that we create moments of margin for ourselves. Time to dream, time to laugh, time to retreat- on a regular basis, daily, weekly, monthly, yearly. Even if it is 5 minutes during the day to think, walk, pray, or simply relax. Margin gives us energy and renewed momentum and enthusiasm. And it is equally important to allow for margin in the culture of your team, and margin for your individual team members. Even something as simple as a funny story shared with the team, or a stop by someone else's office to catch up and say hi, or a quick review of pictures or great memories from something earlier in the year.

On the flipside, lack of margin makes us tense, creates stress and pushes for quick decisions. Lack of margin leads to stale and unhealthy relationships, and drives us towards the most available options at the time, but many times not the best. Lack of margin makes for rushed projects, for forced creativity, and for strategy that only thinks of the short term gains, not the long term opportunities.

Margin is the fuel for responding to the unexpected, and the option we all need for being more focused, intentional, life-giving and less stressed.

Average is... well, just average

Are you just being average? In your job? In your family? Your friendships? Your community? Your organization? Your Church? Your passions and hobbies? Your leadership? Are you typical? common? ordinary? all right? fair? everyday? commonplace? decent? moderate? customary? general? mediocre? run of the mill? tolerable? usual? All common synonyms of average. Yuck.

I don't know about you, but I don't want to be mediocre or tolerable or run of the mill. And let me clarify- we're not talking about whether you were a C student in Calculus or Chemistry or English class in high school, or being an athlete, or an amazing communicator, or an orchestra singer, or a world renowned pianist. There are certain gifts or wirings or areas where I'm going to be average at best, regardless. For example, I'm an average (maybe more below average!) basketball player. I'm never going to be better than average at basketball, no matter how much I practice and work out.

I'm referring to the things in life and leadership that we can control. That we can get better at. That require intentional focus and a mentality that says I'm not going to settle for just being okay. Areas where my competence can continue to grow.

Don't be that person who just does enough to get buy and keep your job for one more day. Don't be that person who everyone says, "yeah, it was an ok presentation, nothing out of the ordinary." Don't be the that leader who simply is trying to "not rock the boat" and hold on for as long as possible without stirring things up. Don't be that person who is the last option when it comes to helping out or volunteering because you have a reputation for just showing up but not helping. Don't be that person who your boss or employer has to painstakingly consider every quarter whether to have a sit down conversation about your performance.... "I like you Bob, but your performance and contribution to the team is just average." Don't be that person who no one wants on their team because they know you won't contribute anything to the conversation or to solving the problem. Don't be that.

There are way too many average people right now in the world. So... Right now, get up, straighten up, stand up, and do something extraordinary. Decide you want to be excellent. Do Something outstanding. Make today remarkable.

Being average is ..... just average. And being average needs to end.

 

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