Mistakes leaders make (5/10)

I’m working my way through a book, The Top 10 Mistakes Leaders Make, by Hans Finzel, and I’m really enjoying the challenge. So for the next ten Saturdays I want to work through these ten mistakes, knowing that they apply to CEOs, ministry leaders, parents, teachers, coaches, pastors and just about anyone in any kind of leadership role.

1. I promise to keep my summaries short(ish), and I would love to interact with your thoughts as we go along. These mistakes are listed in order of how they occur in the book, not necessarily how I would arrange them. Overboard Leadership requires an honest self-evaluation of each of these shortcomings (sins?) of leaders. Looking for missed posts, click here: Mistake #1, Mistake #2, Mistake #3, Mistake #4)

-----

Mistake #5: Dictatorship in Decision Making

National dictatorships are great if you want a quiet, generally pretty calm and usually a very predictable life. Dictators bring a form of peace that many leaders crave. But it’s a “peace” that comes by crushing the creative spirit and by devaluing the individual. Dictatorships work because people are marginalized into a “collective.”

And dictatorships fall because individuals rise up. People tired of oppression, tired of a joyless existence and tired of having life sucked out of their daily effort to survive wake up, rise up and seek their freedom.

In the same way, a leader -- in the office or home or ministry or team -- who leads like a dictator, sucks the life out of an organization and reduces people to being task-monsters. As Finzel states well, dictators believe that they have “special knowledge or an anointing that gives him or her the inside edge on truth...” They alone determine direction and they alone have the answer for every dilemma the organization faces.

As mentioned in Mistake #1, top-down leadership, the greatest good a leader does is empowering her team for success. Dictators short-circuit the success of the team by implementing their own ideas, randomly changing direction, or by sabotaging or down-playing the victories of others.

In contrast to the dictator, stands the servant leader. This leader is willing to facilitate the growth and achievement of his team, instead of crushing it by trying to control every aspect of the ministry, business or family. While Ephesians 4:12 is a specific call to pastors, I think all leaders would benefit from Paul’s words about growing others to be established in the work you are leading:  [God appointed leaders in the church] “to equip His people for works of service, so that the Body of Christ may be built up...” God didn’t appoint dictators to tell everyone how to do their jobs correctly. No! He appointed leaders to inspire others to serve, to expose the giftedness of others and to create an environment where everyone reaches the main objective under the direction of a serving, facilitating leader.

Here are 7 signs that you are leading like a dictator (or working for one!):

1. Information silo: You control the flow of information, including schedules, menus, long-term plans etc... It’s all in your head, or maybe even written out in a document, but it only changes when you change it.
2. Idea threats: You feel threatened by the ideas of others, especially Mavericks (see Mistake #4). When you hear a new idea that isn’t yours, your first reaction is usually “No.”
3. Flow chart: Your leadership flow chart is top-down. It doesn’t matter how wide it stretches, or how many arms come off your position, your position is always seen as “on top.”
4. Unknown culture: You are distant from those you lead. You don’t really know what’s happening in their lives, and honestly, you may not even care. You keep an arms-length approach to work or family relationships.
5. Defensive posture: You are defensive any time someone challenges or confronts you. You avoid honest sit down conversations with your team of followers, and you excuse away or blame others when your leadership is questioned.
6. Control decisions: You make all of the decisions, or limit them to an elite team of board members or friends.
7. Sudden changes: You make sudden changes in direction, in spending, in personnel and in general day-to-day work. Because you control the info, see ideas as threats and control decisions, sudden shifts in any aspect of the team, ministry or family is your prerogative.

Kaleo Korner 

(From my friend, Justin Vanrheenen, founder of Kaleo Media)

Let’s get real for a sec. Can a dictator change? Here’s my answer. NO. A dictator can not change, will not change, and if you work for a dictator, you have one option; resign and find a new job.

We all like to think that we can be the change, but sometimes you can’t. Hear me on this: because you can’t change the situation, it doesn’t make you a failure. Look at countries that have dictators, they have three options; military coup, get out or die. Assuming a military coup isn't a wise idea for your situation, there isn’t a middle ground.

Sometimes getting out will feel like death. You may take a hit to your reputation by the dictator. You may be ridiculed, and scorned in the process, by the dictator. But get out before you face emotional, relational, or physical death. There is no loyalty to any dictator worth your life!

By contrast, here are 7 signs that you are leading differently:

1. Delegation: You delegate meaningful decisions to others, even decisions that rest in your areas of “control.” You willingly share your authority.
2. Involvement: You want to include as many team members as productively possible in the process of achieving success.
3. Information aqueduct  You want ideas and info to flow freely, to and from every member of the team.
4. Development: Personal and team development is a crucial part of what you do.
5. People: You see people as the organization’s greatest resource; not money, not buildings and not programs.
6. Freedom: You give people real freedom to express their creativity and to make significant decisions.
7. Accountability:  You maintain healthy accountability with your team, and support decisions you’ve released others to make.

Hans concludes this section by identifying two main characteristics of leaders who avoid decision-making dictatorships. One, they preserve the dignity of each individual and, two, they promote freedom and corporate creativity.

By contrast, dictators are hard to work for and impossible to please. Justin and I were emailing about this post, and we concluded that dictators remind us of the pharisees in Jesus' day. In fact, Jesus rebukes them because they ruled the people so harshly. Listen to how He describes them:

"They tie up heavy loads and put them on men's shoulders, but they themselves are not willing to lift a finger to move them" (Matthew 23:4).

"They love the place of honor..." (23:6).

"You [the pharisees] have neglected the more important matters of the law -- justice, mercy and faithfulness..." (23:23).

"...inside they are full of greed and self-indulgence..." (23:25).

"...on the outside you appear to people as righteous but on the inside you are full of hypocrisy and wickedness" (23:28).

To Justin's point above -- that dictators can't change -- think of the fact that even Jesus came to pharisees, confronted them and challenged them and what was their response? "Crucify Him! Crucify Him!"

It's true that a handful of pharisees were changed by Jesus, but the vast majority of them remained stuck in their stubborn, hard-hearted ways.

How are you leading your followers (Family, business, church, ministry, organization, team...)?

Go ahead and take the plunge, your leadership will be better on the water!

Mistakes leaders make, 6/10

Special thanks to Justin VanRheenen, friend and founder of Kaleo Media. If you want to increase your online presence, or improve your social media content and skills, contact Justin and learn from him!

Mistakes leaders make (4/10)

I’m working my way through a book, The Top 10 Mistakes Leaders Make, by Hans Finzel, and I’m really enjoying the challenge. So for the next ten Saturdays I want to work through these ten mistakes, knowing that they apply to CEOs, ministry leaders, parents, teachers, coaches, pastors and just about anyone in any kind of leadership role. I promise to keep my summaries short(ish), and I would love to interact with your thoughts as we go along. These mistakes are listed in order of how they occur in the book, not necessarily how I would arrange them. Overboard Leadership requires an honest self-evaluation of each of these shortcomings (sins?) of leaders. Looking for missed posts, click here: Mistake #1, Mistake #2, Mistake #3)

-----

Mistake #4: No Room for Mavericks

Mavericks are the small segment of the population that are born with a different perspective. They don’t live inside any box, and they don’t naturally conform to the cultures in which they live and work. These people often feel like they don’t “fit in” because, truth is, they don’t!

If you have more than one child, you may know exactly what I’m speaking about! You probably have a child who just sees the world differently and no matter how hard you try to explain life to them, they just don’t seem to “get it.” The problem is, most of us, inadvertently, try to squash the mavericks from family influence -- or office expression -- as we stifle their creativity in an attempt keep things “normal.”

Generally, it’s not that mavericks try to make things hard, and generally, I don’t think most people intentionally try to block the influence a maverick can have. Rather, our homes and businesses and ministries and schools and organizations become so set in their ways, that without knowing it, they push away the very help they need. I find it ironic when an organization is formed out of a cry for change (like many church plants) but then themselves become a stagnant body that rejects change in the future!

Hanz writes, “Organizations (businesses, families, schools, ministries) have nasty habit of becoming institutionalized.” He continues, “Movements become monuments. Inspiration becomes nostalgic.” In other words, every organization experiences life cycles, much like a human moves from birth to death: birth, infancy, childhood, adolescence, adulthood, middle age, golden years, old age and death. In the human existence, there is no way to reverse the cycle, but in organizations, there is: introduce a Maverick into the group!

Instead, however, most organizations opt to stifle the mavericks and try to keep them away from influence. Finzel gives five signs that suggest an organization is afraid of mavericks and headed for demise:

1. They create as many layers of management as possible for decision making.
2. They keep looking over the shoulders of employees, micro-managing them.
3. They make the policy manual as thick as possible.
4. They send everything to committees for deliberation.
5. They make new ideas and maverick leaders wait.

Kaleo Korner

(From my Friend, Justin VanRheenen, found of Kaleo Media)

My name is Justin. Am I’m a Maverick. **Hi, Justin**

I think of the greatest Maverick in the Bible, Peter. I love this guy. In John 21, after Jesus appeared to Peter and several of the disciples who were out fishing, He joins them on the shore to have breakfast. Now this is after Peter had tried to rebuke Jesus, cut off a dude’s ear, and denied Jesus three times, within a week. Think about that. If you’re a manager or pastor and someone screwed up this many times in a week, you’re ready to have a meeting aren’t you? So was Jesus.

So on the shore Jesus is having this meeting with Peter. And Jesus asks Peter, “Do you love me?” There are three greek words for love. Eros (a steamy passionate love; erotic), Phileo (a sibling kind of love), Agape (a fall-on-a-grenade-for-you type of love; self-sacrificing). The word that Jesus uses for love here is the word agape. “Peter, do you agape me?” Peter responds, “Jesus, you know that I…” **now watch this** “…phileo you?” Did you see that? Jesus asks a very specific question and Peter can’t answer it. But Jesus says “Feed my lambs.” WHAT?!

Jesus asks Peter again if he loves Him. “Peter, do you agape me?” Peter again responds. “Yes, Lord; you know that I phileo you?” Does Jesus say, “DUDE!! DO YOU NOT HEAR THE WORDS THAT ARE COMING OUT OF MY MOUTH?” Nope. He says, “Tend my sheep.”

It's the next statement that makes me wish I had Jesus as a boss (don’t get all spiritual on me; you know what I mean). A third time, Jesus asks Peter if he loves Him, but watch this. “Peter, do you phileo me?” Did you see that? Jesus changed the word. He met Peter where he was. But I think He asked him, “Do you really phileo me? You said you do. But do you really?”

Peter is grieved that Jesus had to actually ask him this when he replied, “Jesus, you know everything; you know that I phileo you.” and Jesus says “Feed my sheep…Follow me.”

So why tell this story? Because Mavericks can identify themselves in this story. Mavericks know they don’t fit in. They know it. Just ask them. And they will make soooooo many mistakes. So many. But if you as a manger/pastor/parent punish a maverick because of their failures and never mentor or teach them through it, they will NEVER hear the words of Jesus when He comes down to their level and says, “Feed my sheep. Follow me.” They will instead feel shame, and they will fear even stepping outside of the box they are being stuffed in every day.

But let me tell you, if you can empower a Maverick within your organization, church, or family to do extraordinary things, they will turn a stagnate status quo into a thriving machine. And.And.And. hear me with this: their loyalty will go deeper than the biggest rockstar on your team. Don’t believe me? Engage that Maverick on your team.

Of course, there are mavericks who are self-centered, and more concerned about their status than the team’s -- you must be ware of them -- but there are plenty of game-changing influencers out there who just need a little opportunity to express themselves, in order to bring about significant change. Here are five ways Hanz suggests, to release the potential of a maverick:

1. Give them a long tether -- they need space to soar!
2. Put them in charge of something they can really own.
3. Listen to their ideas, and give them time to grow.
4. Let them work on their own (if they wish).
5. Leave them alone, and give them time, [and limited direction], to blossom.

As a leader, if you are feeling stuck, if you are feeling like your organization is in a rut, it might be that the answer is sitting right in front of you; you just need to release a maverick in to the equation. It can be a risky move, but mavericks are often the last person that stands between long-term success of a ministry or business -- even a family! -- and the demise of a once-great organization.

We’ve all seen 60, 70 and 80-year-old businesses, churches or ministries that have long passed their prime. They’re still around, and they’re still active, but they are at the end of their life-cycle and effectiveness. A maverick leader could be the one person that restores life.

Go ahead and take the plunge, you leadership will be better on the water!

Mistakes leaders make, 5/10

Special thanks to Justin VanRheenen, friend and founder of Kaleo Media. If you want to increase your online presence, or improve your social media content and skills, contact Justin and learn from him!

Mistakes leaders make (3/10)

I’m working my way through a book, The Top 10 Mistakes Leaders Make, by Hans Finzel, and I’m really enjoying the challenge. So for the next ten Saturdays I want to work through these ten mistakes, knowing that they apply to CEOs, ministry leaders, parents, teachers, coaches, pastors and just about anyone in any kind of leadership role. I promise to keep my summaries short(ish), and I would love to interact with your thoughts as we go along. These mistakes are listed in order of how they occur in the book, not necessarily how I would arrange them. Overboard Leadership requires an honest self-evaluation of each of these shortcomings (sins?) of leaders. Looking for missed posts, click here: Mistake #1, Mistake #2

-----

Mistake #3: The Absence of Affirmation

It’s no secret in corporate America that affirmation is the number one motivational factor for employees -- Employee incentives

In fact, I’m convinced many managers are aware of this, to a degree, but as Hans states, “[they] wildly underestimate” the power of affirmation. It seems like there’s a big disconnect between knowing affirmation is valuable, and applying it in the workplace (or home). Here are my suggestions as to why it doesn’t happen more often:

1. It requires time and thoughtfulness. Meaningful affirmation (a pre-printed, “Great Job!” certificate doesn’t cut it) requires time, and some reflection. If you want to thank an employee for some contribution, you have to know how they contributed, or in what way their contribution was effective. It’s hard to wing-it when it comes to meaningful praise.
2. Affirmation requires a level of engagement with your family, classmates or co-workers. You can’t give powerful affirmation as a leader, if you’re disconnected from your team.
3. One size doesn’t fit all -- a leader has to understand the different levels of affirmation his team needs. [see below]
4. Unfortunately, some leaders just don’t care. They are so focused on upward mobility, so focused on goals and achievement, or just oblivious to others around them, and they don’t care about rewarding others with uplifting words.

Finzel points out four different types of people, and suggests some ideas for how to recognize them. I think this list is pretty helpful:

Desperados: These people cannot get enough praise! They usually lack confidence, are a bit fragile and lap up affirmation. If you have a desperado, remember that they need to know when they are doing well...frequently.

Up-and-downers: This group of people can carry on for days, even weeks, without much praise. But something will happen that will trigger a downturn in their countenance. Maybe a change at the office, a problem at home or in the marriage, or the loss of a friendship or pet. A good leader will recognize when an Up-and-downer needs a lift, and will use those opportunities to pour it on.

Normal (Stable): Hans uses the word normal, I would use the word stable, to describe people from a pretty steady background, and who don’t have real high-highs, or real low-lows. These people are easy to overlook because they require such low maintenance. But don’t confuse calm with happy, or non-cranky with content. Look for opportunities to help your stable people be reaffirmed in their stability.

Autopilots: These are you home or office energizer bunnies. They seem to operate at a high level for a long time, and often require little attention. In fact, many of them are suspicious of praise, assuming you have a second agenda. Learn to praise these people as you walk or work along side them. Praise them with coffee cards (Because you KNOW they drink unhealthy amounts of caffeine!) or humor -- anything that shows kindness.

Kaleo Korner (From Justin VanRheenen, founder of Kaleo Media)

Affirmation is probably the hardest characteristic to get right all the time. Because of that, you’re going to mess up…a lot! Failure is going to happen. Don’t let it scare you. How do I know? I’m awful at giving affirmation. Which is very ironic since my #1 strength in Strength Finders is Significance. I literally want to know that I have done a good job and my longing for that, drives me to excel. But because I’m awful at giving affirmation, doesn’t mean I don’t do it.

Here are 3 things I remind myself about affirmation:

1. Making the company look good is a part of doing a good job. But to be honest, it shouldn’t be the point of the affirmation. So much work goes into making the company look good. How does my good work make you feel? What specifically about my good work makes you feel that way? (AAAAAHHHHHH FEEEEEELLLLINGS!!!!)

2. Most times, being late with affirmation is still better than none at all.

3. If you still can’t be sincere with affirmation, just keep your mouth shut until you can. If you can’t be sincere, you’ve got some soul searching to do because something is wrong with you.

That last one may seem harsh, but I can’t tell you how easy it is to loose credibility by being a person a who isn’t sincere. I’ve been that person. I’ve been managed by a person like that. I’ve watched people be managed by people like that. Trust me. Just don’t do it. Or do. And lose great employees or volunteers.

I think some leaders balk at the idea of having to know their staff well enough to know what each person needs. But this isn’t new advice! Look at what Paul wrote the leaders in a church. In 1 Thessalonians 5:14 Paul writes, “And we urge you, brothers, warn those who are idle, encourage the timid, help the weak, be patient with everyone...”

If you are in a leadership position (Dads/moms, coaches, bosses, employees, parents, children, students, pastors, CEOs etc...) you have a unique opportunity to bless those you lead with honest, careful and powerful words of praise. You have a chance to put into practice the last half of Ephesians 4:29, “...[your words should be] what is helpful for building others up according to their needs, that it may benefit those who listen.”

How are you doing as a leader, providing affirmation to your team? Do your children need to hear more praise from you? Are your employees desperate for some affirmation from their boss? How could you encourage one person today?

Go ahead and take the plunge, life is always better on the water!

Mistakes leaders make, 4/10

Special thanks to Justin VanRheenen, friend and founder of Kaleo Media. If you want to increase your online presence, or improve your social media content and skills, contact Justin and learn from him!