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Prepared by Bernard Gillott

Based on materials compiled from Hans Finzel & John Maxwell


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1) The Top Down Attitude


The top down approach to leadership is based on the military model of barking orders to weak underlings. It goes something like this:

Im in charge here, and the sooner you figure that out the better.

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Why do people fall into toptop-down leadership attitudes? attitudes?


For 5 reasons: 1. It comes naturally 2. It is the easiest 3. It is traditional 4. It is the most common 5. It reflects the self oriented nature of man
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Where Top-down Shows Up


 Abusive authority  Deplorable delegation  Failure to listen  Dictatorship in decision making  Fear of letting go  Egocentric manner
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Alternatives To Top Down Attitude or Leadership Style


Flat Organizational Characteristics View Characteristics: yourself as side by side or leading the charge but not on top of the organizational pyramid. Servant Leadership: Being able to sit and weep with those who weep within our organizations. It requires getting down and dirty to get work done. Understand fully that there is nothing in ministry that anyone does I would not do myself.
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He who thinks he leads, but has no followers, is only taking a walk.


Dr. John Maxwell

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2) Putting Paperwork before People-work PeopleWhy do we put paperwork before people-work?


We feel we are judged by what we do, not who we are. Seen results take priority over unseen relationships. Task work pushes aside idle talk. The material world predominates the immaterial world. Relationships dont fit our deadlines mentality.
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How can we make an impact on others? PEOPLE IMPACT PEOPLE BY DIRECT CONTACT
Leaders make the greatest impact on others through personal influence. Students and staff will never how much you know until they know how much you care.
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3) The Absence of Affirmation


What could be better than a Pay Raise?

 We wildly underestimate the power


of the tiniest personal touch of kindness.

 Organizational researchers have


demonstrated for years that affirmation motivates people far more than financial incentives.

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Bottom Line: We encourage others by:

    
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Listening Comforting Empathizing Carrying Burdens Encouraging

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Thank you Notes:


A Tiny Human Touch Goes a Long Way
We wildly underestimate the power of the tiniest personal touch. And of all personal touches, I find the short, handwritten nice job note to have the highest impact. (It even seems to beat a call something about the tangibility.) -Tom Peters Can you take 15 minutes in a week to write Thank you notes to those who touched your life!
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INVENTIVE INCENTIVES
THINK BEYOND MONEY!

Matt 5: Man does not live by bread alone but neither does he work for money alone. In the secular work force, employees sign on for the money, but stay for other reasons, including affirmation and opportunities for personal and professional development. Top two reasons for employee disengagement are 1) lack of recognition and appreciation and 2) lack of communication.
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4) No Room For Mavericks?


Joshua and Caleb, Davids men in the Cave of Adullam, Disciples: James, John, Peter, Paul.

You!

 Ministries have a nasty habit


of becoming institutions.

 Institutions have a troubling


tendency to fade to irrelevance.

 Movements become monuments.  Inspiration becomes institution.


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Make Room for Mavericks


What is a Maverick? Not a rebel, but a pioneer, an independent thinker who doesnt always go along with a group. Still, a team player who isnt afraid of being different or creative, but still stays committed to the team. Breathing room and flexibility for Mavericks Give them space to soar, put them in charge of something they can own, listen to their ideas, hear them and give them room to blossom.
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The Ten Commandments of Ministry Paralysis


         
How dare you suggest that what we are doing is wrong! Lets get real, OK? Thats impossible. We dont do things that way around here. We tried something like that before and it didnt work. I wish it were that easy. Its against policy to do it that way. When youve been around a little longer, youll understand. Who gave you permission to think of a better way. If you had been in this field as long as I have, you would know that to even suggest that is absolutely absurd!
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5) Dictatorship in Decision-making
Getting beyond, I know all the Answers

 The one who does the job


should decide how it is done.

 Flat organizations are the


model of the future.

 Where will the greatest ideas


come from in our organization

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Leadership is. . .
the ability to recognize the special abilities and limitations of others, combined with the capacity to fit each one into the job where he will do his best.
- J. Oswald Sanders

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How Dictators like to operate:


1. Hoard decisions. 2. Make decisions alone, in a vacuum. 3. All truth & wisdom is viewed through the filter of their opinion as the leader. 4. Restrict decisions to an elite group. 5. Set up workers for failure, innocently set up obstacles.
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How Godly Facilitators Lead:


1. Trust Holy Spirit to speak to the entire team. 2. Involve others in key decisions. 3. Recognize that God distributes truth & wisdom throughout the entire ministry team. 4. Be a developer. 5. See their people as their greatest resource. 6. Give people space to make decisions. 7. Let those who are responsible have the input on how the job will be done.
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6) The nemesis of Dirty Delegation


Refusing to Relax and Let Go
Why Do We as Leaders Fail to Delegate?
No leadership problem is a greater challenge than learning the fine art of clean delegation. Few leadership hang ups create more defeated spirits that failure to delegate
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Four Stages of Delegation:

   

Assignment Authority Accountability Affirmation

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Four questions every follower asks:


1. What am I supposed to do? 2. 3. 4. Will you let me do it? Will you help me when I need it? Will you let me know how I am doing? Debrief - Give feedback

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Key Ingredients for Clean Delegation


 Faith- in the one to whom you delegate Faith Release fight the desire to do it better
yourself

 Relaxation- free yourself from the obsession Relaxationthat it has to be done your way Patience Patience- fight thee desire to do it faster by yourself

 Vision- allow others to grow and to develop Visionthrough your freedom to delegate
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Guidelines for Clean Delegation


        
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Choose qualified people Exhibit confidence Make their duties clear Delegate the proper authority Do not tell them how to do the work Set up accountability points along the way Supervise based on their follow-through style Give them room to fail occasionally Give praise & credit for work well done.
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Why Leaders Dont Delegate:


     
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Fear of losing authority Fear of work being done poorly Fear of work being done better Unwillingness to take the necessary time Fear of depending on others Lack of training and positive experience

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The Best Executive is. . .


the one who has sense enough to pick good men to do what he wants done, and selfrestraint enough to keep from meddling with them while they do it. -Theodore Roosevelt

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7) Communication Chaos
Singing Off the Same Page in the Hymnbook Never assume that anyone knows anything! Define your terms and expectations clearly. The bigger the group, the more attention the ministry must give to communication. Effective communication must be the passionate focus of effective leadership.

Nothing Happens Until People Talk!

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The nuts and bolts of clear communication:

   

Impart the vision and values of the group. Know the chain of command. Have organizational charts. Supply & support job descriptions.

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The words information and communication are often used interchangeably, but they signify quite different things. Information is giving out; Communication is getting through. - Sydney J. Harris
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8) Missing the Clues of Ministry Culture


The Unseen Killer of Many a Leader

Cultivating and defining the culture should be one of leaderships top priorities.

DEFINITION: DEFINITION: The ministry sub-culture is subthe way insiders behave based on the values and group traditions they hold. hold.
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Six Reactions to Culture Conflict


 Conformer - I just have to accept things as they are.  Complainer I may have to work here, but I dont

have to like it.


 Innovator Lets change things around here!  Ritualist Vision? What Vision?

Im just puttin in time here


 Retreatist I have got to get out of this situation,

RIGHT now!
 Rebel They cant make me conform Ill show em!
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Corporate Value Statements Are:

 Like Glue They help leaders hold an


organization together.

 Like a Magnet
They attract newcomers employees and donors.

 A Ruler By which a
leader can measure how their group is doing.
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Moral absolutes, black-and-white issues. black-andissues



We will have open, honest relationships and ask forgiveness if we wrong another worker in our organization.

    
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Theft will not be tolerated among our people. My family comes before my work. (balance) Lying can have no place between our workers. We will not hold bitterness. We cannot tolerate immorality among our workers.
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Missing the Clues of Corporate Culture Skill and Will

ONE can be taught, the other can not. Skill can be learned, adapted, changed and
improved. behavior.

Will is an engine fueled by beliefs that define Will is not about whether you can do the job, but
whether you will.

What you believe is what you think, and what you


think determines how you act.
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Missing the Clues of Corporate Culture

Beliefs

and values dictate how people interact with the world. values important to the ministry and recognized and rewarded, the outcome is engagement and high performance.

When an individuals values are aligned with the

When

vision, values, and beliefs of the ministry and the individual are different, they create the virus of disengagement.

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9) No success without successors


Planning Your Departure the Day You Begin

There is NO SUCCESS WITHOUT SUCCESSORS Mentoring is a non-negotiable function of successful leadership.

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STEPS TO MENTOR YOUR SUCCESSOR:

 Evaluate them: Knowledge, Skill, Desire  Model for them: Walk your talk  Give them permission to succeed:
   
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Encourage it Expect It Recognize It Reward It


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STEPS TO MENTOR YOUR SUCCESSOR:

 Transfer authority to them  Publicly show your confidence in them  Supply them with feedback  Release them to continue on their own
Mentoring is the greatest thing you will ever do as a leader.
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What makes a good mentor?


 The ability to see potential in a person  Tolerance of mistakes and still see the potential develop  Flexibility to respond to people in circumstances  Patience  Perspective: having the vision and ability to see down the road  Gifts and abilities that build up and encourage others
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Leadership is a high calling and a great privilege.


 Success comes when a leader empowers followers to do great things with him.  Significance comes when a leader develops leaders to do great things for him.  And a legacy is created only when a leader puts the organization into the position to do great things without him!
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10) Failure to see forward


Prepare Yourself, Its Later than You Think!

The future is rushing at us at breakneck speed! A leaders concentration must not be on the past nor on the crisis at present, but on the future. If it works, it may be obsolete!

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Failure to Focus on the Future

Where are you at today, in accomplishing things you have always wanted to do? What is keeping you? Let us move from success to significance!
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 The future is coming  One thing is Constant Change!  Dreamers and Vision  Becoming a Learning Organization  Faith and the Future -

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Set smart goals:


One who Does not have goals does not know where they are going or if they have arrived !

S specific M measurable A attainable R relevant


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T - trackable
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Special thanks for materials supplied & contributions compiled from:


Top 10 Mistakes Leaders Makeby Hans Finzel

21 Qualities of a Leader
by

Dr. John Maxwell

Leadership Defined
by

General Alexander Haig & Sharon McGee

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Contact Information
Global Teen Challenge Globaltc.org iteenchallenge.org gtc@globaltc.org

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