On Leading Well

Tag: Leadership

  • Guest post: A Tale of Two Leaders

     

     

     

     

     

     

     

     

     

     

    It seems appropriate in this the 200th anniversary of Charles Dickens’ birth that we look at a tale not of two cities but of two leaders.

    In our leader-obsessed culture perhaps we should focus not on the leader but their leadership.

    These two pictures portray leaders in action.

    The leader in the left hand picture is serving the other person by enabling them to get to their level. The leader in the right hand picture is serving the other person by enabling them to go beyond him.

    These pictures take us to the very heart of the issue, which is an issue of the heart. Where does a leader find his or her sense of identity? Is the leader secure enough in who they are and therefore willing to enable others to press on to higher things?

    In the life of Jesus we see this second picture of leadership. John 13:3-5 informs us:

    Jesus knew that the Father had put all things under his power, and that he had come from God and was returning to God; so he got up from the meal, took off his outer clothing, and wrapped a towel around his waist. After that, he poured water into a basin and began to wash his disciples’ feet, drying them with the towel that was wrapped around him.

    Unless we as leaders are secure in our position and in our identity, we will be unable to resist the temptation to solve other people’s problems (because it makes us feel good and massages our ego) instead of coaching our people and teams to solve their own problems. This is true empowerment. This is multi-generational servant leadership.

    What do you think?

    My friend and personal coach Paul Duncan lives in the UK and has been on staff of Agape (CCCi) since 1985. He currently is an executive agent for the European LDHR Director. He holds a Masters in Coaching and Mentoring from Oxford Brookes University; he is married with two daughters.

    Email: [email protected]

    Paul on Facebook

  • Why Leaders Fail: Shameless Self-Promotion

    What’s the top reason leaders fail?

    It’s not illicit sex, financial mismanagement, or being overpromoted while underskilled.

    According to a large amount of research — biblical, contemporary, and my own interviews of 80 top leaders with whom I work in a multinational organization — the answer is PRIDE. In many cases, people named isolation and disconnection from relationships as precursors to moral failure. The root cause was often identified as pride.

    “Pride goes before destruction, and a haughty spirit before a fall,” wrote the wise author of Proverbs 16:18. The apostle Peter, #1 leader of the early church, taught that “God opposes the proud, but gives grace to the humble” (1 Peter 5:5). Jim Collins and his team researched tons of failed institutions and concluded in How the Mighty Fall that the first of five stages of decline leading to failure is “hubris born of success.”

    All this data has sensitized me to subtle forms of pride in my own life. Like an unwillingness to admit blame for something, or reluctance to thank someone, or desiring credit for an idea. My sensitivity has been heightened through indepth study of Jesus, the servant-king, portrayed by Isaiah as one who was humble, merciful, faithful, and who did not raise his voice in the streets.

    Humility stands out in sharp contrast to the shameless self-promotion over 110 million viewers witnessed in last night’s overhyped Super Bowl. Madonna, still a brilliant entertainer at 53 years of age, performed a new song focused solely on L-U-V Madonna. We expect that from her.

    But I don’t expect it from some of the strong men of faith I’ve been following on Twitter. Recently I have noticed that the vast majority of posts from two particularly influential Christian leaders have fallen into the same category of shameless self-promotion. Not just personal updates; those are fine. They humanize us. But incessant deluges of tweets with links to more and more of their own stuff. I find myself praying for them — and for the rest of us — not to succumb to the fervor of pride so easily fanned into flame by social media.

    What do you think?

  • Guest post: 3 Essentials for Shared Leadership

    Guest blogger Gary Runn has served with Cru for over 30 years. For the past five years he and his family served in Florence, Italy where he focused on leadership development for the national ministry. He currently serves as National Director for Leadership Development of Cru City in Austin, Texas. He’s also my brother-in-law and blogs at garyrunn.wordpress.com.

    We live in dynamic times regarding culture and the mission of extending God’s kingdom. New leadership paradigms and fresh learning are necessary elements in stewarding well the resources that God has entrusted to His people.

    In a previous post on this blog, Ken Cochrum has argued for Shared Leadership. I think Ken is correct in his estimation of what it is going to take to lead in ever increasing complexity. Ken quotes Marshall Goldsmith in defining what is meant by shared leadership. At the heart of the definition are three key components: maximization of resources around you, empowerment of others to contribute well and opportunity for true leadership out of expertise. This is not leadership by committee. This is leadership at its highest level that can navigate the complexities and steward critical resources towards the best possible solution-all the while raising the leadership culture around them to new heights. But ultimately what a leader does will never outpace who a leader is. This style of leading requires some growing character qualities to ensure both a good environment and a good result. It requires letting go of one’s ego — the exaggerated sense of self. I will suggest three character qualities for your consideration.

    Humility
    For the Christ-centered leader humility is always required. But in a command and control style this can be feigned and expressed in measured doses. If a leader is aiming for a shared leadership style this is the starting point and must prove consistent day in and day out. Humility is not thinking less of yourself — it’s not thinking of yourself at all. Humility is the character trait that allows you to get out of the way so others can succeed-again, shunning any form of egotism. Humility actually lends itself to bold ideas because there is nothing personally at stake. The mission and God’s agenda are the only things at stake. Humility is what allows the leader employing this style to empower others. Humility by definition does not have to be the epicenter of power. It rightly shares power with qualified others. A right estimation of self and God is at the epicenter of humility.

    Determination
    The error of a command and control style of leadership is that it is extremely limiting. You are limited to the best and worst of who you are. But the potential error of a shared leadership style is a watered down, fluffy solution with no visible impact. You could end up with leadership by committee and greatly reduce impact. Determination is needed to keep God’s agenda and organizational calling in the forefront. The idea of shared leadership is to get to a better, more impactful solution through partnering efforts. But this requires a leader who can keep connected efforts on track and moving in the right direction. This is knowing when to provide accountability, correcting insight and a refocused vision.

    Authenticity
    This one might surprise you. But good partnership requires safe relationships. There has to be a leadership environment where divergent opinions can be freely expressed. The best way I know to create safety is if the leader demonstrates true authenticity. This means that the leader is able to admit mistakes, weaknesses, and limitations. This also means that the leader can freely encourage and praise the contributions of others. People readily follow gracious, authentic leaders. Leaders should always be conscious of the working environment around them and the development of leaders around them. An authentic leader fosters a safe, energetic collaboration environment.

    Where are these traits nourished and grown? At the foot of the cross. Our constant recognition for the grace of the gospel is the soil for growing these qualities. A helpful fertilizer is regular feedback from peers, superiors and those you lead. A deadly weed is letting egotism run rampant. Shared leadership in all of its varied expressions is the way forward. Will you strive to become this type of leader?