How to Lead Stupid People

Stupid People

“How to Lead Stupid People” as an article title… Offensive, right? Who would think that the people that work with them are stupid?

Well read these statements:

“I was just promoted into management and am shocked at how stupid my employees can be. I give them directions and then they do 18 things I didn’t want. I’m getting really frustrated and curt with them. How do I make sure they do tasks the way I want them done?” – Actual question sent in by recently promoted manager (Source)

“My organization has tripled the number of employees I supervise, and I’m exhausted with how many stupid mistakes they make. I make every effort to train them, and yet they still manage to misunderstand nearly everything I say. How can I make the job to clear to them and not waste so much time with their mistakes?” – Yes, another real question sent into a newspaper! (Source)

Not only do people think that their direct reports are stupid, they are also willing to ask for advice about them… And “experts” are willing to answer.

But take a different look at the equation:

What if the reason that a team is “stupid” has more to do with the person in charge than the people on the team?

People Are Only As Stupid As Allowed

We are the masters of how we interpret the world. That’s why people can see the same glass as half full or half empty – the glass isn’t different, the perspective is. It’s a phenomenon called confirmation bias. Confirmation bias is a trick our brain plays, only looking for evidence supporting our preconceived notions or strongly held beliefs.

In one my first real jobs, my first manager struggled to identify three positive attributes in my first quarterly review. Right after that, I got the opportunity to do the same job for another leader in the organization. In three months, I was given a huge project to reduce attrition in a key area. It was successful and I was promoted to manager of the group.

  • Was I smarter while working for the second manager? No.
  • Did I make mistakes and fail while working for the second manager? Absolutely.

But for manager two, I was a capable and resourceful employee. For manager one, I was a total screw up. I didn’t act differently work any harder. The difference was in their perspective…

Do you think that the people who “work for you” are brainless? It likely has more to do with your view of them than their performance.

If Your Employees Are Stupid, That’s On You

Teams are only good as their combined abilities. Leaders aren’t always given the opportunity to pick the people, but they can shape a high-performance team culture. This culture encourages people to step up or step out. Either is fine, as long as everyone is rowing in the same direction.

During a promotion, I “inherited” a team that wasn’t doing so well. I interviewed the team. They were passionate and diligent about doing a great job, but the previous manager assumed their jobs were mundane and they must be “simpletons” (his words, really). He also didn’t deal with a single performance issue.

I took the following actions immediately:

  1. Started to promote the wins of the team
  2. Met with all the business partners to realign goals and projects
  3. Had a tough conversation with the person that was not performing their duties

The team’s performance turned around dramatically.

On Leadership and Culture

Shadow of a Leader

Did the team change? Not really. I didn’t rejigger their processes. It was really a matter of what I thought of the team. It’s the notion of “shadow of the leader.”

Essentially, the team will emulate the leader’s actions, and will be a reflection of the leader’s perception of the group. Think about a person you were in a relationship with that didn’t work out, then they end up great relationship. It’s likely they didn’t really change much.

What’s more likely is that they found someone that saw their inner greatness.

You shape how the people around you show up. Unless you are in a war zone (and research tells us sometimes even then), you control how great people show up.

You Can’t Fix Stupid, But You Can Fix You

What does this all mean for the stupid team that you are forced to lead?

It means if you think you are leading stupid people, look in the mirror. The likely cause of the collective stupidity of the team is that you haven’t answered/addressed some very important questions:

  • Do you really know what the team does?

    • Not just the “they process form 47” level, but the impact on the end customer or bottom line – if you can’t clearly articulate that, then how can your expect your team to know the impact of their actions?
  • Do you know how your team impacts and interacts with other teams?

    • Part of overcoming the label of “stupid team” is understanding the interactions between teams.
  • Do you know what motivates your team members?

    •  Not the fluffy stuff, but the underlying motivation – this insight enables you to see why they act the way they do.
  •  Do you know their strengths?

    • Far too often, leaders don’t really know what their team members’ strengths are – they constantly give them either crappy, mundane work or tasks they struggle with. I’m 5′ 1″ tall – if my manager gave me the task of being the center of a basketball team, I’d fail no matter how hard I worked.
  • Do you know what they want to do with their careers?

    •   Its vital to know what folks want out of the time they are working. Is it to be the manager, to get a paycheck, or to start his or her own business? All of those are awesome. This gives you insight into how you can work with them to achieve those goals and frame tasks or projects. You will really have to think about why you are assigning things (and to whom) when you’re assigning them.

Are the people on the team you have the privilege of leading really stupid? Probably not. A team being “stupid” has more to do with the leader than the members of the team. Everyone is masterful at something – it’s just a matter of finding out what.

  • A leader actively looks for the greatness in each and every person on the team.
  • A non-leader just complains that the team is ineffective because the people on their team are stupid.

Which one are you?

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“I love L2L because I can review the topic first thing in the morning via email, and make a decision if I want to read the full article. I usually can make that decision within the first few lines. I really appreciate this format in our busy, fast-paced world.”

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Anil Saxena is a President & Senior Consultant Cube 214 Consulting
He helps organizations create environments that generate repeatable superior results
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Hey Leaders: Lighten Up a Little

Walt Disney

One of my favorite Walt Disney quotes is, “That’s the real trouble with the world, too many people grow up.”

Now think about it a minute. You don’t need to “grow up,” in the common sense of the word, to be “professional” or a “leader,” It’s all about how you embrace yourself – your attitude – and how you present yourself. There’s nothing wrong with having some “kid” left in you. Having that bit of kid makes you more approachable – more likeable – easier to associate with.

The Right Balance

We all know the people who have changed as they’ve been promoted. They become more (too) serious and in the process lose touch with the people they supervise. They lose the kid in themselves – quite often on purpose.

When you lose that part of you it causes you to lose your:

  • flexibility
  • understanding
  • communication
  • ability to retain employee’s
  • ability to empathize.

It may also cause you to destroy your:

  • culture
  • ability to attract talent
  • current relationship’s.

What am I saying here? Act like a child? Not at all. Just keep an open mind. Continue with that ability to relate to your employees – on all levels. You did it as a peer so why lose it as a supervisor. Have some fun. Think about the best work experience you’ve ever had. I bet it had something to do with having fun.

Being An Encourager

A number of years ago I had a manager, a leader, (we’ll call him Bob) that was moving up quickly. Our team worked extremely well together and enjoyed it. We could joke around with Bob – not like a “buddy” – and we could all brainstorm to come up with any off-the-wall idea. In fact, it was encouraged. That’s a big key – no matter how goofy the idea, there may be something to it. You can’t cut ideas down. Bob always smiled, was energetic, and even poked a little fun at himself now and then. Bob’s position was putting him pretty high, but we were always on a first name basis.

But something, we don’t know what, happened in his life that drained the kid out of him. He became that serious “professional”, and it was all downhill from there. There was no more fun, no more lunches together, no more cohesiveness . . . and no more goofy ideas. People started transferring and Bob’s quick climb came to a screeching halt.

“People rarely succeed unless they have fun in what they are doing.” ~ Dale Carnegie

Organizations Who Have Fun

What’s one of the most common things that the most successful organizations have with each other? They have fun. People are allowed to hold on to that most precious part of their personal history.

Here are just a few examples:

  • Disney
  • Zappos
  • Flickr
  • Southwest Airlines
  • Cisco

If employees can say that they’re having fun at work, it also means that they’re not as uptight and communication will flourish because people are easier to approach.

Fun, But Serious

Now, they call it work for a reason. So I don’t mean wear a red nose, do magic tricks or a stand-up acts all day long. However, a sense of humor can go a very long way. It’s a great way to bond with people. It instantly lightens the mood and lifts morale.

The office is the office. There has to be some seriousness also. Some of us are in some very serious occupations. Just remember that no matter how serious the work is, it’s still being performed by human beings and we all need a little time to lighten the mood. As a leader, you have to be accessible and able to hear and sense when performance is needing a lift. Better yet is to not even wait that long.

Terminal Seriousness?

Do you know the general tone of your office or work environment?

Take this short quiz from Jody Urquhart to get an idea whether your staff is suffering from terminal seriousness.

Yes or No

Do you regularly catch people laughing or smiling at work?

YES or NO

When something funny happens do people stop and appreciate it?

YES or NO

Does your organization have fun activities at least monthly?

YES or NO

Do you have tools (fun giveaways, drawings) to invite employees to participate in having fun in your environment?

YES or NO

Are managers usually optimistic and smiling at work?

YES or NO

If you answer NO to two or more of these questions, your staff probably suffers from “terminal seriousness,” which is negatively affecting morale and productivity.

The Right Environment

If you need to create a turnaround in your culture, just remember, it’s not your job to MAKE work fun but rather it’s your job to create the conditions where fun and happiness can flourish.

Are your employees relaxed, or uptight? Do you see many smiles at work? Are you projecting a positive attitude? What can you do to create the opportunity for fun?

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Andy Uskavitch

Andy Uskavitch is Leadership Development and Customer Service Specialist
He develops and facilitates Leadership, Motivation & Teambuilding Seminars
Email | LinkedIn | Facebook | Twitter | Blog |  (727) 568-5433

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Leading a Healthy Life After Retirement

So you’ve finally made it to the promise land of retirement, woo hoo! You’re probably ready to relax the days away with an ice cold drink by the blue pool that even the deepest blue eyes would be jealous of.

But let’s just slow down a little bit, you still need your health to enjoy all the money you have saved, right?

Here are 3 ways to get healthy and active after retirement.

1. Make a Habit of Exercise – Don’t Break the Chain!

Habits are very powerful actions that can positively or negatively affect your life. When you perform an action enough times consistently, it becomes habit. If that action is beneficial, you’ve successfully added a habit that will improve your life. So how do you make a habit out of exercise? Simple! Create something you won’t want to break, a chain.

This method was Jerry Seinfeld’s secret to productivity. All you have to do is put a big calendar on your wall, refrigerator, or whatever part of the house you walk through often. On this calendar, make a “checkmark key.”

For example, a red checkmark means you completed your daily exercise. Now for every day you successfully complete that exercise, make a checkmark on that day. Soon enough, you’ll have a streak going, a chain, and you’re gonna do everything you can to keep from breaking that chain. Eventually, exercising will become habit.

If you are new to exercising, ease yourself into it by doing light work. Some examples would be walking, jogging, or swimming in the pool.

2. Find Fun Activities that Keep You Active

There’s no better way to stay active than to combine fun with it. Regularly participating in a fun activity will keep you healthy, and you won’t even feel like you’re exercising. Some examples include golfing, playing sports with kids or grandkids, or going to dance classes with your significant other.

Not only will these activities improve your physical health, but they will improve your mental health as well. You’ve heard the saying “an idle mind is the devil’s workshop.” Well, it’s true! Since humans naturally tend to think about negative aspects of their life when they are idle, these fun activities will have your mind positively stimulated.

Sitting at home on the couch all day will cause you to look back on what you’ve accomplished and will make you face the fact that you are wasting your days away, which will bring about stress.

The last thing you pictured having during retirement was stress, so let’s keep it that way!

3. Quality Slumber Achieves a High Number

High number of course, means age, a longer life. As people age, the quality of their sleep tends to go down. Sleep is when all the magic happens in our bodies. Everything is shut down and the body’s sole purpose is to repair us and get us ready for the next day. Any wrench in this process is going to show when you wake up to start your day.

It can be very easy to sleep in after retirement with no more work commitments, but one of the best things you can do for your sleep is to maintain a consistent sleep schedule. Our bodies get used to a regular bedtime and wake up time. When you maintain a strict sleep cycle, your body knows exactly when to produce sleep and wake hormones, making for the best quality sleep.

If you are already having trouble sleeping, try maintaining a very strict sleep-wake schedule. If that doesn’t improve the quality of your sleep, it may be time to try some sleep aids following the recommendations of a doctor. But be careful, you’ll still want to regularly speak with your doctor as well as check online pharmacy reviews as time goes on.

It’s easy to overlook the power of sleep since you may be so accustomed to your current sleeping habits, but they can probably be improved. You spend about a third of your life in a bedroom sleeping those hours away, so why not make them really count?

Enjoy the Carefree Life You’ve Worked So Hard For!

Hopefully you have picked up some useful information and realized the importance of staying healthy and active after retirement. You deserve an enjoyable life for the hard work you’ve put in over these many years.

Here’s to a healthy, long, and happy retirement!

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Robert Cordray

Robert Cordray is a freelance writer with over 20 years of business experience
He does the occasional business consult to help increase employee morale
Email | LinkedIn | Twitter | Web

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On Leadership and Reaching Beyond Wonder

Wonderment

Leadership is understanding the balance between the push for purpose and the need for action. Human beings are drawn to thoughts of what’s possible and what could be. We are built for a focus on a brighter future.

But a critical leadership skill is to the ability to link today’s actions to that possible future.

It’s an ongoing dance between helping people get excited about the wonderful future possibilities while not getting stuck in a “wonder” mode.

 Anchoring to the Future

Highly successful leaders are exemplary at creating a cultural anchor to aspirations for a better future. This is where the organization is successful as a result of a philosophy or guiding principle.  Successful leaders speak about it every chance they get.

Creating a culture where people are thinking about how to get things done through the lens of that philosophy is exemplified here:

  • Zappos is a customer service company that just happens to sell shoes.” ~ Tony Hsieh
  • Connect people to what’s important in their lives through friendly, reliable, low-cost air travel.” ~ Southwest Airlines founder Herb Kellarher
  • “Focus on the user and all else will follow.” ~The first of Google’s “10 things” (that are the foundation of their culture)

What all of these statements/sentiments have in common is they are guiding principles or the guard rails of how decisions are made in these organizations.

  • Nothing is done at Zappos that would ever undermine the customer experience.
  • Southwest will seldom hire someone that is not fun or has a good sense of humor.
  • Google won’t tolerate people that don’t abide by their “10 things.”

Leaders in these many other organizations work very hard to speak about and act on these principles or “purpose.” Each of their actions emanate from them.

So why isn’t it easy just to say things like this and every company turn into Zappo’s?  Don’t most organizations have “guiding principles” or Mission Statements?  Why don’t people just get on board and make it happen?

Linking Actions to that Future

Many  leaders don’t take the next logical step.  They forget to create causal links between the future they’ve been sharing and the actions necessary to take to get there.

There is a a tendency to believe that people should just understand why an action, task, or project is necessary to get to that intended future.  But the truth is they do not.  If leaders don’t intentionally make that causal link, then people will make up their own meaning.  Usually this meaning is neither powerful nor is it attached to an intended future.

This can lead to outcomes that are not in line with that intended future:

  • Irate customers – My wife’s recent interaction with a car dealership while trying to get a refund. She dealt with the folks from the “back office” until she wrote a letter to the owner of the dealership and put something out on Yelp that she got no service.
  • Lost sales – Ron Johnson’s failed strategy at JC Penny. SO many employees didn’t know how to act or what they were to do differently in the new paradigm.
  • Bad publicity – As evidenced by the recent recorded call regarding a customer trying to cancel their Comcast account

The list is really endless.  But the bottom-line is that when people don’t know how their role, action, task or project fits into the bigger picture, they are left to wonder.  The result is almost never that good.

So…

So what can a leader do?

A simple and direct method is to make sure that every role, task, or project links directly to the future that the leader has envisioned.

If the leader’s vision of the organization is to revolutionize how people buy clothing products on the internet by delivering the best customer service, then each process that is developed needs to be in line with that intention.

A Great Example

For example, the new employee training must be grounded in delivering a unique and powerful customer experience.  This training should be so intense that at the end of it people are given the opportunity to leave the company with pay.

You can imagine that the conversation about developing that new employee training was something like this:

“We need to create an on boarding experience that ensures the people we hire understand that every action they take should be in support of the customer experience.  At the end they should be able to determine if they see themselves in that future.

As opposed to this:

“Okay, we need to create an on boarding program that gets people in and out in about a week.  It should teach them all our most important processes and make them aware of our employee code of conduct.”

Leaders must not only create the vision of the future, but tie everything back to it. Without anchoring and linking, leaders can leave people in a state of wonder.

Somewhere Over The Rainbow

When people are left in a state of wonder they do things like this:

I was checking out at a big box store with my elderly Mom and some small kids in tow.  A pair of $8 shoes I was buying rang up for $10.

I questioned the clerk on the price.

She said “No they rang up for $10. You can go back there and check it yourself.”

I wasn’t about to do that, so I just settled up for the $10 and left the store frustrated at the experience. Grrrrrr… 

When I got home, I pulled the shoes out of the box and guess what. The actual price tag on the shoes said $8! I was right all along! Grrrrrr… 

The next day I went back to the customer service department for a refund and happened to be waited on by the same sales clerk that insisted the shoes cost $10.

When I showed her the price tag on the shoes she said, “That wasn’t my fault; it was the cash register. I can’t help you.”

Uuuuummmmmmm………

The moral of this story: Don’t leave your team in a state of wonder.

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———————
Anil Saxena

Anil Saxena is a President & Senior Consultant Cube 214 Consulting
He helps organizations create environments that generate repeatable superior results
Email | LinkedIn | TwitterWeb | Blog | (847) 212-0701

Image Sources: inspiringthealtruisticmoment.com

On Leadership and Morning Routines

Businessman Breakfast

Hey Leader: Does Your Morning Routine Matter?

“For the past 33 years, I have looked in the mirror every morning and asked myself: ‘If today were the last day of my life, would I want to do what I am about to do today?’ And whenever the answer has been no for too many days in a row, I know I need to change something.” – Steve Jobs

Successful CEOs and business leaders have different ways of starting their days. Some depend on established routines, mapped out almost minute-to-minute, in order to extract the greatest productivity out of every day.

Others take a more chaotic approach, believing that winging it actually gets more done than some preordained system.

Top 3 Things in the Morning

The sheer variety by which CEOs and others start the day begs the question — does your morning routine really matter?

Yes, says corporate wellness coach Mike Iamele, and here’s why:

Three compelling reasons for a morning routine

  1. This is ideally the time to focus on yourself (there may not be another chance to do so all day). This is when you “consistently remind yourself that you’ve got to take care of yourself first before you can possibly be effective at helping others.” Those who adhere to a regular routine generally get more done because their morning routine acts as a reminder to first of all, take care of yourself.
  1. An established morning routine doesn’t have to be perfect — you don’t have to run five miles every day, your eggs don’t have to be perfectly cooked, etc. What truly matters is your willingness to get up and get moving according to a set pattern that propels you through the day. As Iamele says, “The fear of failure can’t hold you back, because if you do it every day, you’re inevitably going to fail once in a while. But that’s OK. You’ve got a routine, so you just get up the next day and do it again.”
  1. The previous day may have been difficult, overly demanding, even a bit traumatic. A solid morning routine acts as a “reset button” — a time to pause, meditate and shake yourself free of yesterday’s distress.

Breakfast Counts

Not everyone needs a big breakfast to get moving in the morning. But health experts generally agree some type of breakfast is important for your physical health.

If preparing breakfast seems to take too much time, consider doing some prep work the night before. Slice up the fruit you intend to eat and store it in the refrigerator. Set out dishes you plan to use. Do everything you can to hit the ground running come morning.

Keeping things simple is another no-nonsense approach. For many people, a cup of coffee and an oatmeal muffin will suffice — or some other easy option like yogurt with fruit, a frozen fruit smoothie or a peanut butter breakfast bar.

Exercise Makes a Big Difference

Exercising at the crack of dawn isn’t for everyone, but even a little bit of physical movement can help clear your mind for the day ahead.

The good news is you don’t have to do the same type of workout every day.

Running, push-ups, swimming laps — whatever you choose, some strenuous activity boosts your energy level and helps you stay charged and focused throughout the day.

Start the Morning the Night Before

Some business leaders incorporate a brief evening ritual into their daily routine. At the end of the day, for example, Kenneth Chenault, CEO of American Express, writes down the three top things he intends to accomplish the following day.

He uses that list to get started in the morning.

Tackle the Hardest Stuff First

Once you’re in the office, don’t waste valuable creative time looking over emails or listening to voicemails. “In many ways, these are among the worst ways to start a day,” says Kevan Lee of Buffer.

Both activities hijack our focus and put us in a reactive mode, where other people’s priorities take center stage.”

A growing school of thought proposes that CEOs tackle their most challenging task or project at the beginning of the day. Proponents cite the fact that for most of us, the early hours of our workday are our most creative, energetic and productive (or have the potential to be). Why waste that precious time and energy on niggling administrative matters or chitchat with others that gets nothing done?

Corporate trainer Jennifer Cohen urges business leaders to start the day by focusing on what they least want to do.

Instead of anticipating the unpleasantness of it from first coffee through your lunch break, get it out of the way,” she says. “Look at this way, your day will get progressively easier, not the other way around.

What’s your tried-and-true morning routine? Do you have a favorite breakfast item to start the day? What’s the first thing you do when you get to the office? I would love to hear your thoughts!

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Kristen Gramigna is Chief Marketing Officer for BluePay
She serves in Sales, Operations, coordinating, and Business Development
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Hey Leader: Is Negotiation Art or Science?

Art or Science

Every leader has to negotiate things. And they have to do this on a regular basis. So how is the best way to see this skill?

Is negotiation more of an art form that you get better at over time or a scientific formula that you can plug in and get results whenever you want?

The answer to that question is somewhere in the middle of those two extremes. While there are items that every party will be after when negotiating a deal, there are also some factors to a successful negotiation that are unique to the other party in the deal.

Why Negotiation Can Be Seen as a Science

Negotiation may be seen as a science because there are actions that you can take to increase the odds of getting a good deal. For example, threatening to get up and walk away from the table can pressure almost anyone into making a concession.

This is because making that one concession may be easier than losing an entire deal and the money that may come with it.

Another tactic that may work on almost anyone is to imply that there are other offers on the table. The goal is to make the other person think that the other party can walk away and get the same or better deal elsewhere. If the other side thinks that the deal may be off the table or the terms will get progressively worse, the other side may jump at the offer even if it’s not the best possible deal for that side.

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Why Negotiation Can Be Seen as an Art

Negotiation could be seen as an art form because you have to use your words and body language to get the other party to overcome their objections. For example, if someone wanted to charge $50 an hour for their work and the other party only wants to pay $40 an hour, the party that wants more money will need to convince his adversary in negotiations that $50 is actually a bargain.

This can be done by arguing that paying less than the desired rate will achieve a less than desired result. It may also be possible to argue that paying the lower rate may make a project less of a priority for the party seeking the extra money.

For a top-tier professional, it may not be a big deal if one client walks away as he or she could have several more.

Therefore, the party that wants to pay less may ultimately cave because they want the best possible work from whomever is hired. In this way, the negotiation centers around who have the leverage and who is willing to use that leverage to set expectations and overcome objections.

How to Learn the Best Way to Negotiate

Whether an individual sees negotiation as a science or an art form, it is important to know how to negotiate to get what he or she wants from a given deal. The good news is that negotiation training classes may be made available for self-employed business people or through an employer if an individual wants to make him or herself more marketable to that employer.

By taking these classes, it will be possible to learn how to overcome objections, how to manage expectations and how to tell others what they want to hear to ultimately agree to a deal. The art of compromise will also be taught, which will help those negotiating a deal understand when it is a good idea to concede something in return for something that needs to be included in the final agreement.

Negotiating effectively is not always an easy thing to do.

This is because you have to establish your leverage, manage the egos of one or more other parties to a deal and make sure that you don’t overplay your own hand. This is why it may take many years to become a shrewd dealer who typically gets what he or she wants from others.

 

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Robert Cordray

Robert Cordray is a freelance writer with over 20 years of business experience
He does the occasional business consult to help increase employee morale
Email | LinkedIn | Twitter | Web

Image Sources: huffingtonpost.com

Articles of Faith: Leading in a Fallen World

Keep Your Eyes On The Prize

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This  Articles of Faith series investigates leadership lessons from the Bible.

Check in on Sundays for new and refreshing ways to understand how to be a better leader.
Interested in Contributing? Contact Us.
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When it comes to leadership, Christians are called to a different way to view it, understand it, and live it. The leadership model for Christians is Jesus Christ himself. But for many modern Christians, they are taking the world’s view and understanding of leadership and not the biblical view.

So what’s a Christian to do?

Eyes on the Prize

Rather than living a life “looking in the rear view mirror”, Christians should lead by example with their eyes fixed on the prize on the road ahead. They should live in the present and not in the past. Christians should show love in the reality of a fallen world where hope is craved and leadership comes through grace.

Otherwise, living in the past is like still living with an ex-relationship governing your thoughts. And that will only lead to somewhere unwelcome.

The key to leading is the present is to live in the present with hope for the future.

Being Of The World

The many recent battles facing the Christian faith today are showing how much Christians care about being seen as equals with the rest of the secular world in which they live. To these Christians, I say this: Fellow believers, we are fighting the wrong fight and focusing on the wrong relationships.

Why are we fighting for equality, when the scriptures tell us that won’t happen. We are, in many ways, perpetuating our own struggle.

Don’t be surprised if the world hates you...” 1 John 3:13 NIV

Pretending We Are Locals

We keep calling it the world that we are not a part of (foreigners & aliens) and yet we get up in arms when the same world we are not a part of does something that offends or alienates us…guys, it’s not our world remember!

That’s like being upset about who your ex-spouse is dating. Listen, if you’re upset about what your ex is doing, then you’re not over them!

Do not love the world or anything in the world.” 1 John 2:15 NIV

Coming Together

Instead of spending our time, energy, and effort on things that don’t belong to us; we should be focusing more intentionally on coming together and being the spiritual community and kingdom the bible talks about in both testaments.

But we are too busy looking for common ground outside the faith (where we are told it’s impossible) instead of building common ground inside the faith (where we are told it’s essential).  We are fighting for equality outside of our walls, when we don’t even have unity within them.

A kingdom divided shall not stand.” Matthew 12:25 NIV

Being Right on “Rights”

The ugly truth is this, the reason we fight some much for our “religious rights” is because we want all the privileges of the secular world while not playing by its rules….I have news for us..it’s not going to happen (the Bible is clear on that).

If you love the world the world would love you like you were it’s very own.”

So why do we need to let go and move on from these fights we are so deeply entrenched in?

  • First, we are already told that we won’t win this fight. The secular world will continue to progress in ways that are secular and there is nothing we can do to stop it.
  • Secondly, it is taking our focus away from what we really should be fighting for. As Christians we are in many ways fighting for rights in Sodom and Gomorrah when God is saying to us, “get out of there and don’t look back!”

Getting the Point

So what is my point? My point is this…

Many of us don’t realize that these things we are trying to fight for socially, politically,  and economically tell us (and God) where our hearts lie. What do we want to keep more…

  • Our tax breaks or our spiritual values?
  • Our relevance or righteousness?
  • Secular handouts or kingdom holiness?

If your ex-spouse knows that what they are doing still bothers you, then they also know that what they do can still hurt you. Why are we as the church constantly running after our “ex” only to keep being hurt time and time again? This is the time for all believers to re-evaluate our values and to recommit to our unity.

There is no need to keep running after our ex when we have already become a bride. Let’s stop trying to hold on to what we need to let go of, and let’s lead the church to grab hold of what we’ve been letting go of for so long…each other.

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———————–
Dr. Tommy Shavers

Dr. Tommy Shavers is President of Tommy Speak LLC. and Unus Solutions Inc.
His lenses are Teamwork, Leadership, and Communication
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Image Sources: onabrighternote.ca

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