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 firstname.lastname@example.org to schedule a complimentary, 25 minute coaching conversation with Gary Reinecke.
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:
- Experiencing God
- Spiritual Responsiveness
- Sacrificial Service
- Generous Living
- Personal Transformation
- Authentic Relationships
- Community Transformation (p.21)
- 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.
What is the difference?
In his book Sending Well, Dino Senesi differentiates the unique ways coaches and mentors, or consultants, operate: Coaches “Draw Out” while Mentors “Pour In”.
If you find your-self desiring to help disciples, or disciplemakers you are coaching by “drawing out” the best path forward, then you might want to explore the upcoming Disciplemaking Collective.
We will give you a sneak-peak of what to expect in the Disciplemaking Collective, meet the Disciplemaking Collective Training Team and have a chance to interact on the questions you need answered.
Disciplemaking Collective Overview WEBINAR
Can you block-out 35 minutes on March 5 @ 2:30pm PST/5:30pm EST for this important FREE informational webinar to learn more about the Disciplemaking Collective?
Please register here to confirm your spot and write “Disciplemaking Collective Overview” in the Message box. Click Disciplemaking Collective Overview Login to enter the webinar.
Thank you for your continued passion and commitment to developing the healthiest, disciple-making movements possible. We’re looking forward to supporting you in every way we can.
The Disciplemaking Coaching Collective Training Team!
Gary Reinecke – Church Health Coach Facilitator
Daniel Bethel – Missionary & Disciple-Making Catalyst
I like the statement, “First things First” coined by Stephen Covey. The intent is to ensure that the most important things get done first. Why is this important? Because other important, and urgent issues, get in the way.
Imagine if you were to give attention to the things that matter most in 2018. What difference would that make… for you? the people you love? the people you lead? the community you serve? the world?
Too often I get caught up in the business of life and the tasks of work, and lose site of the main thing.
Here is a very common situation around this time of year. The dust is beginning to settle on those resolutions made on January 1. Exercise is a classic. I notice more cars in the parking spaces at the gym in January, more people riding bikes and jogging. When we hit February the numbers begin to drop. By March and April, it is back to the norm. Why is that?
I suggest it is Mission Drift. Mission Drift is that very natural phenomenon that occurs when a new habit is being formed. There is that initial euphoria that exercise provides. After a few weeks, the realization sinks in – “this is hard work!”
How can we as Christian leaders stay focused on the main thing. Three questions to ask yourself to prioritize Disciplemaking:
- What shifts do I need to make in my behavior to line-up with my values?
- Who can I connect with for support?
- Where can I acquire the skills and refine my process?
Here is an opportunity to keep discipelemaking in Quadrant II – Important & NOT Urgent. Learn about the Disciplemaking Collective that begins this April. The Collective will be a great place for you to connect with on on the same journey to stay On Mission. The Disciplemaking Coaching Guide & Storyboard are the resources we will use.
Please send any questions that you have about the Disciplemaking Collective by clicking here.
I was coaching a leader recently and asked him what he is learning about himself. He paused, then shared:
I am learning the importance of taking time to slow down, reflect and see the progress I’ve made.
It is interesting, the more we “advance” as a species, the more we seem to need time and space to reflect.
Further, he went on to say:
Our coaching time together is the only time I slow down and reflect.
Why do you think that this is the case?
My hunch is that our fast-paced society is not conducive to slowing down and reflection. I can use all sorts of excuses, but I hold to the truth, the things I value are the things I actually do! One of my goals is to re-think my rythms for 2018.
Here is a helpful resource to learn how to manage the internal urges that we all have, to stay busy and in a non-reflective state. The Emotional Intelligence profile will give you and those you coach a starting point on addressing this important area. I’ve used this assessment on numerous occasions and it oftentimes kick-start a fruitful conversation on ways to be more self-aware to the need to be more reflective.
Check out InFocus Collectives 2018:
Collectives create the time and space for leaders to slow down, reflect – then arrive at new ways of thinking and doing.
10% discount for registrations prior to January 1, 2018