Life-long learners constantly cycle through a developmental process to sharpen their leadership skills. It may be intuitive or it may be intentional. But the 6 steps are real: LEARN-EMPOWER-ASSESS-DECIDE-EVALUATE-REVIEW.
John was struggling. He served as a volunteer organizing various mission events, with amazing results. But then he was asked to lead the Global Outreach Ministry for his church.
He was flattered, excited – but overwhelmed.
- How was he going to lead?
- Who was he leading?
- And most important, where was he supposed to start?
That’s when we met.
Too often, people are put into leadership positions without the tools, skills or understanding required to lead. What normally happens to people is that they either pursue help OR they die! The death of a vision leads to the death of a leader. Worse yet, the leader becomes frustrated, apathetic and disinterested in everything to do with the “church”.
Back to John, after he brought me up to speed, I asked him some questions and as he reflected – he began to calm down. John shared his heart for missions, and for the Global Outreach Ministry.
- He had a vision.
- He had ideas of what he didn’t want – essentially he did NOT want to work alone!
- He DID want to become more effective at helping others lead essential areas of the Global Outreach Ministry.
As a leader, one thing you must ask is – Where do I begin?
Here are three questions I asked John:
- What are your strengths?
- What essential skills are necessary?
- Who do you need?
John had recently completed an assessment that the entire church staff was asked to take. We discussed the strengths he brought to a team. And then identified some areas he did not enjoy, what he lacked and potential blind spots. Finally, we identified what it would take for his team to be successful and who would be good to have on his team.
John is in the process of:
- Learning who he is as a leader.
- Learning about the various roles he needs to fill on his team.
- Learning who he could approach as potential members of his team.
Learning is an important step in the Leadership Development Process. But Learning in itself is not enough. In fact, going to a workshop, listening to a podcast or even receiving a degree in leadership does not guarantee a person can lead. I’ve found that many people have knowledge but lack the experience of actually leading a team. Applying the knowledge and learning from success as well as failure is critical in the development process.
Questions for your reflection:
- Who are you developing?
- How are you helping them learn about themselves and the people on their team?
- What possibilities are there for them to take the next step forward?
The next step in the journey to develop as a leader is – Empower. Empower team members to help them clarify “whats next”. This is where we will pick-up next week.
Learn about the 2019 Collectives. Each Collective will engage you in the 6 Step Leadership Development process above.
Related Leadership Development Resource:
Love is a wonderful noun – but a challenging verb!
It is one thing to love someone or some thing. It is quite another to show love for a person.
The vertical dimension to “love God”, requires belief. The horizontal dimension, to “love your neighbor”, requires action.
Here are four steps to love your neighbor.
4 STEPS TO LOVE YOUR NEIGHBOR:
- Prayerfully discern a “neighbor” in need.
- Identify the need.
- Offer to help.
- Let God use you.
We have done this as a small group and have witnessed God do some amazing things. Who are some people your group could serve?
Key questions to consider:
- How do you express your love of God?
- Who is your neighbor?
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Learn how Collectives can help you make these shifts to raise your coaching game.
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The impact of a coach on a team is tremendous. It can make the difference between winning and losing. Think Steve Kerr and the Golden State Warriors.
It is the same in disciplemaking and church planting. A leader with the right approach, who has developed the necessary skills and has the temperament to coach people to take action, has a tremendous advantage.
A group I worked with recently has a number of pastors and church planters learning the art of coaching. One leader shared the dramatic change in people when he has taken the coach approach. In several conversations when he was asked for advice, he turned to the individual and challenged them to reflect and brainstorm solutions for themselves. In just about every case, the people have responded enthusiastically and taken responsibility for their actions. This is the power of a coach approach.
Making this change is significant, strategic and sacrificial. Here are five shifts that occur when a leader moves from being indispensable to an empowering leader:
- Shift from being viewed as the expert vs. viewing the other person as the expert
- Shift from being the center of the conversation vs. supporting the other person
- Shift from being the advice-giver vs. listener
- Shift from being the creator of the agenda vs.hold the other person accountable for the agenda
- Shift from being responsible to take action vs. empower the other person to take action
What could be the impact if you were to make these shifts?
- You will help people think for themselves, foster a high sense of ownership and take action!.
- You will expand your circle of influence so that you are not the only catalyst to lead an initiative, implement change or create a new culture.
- You will accelerate the process of:
- Leadership development
- Church Planting
Collectives are focused learning intensives to train you, and the leaders you are empowering, in the best practices of coaching to make those shifts.
Two Collectives are being offered this fall:
What lesson can we learn from the best coaches in the world?
What do world-class; truly world-class coaches do that set them apart?
Let’s take a look at the world of professional sports and assess what coaches at the highest level do that translates into the ministry coaching. For instance, one of the most successful football coaches in European club football is Zinedane Zidane of Real Madrid. Not only was he one of football’s greatest players of his generation; but now is approaching his team’s third European Championship – in a row. A feat that has only been achieved by Bayern Munich from 1974-1976.
For our purposes, what can we extract from what Zidane does that applies to how we approach coaching disciplemakers and leaders?
First, Zidane understands the game.
Second, he knows his players.
Third, Zidane makes the right decisions at the right time.
I realize that I am making a leap to suggest that coaching in the sport’s context can cross-over to coaching in a ministry context. But aren’t these worth consideration?
Let’s take that first one today – Understands the game. Zidane knows what, how and when to makes adjustments so that his teams score, defend and close-out games. What you also sense from Zidane is, he knows how to handle defeat.
For instance, last week Real Madrird played Bayern Munich in the European Cup Semi-Final in a home and away series. In the first leg in Munich, Real Madrid went one goal down early in the match. Zidane made changes to the squad and they fought back, away from home and won the match, 2-1. In the home series it was Real Madrid that proved their superiority once again with a convincing win, thanks to a critical mistake from Bayern’s goalkeeper.
When coaching disciplemakers and leaders, it is imperative we understand the “game”. What I am suggesting is that we must understand the process of making a disciple; and the process of developing a leader; so that we will know how to help people:
- make adjustments
- do what is required to advance
- handle set-backs.
These are just some of the complexities of the “game” that we are asked to play as we coach disciplemakers & leaders.
Here are three questions for your reflection:
- What developmental process (disciplemaking & leader development) has worked for you in the past?
- How do you engage people in a developmental process?
- What would make the process reproducible?
I have found the two coaching resources below helpful to define the pathway for disciplemaking & leader development:
- Making Disciples Storyboard
- Leadership Multiplication Pathway
Very seldom do I watch the footage after a football match; but when Liverpool plays I enjoy watching Jurgen Klopp celebrate, encourage and, if necessary, console his players. His self-awareness sets him apart from other managers. This is why he is considered one of the most emotionally intelligent coaches in the game today.
Klopp is one of the most successful and sought-after football managers in the world today. He coaches Liverpool FC of the English Premier League. He is also a Christian and willing to share his views about faith – read more here.
In a BT Sport interview, “The Man Behind The Manager”, Klopp was asked: “How would you describe your style of leadership?”
His response was spot on: “Giving the right advice in the right moment.” He also expressed his desire to manage each of his players differently by remaining “close to the human being”. And finally, his commitment to helping the club, fan and players succeed by giving everything of himself “freely and expect others to do the same”.
Klopp’s ability to manage and get the best from his players is exceptional. He admits that he is not the smartest (or has the highest IQ); however, his EQ sets him apart and is legendary in the highly competitive, highly stressful and highly compensated sport of football at the highest level.
In the book Emotional Intelligence 2.0, Travis Bradberry and Jean Greaves break down EQ into four key areas:
- Self-Awareness: is your ability to accurately perceive your own emotions in the moment and understand your tendencies across situations.
- Self-Management: is your ability to use your emotions to stay flexible and direct your behavior positively.
- Social Awareness: is your ability to accurately pick up on emotions in other people and understand what is really going on with them.
- Relationship Management: is your ability to use your awareness of your own emotions and those of others to manage interactions successfully.
Consider the people you are currently coaching and developing, assess their EQ using the 3-point scale below:
- Low = unaware
- Medium = somewhat aware
- High = always aware
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 us to schedule a complimentary, 25 minute coaching conversation with Gary Reinecke.
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
- Low = lacks drive
- Medium = solid work ethic
- 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 email@example.com to schedule a complimentary, 25 minute coaching conversation with Gary Reinecke.