Hungry like Pep Guardiola

Hungry like Pep Guardiola

Last week I introduced three virtues of a coachable person based on Patrick Lencioni’s book entitled: The Ideal Team Player. The three virtues: Hungry-Humble-Smart are also wonderful traits of a coachable person. I will address each of these in the upcoming blogs beginning with the trait of a “hungry” person.

In case you missed it, Pep Guardiola led Manchester City to the English Premiership title last weekend. To no one’s surprise, the club completed the feat with 6 games remaining in the season. This gives them the chance to accumulate the most points ever during the course of a single season – and chances are, “Pep” will see his team reach that goal.

Beyond his desire to win is a relentless thirst to learn and be a student of the game so that he can find new ways to surprise his opponents. He is regarded as THE BEST manager in the game of football (soccer) today – and perhaps of all time. *He was the third of four children born to Valenti Guardiola, a bricklayer, and Dolors Sala and raised in a working-class home with solid family principles and a clear sense of dignity.  His unquenchable thirst drives him to succeed, challenge his players and feed the wild beast within.

*If you are interested in reading more about Pep Guardiola here is the link to an article highlighting his journey that created his incredible appetite and work ethic.

When identifying leaders to coach, having a hunger to learn, continually improve and achieve, is critical to a fruitful coaching relationship. Nothing is more inspiring than a person who has the desire, that drive and grit to grind it out when hard work is required. This hunger will drive the agenda for many a coaching relationship.

Consider the people you are currently developing, assess each by their willingness to word hard using a 3-point scale

  1. Low = lacks drive
  2. Medium = solid work ethic
  3. High = crushes it at every opportunity

Now consider people you want, or should be developing, using the same scale.

What new insights do you have?

If you would like to process this further, please e-mail to schedule a complimentary, 25 minute coaching conversation with Gary Reinecke.

What are the virtues of a coachable person?

What are the virtues of a coachable person?

Cristiano Ronaldo is a lot of things. 

This week Real Madrid played Juventes in the second leg of a home and away series.  The caption under the photo reads:  Cristiano Ronaldo shows what he is made of after scoring the penalty that saved Real Madrid from Champions League humiliation against Juventus.  The man is a beast on the football (soccer) pitch!  

Ronaldo is a champion, he loves the BIG stage, he is THE MAN when everything is on the line.  In addition, he is seldom criticized for his humility.  I’ve found that humility is one of the key qualities of a coachable person in the arenas you and I minister.

What makes a person coachable?  I’ve been asked this question and have thought about a concise response. Most of the time, I vett potential leaders that I am considering to coach using my intuition.  Here are some of the issues I consider:

  • Like-minded vision
  • Like-minded values
  • Like-minded expectations for coaching
  • Alignment in the “x” factor(s)
  • And the all important – chemistry!

In general, I believe a coachable person is one who is willing to work hard. A coachable person is teachable, that is, they desire to learn and grow. A coachable person possesses a high degree of self-awareness.

Do you coach leaders within local churches?

Do you coach leaders in church planting networks?

Do you coach leaders in mission societies?

I’ve coached leaders in the venues mentioned above at about every imaginable position, and for years I’ve had the good fortune of attracting people who fit the description of a coachable person above. When I hear leaders struggle with people they lead, supervise and develop; I’ve discovered that the three virtues Patrick Lencioni identifies in The Ideal Team Player provides a great framework to vett strong team members, employees and people you want to coach. Let me suggest the three virtues, along with a key question that I use to help vett potential leaders to coach.

Three virtues of a coachable person:

  1. Hungry – Is this person a hard worker?
  2. Humble – Is this person eager to learn?
  3. Smart – Is this person emotionally self-aware?

Of course, if you are leading a team and you have inherited the members of the team, you must work with the personnel you have. As a church planter, you may not have the luxury to recruit the ideal team player; but this gives you an idea of the qualities to look for. Likewise, when people approach you to coach them, these virtues along with the clarifying question can guide your decision-making process.

The three qualities were identified in The Ideal Team Player by Patrick Lencioni; and provide a helpful description of who would make a good candidate for you to coach.

Do you have a leadership pipeline?

Do you have a leadership pipeline?

Not too long ago I was asked to recommend a book to help churches design a leadership pipeline. A “leadership pipeline” is a leadership development process that helps local churches establish, grow and reproduce leaders. At that point in time, when I searched my mental files, I came up short. Today, I can answer that question with a resounding “yes”.

“The Leadership Difference”, by Robert Logan, offers principles for the leader who’s vision is to develop other leaders. Reflection questions with related resources enable reproducing leaders to create their unique development process.

When discussing leadership development with other leaders, I’ve discovered the lines between discipleship and leadership are often blurry. In fact, some would argue, discipleship = leadership development. There is some truth to that statement. Logan makes the case and captures the essence of that dynamic; the relationship is one of interdependence:

Discipleship is the often less visible but absolutely essential foundation upon which leadership must rest. Without it, everything else collapses (p.19)

But there are also differences. The author makes a clear distinction between Discipleship Competencies and Leadership Competencies:

Discipleship Competencies:

  • Experiencing God
  • Spiritual Responsiveness
  • Sacrificial Service
  • Generous Living
  • Disciplemaking
  • Personal Transformation
  • Authentic Relationships
  • Community Transformation (p.21)

Leadership Competencies:

  • Personal Development
  • Developing Leaders
  • Leading Teams
  • Organizational Development
  • Communication Skills
  • Pastoral Skills (p.26-27)

This alone is worth the price of the book. A more complete list is presented in Appendix A and B. Clarifying the two creates a clear distinction. This allows a leader to design her/his own leadership pipeline, with the end in mind.

Logan is one of the leading thinkers in church planting and leader development today. His extensive experience as a coach, consultant and trainer in 30+ countries, spans four decades and gives him a broad base from which to draw. Logan is constantly asking God: “What’s next for the church to grow and reproduce healthy disciples and leaders?”

I highly recommend “The Leadership Difference” when you are being asked to build a leadership pipeline in the church or ministry you serve.

A New Commandment

A New Commandment

Christ’s “mandate” is commemorated on Maundy Thursday—“maundy” being a shortened form of mandatum (Latin), which means “command.” It was on the Thursday of Christ’s final week before being crucified and resurrected that He said these words to his disciples:

“A new commandment I give to you, that you love one another: just as I have loved you, you also are to love one another” (John 13:34).

It is a solemn time for people of Faith.  Jesus supped with his disciples, washed their feet and warned them of what was about to come.  In our rush to move to Sunday with the anticipation of Christ’s resurrection we can miss this critical moment in time.

Several years ago I was asked to play THE part for our church’s dramatic presentation of the Lord’s Supper on Maundy Thursday.  I memorized and recited the John 16 passage, word for word, verse by verse.  Through that exercise I lived the Last Supper in my mind and with my co-actors.  It became more and more real to me the closer we approached the evening of the performance.

I remember the solemn posture I took as I embodied His words.  I imagined the humility that was required of Jesus that night.  The fear that must have surrounded his thoughts.  But in the midst of all of that, he embodied the essence of his life in a new command: “that you love one another: just as I have loved you.”  A message our world so desperately needs to embrace today!

As we pause to reflect today on what Jesus did, let’s not forget His exhortation to pass on the love that comes through His life, His grace and His love.

Two weeks before we launch the Discipleship Collective

Two weeks before we launch the Discipleship Collective

In case you missed the Disciplemaking Collective Overview and would like the view it – click here.

Two weeks from today we launch the Disciple Collective on Monday, April 2 @ 3:30pm PST, 6:30pm EST.  The Collective is designed for a pastor, church planter or lay person who is serious about making disciples but could use a more comprehensive approach combined with the relational support of a coach.  If you have someone in your team, congregation and/or network that fits this description, please forward this blog to them:

Three qualities of a Disciplemaking Collective participant:

  1. Hungry – engaged in the Harvest.
  2. Humble – eager to learn.
  3. Smart – emotionally aware.

These qualities were identified in The Ideal Team Player by Patrick Lencioni; and provide a helpful description of who would make a good candidate for the Disciplemaking Collective.