Author: wes

3 Shifts to Make to Unlock Your Leadership Growth, Part 3

Mistakes bother me. Especially mistakes I make that could have been avoided. But that leads us to our next point: Evaluated Mistakes Unleash Growth

Share this:
Share

How have you grown in your leadership capacity over the past month? The past six months? The past year?

Growth isn’t always immediately noticeable. But I really hope you can look back at the past twelve months and point out how you have grown. Maybe you added an arrow to your quiver, like moving conversations from surface to something more using intentional questions. Maybe you’ve spent more time pouring into someone. Maybe you’ve swung for the fences and learned something along the way.

Today we are looking at part 3 of a three part series. You can check out part 1 and part 2 to catch up.

Let’s get vulnerable for a moment. Mistakes bother me. Especially mistakes I make that could have been avoided. But that leads us to our next point:

Evaluated Mistakes Unleash Growth

Some situations require swinging for the fences, only to strike out and learn from the misfire. Mistakes don’t mean failure. Unevaluated mistakes mean failure.

Did you catch that? Once again, evaluation makes the difference. I am constantly amazed at what growth can be unlocked when we learn to evaluate our mistakes.

But that means we have to make mistakes. Not mistakes of ignorance, but mistakes of innovation.

A mistake of ignorance is making a mistake when you should have known better. Going to a Mexican food restaurant and binging chips and salsa when you’re trying to cut carbs, for example. Or planning an event without checking the necessary calendars, again.

But mistakes of innovation are mistakes made when trying something new. You plan an event you haven’t done before, or introduce a new emphasis for a season. Sometimes these things work really well, sometimes they flop.

Ultimately, mistakes provide an opportunity for evaluation, which in turn will unleash growth.

I’m going to guess you’re in one of two camps: you’re like me and cautiously move forward, rarely making mistakes, but also not innovating very well, OR you repeat mistakes over and over. I guess you could be in a third place and have this nailed down, to which I cheer you on.

But no matter where you find yourself, what’s your action step going to be? Do you need to do some evaluating? Do you need to take a risk on something? How can you improve? How have you learned from a recent mistake?

3 Shifts to Make to Unlock Your Leadership Growth, Part 2

Share this:
Share

How have you grown in your leadership capacity over the past month? The past six months? The past year?

Growth isn’t always immediately noticeable. But I really hope you can look back at the past twelve months and point out how you have grown. Maybe you added an arrow to your quiver, like moving conversations from surface to something more using intentional questions. Maybe you’ve spent more time pouring into someone. Maybe you’ve swung for the fences and learned something along the way.

I realized this morning I made a mistake with my first post. I assumed ignorance on your part. It’s possible I’m not sharing new information with these posts. In fact, it’s probably very likely.

So why am I writing them?

Because these are the things I either (a) wish someone would have shared with me 20 years ago or (b) completely missed when someone shared them with me 20 years ago. Sometimes we need to hear the same thing for the first time again.

Here we go.

2. Leadership is Most Effective as a Group Effort

I write a lot of my posts directed to you as an individual, hoping to help YOU grow as an individual. But the truth remains: we are better together. The very nature of this blog proves itself. I enjoy writing and reflecting, but I am better if you grow as a result.

Leadership can be lonely, but it doesn’t have to be. In fact, the best leadership isn’t lonely. Leadership works better when we understand we are part of a team working to improve. Accountability, camaraderie, encouragement, problem solving and so much more are only enhanced when multiple people participate.

Please allow me to be blunt. You need other people. You need people who will come alongside you and support your wild ideas. You need people who will challenge your outrageous ideas. You need people who will encourage you when your crazy idea doesn’t work.

And leadership is not always a top down activity. Sometimes leadership happens every direction in a group. The bottom rung of the ladder can still leverage influence up, if the leader understands and champions that everyone has a voice and a role.

For me, it’s easy to tackle opportunities on my own. To take things into my own control and move forward. After all, who knows what should happen better than me?

But leadership is better, stronger, longer lasting, and more effective when we lean into the reality that leadership is most effective as a group effort.

What shift do you need to make? Who do you need to invite into the conversation?

3 Shifts to Make to Unlock Your Leadership Growth, Part 1

How have you grown in your leadership capacity over the past month? The past six months? The past year?

Growth isn’t always immediately noticeable. But I really hope you can look back at the past twelve months and point out how you have grown.

Share this:
Share

How have you grown in your leadership capacity over the past month? The past six months? The past year?

Growth isn’t always immediately noticeable. But I really hope you can look back at the past twelve months and point out how you have grown. Maybe you added an arrow to your quiver, like moving conversations from surface to something more using intentional questions. Maybe you’ve spent more time pouring into someone. Maybe you’ve swung for the fences and learned something along the way.

Whether you can answer the questions above or not, I want to share with you the first of four shifts you can make to help unlock your leadership growth. Collectively, these shifts may not produce immediate results, but as you learn to lean into them, I think in time you’ll begin to see the benefit.

Here we go.

1. Learning is a continuing process.

Recently, I had a conversation with a former student and reflected on life after seminary. It took me quite a few years for me to decide I wasn’t done learning, but when I did, something started to happen.

Instead of relying on things I had learned, I started to pull from things I was learning. I know it’s a subtle shift, but hear me out. Instead of tapping into a well that was potentially growing stagnant, I started to tap into a well that was producing.

How do you learn best? Reading? Listening? Watching? Do you prefer a live workshop? What about an online masterclass? A YouTube deep dive? We live in an age where we have no excuse not to learn!

For the longest time I’ve identified myself as an auditory learner. My early days on a tractor taught me to appreciate the power of an audiobook over music (might make a good Lessons from the Farm post). But lately, I’m starting to realize how reading a book unleashes creativity in me. I can miss a lot when I listen to something (just ask my wife!), but a different part of me engages when I read the words on a page.

What’s your attitude about learning? What’s the last book you read that challenged you? What was the topic? I love a good Harry Bosch novel, but Mac Lake highlighted an itch I’ve been trying to scratch for the past year!

If you’re ready to unlock some leadership growth, embrace the reality that learning is a continuing process. So get started!

Make These Three Decisions Today To Unlock Your Leadership

We all face an abundance of decisions during the day. Some of those are as simple as what to wear, what to eat, when to eat and so on. But some decisions take a little more intentionality and thought.

Share this:
Share

We all face an abundance of decisions during the day. Some of those are as simple as what to wear, what to eat, when to eat and so on. But some decisions take a little more intentionality and thought.

Today I would like to share with you a simple framework to help you unlock your leadership throughout your day. These are not the end all questions, but they do put us in a place where we are willing to meet the needs that arise around us.

  1. Is This A Situation Where I Need To Be First? Sometimes we meet an opportunity and find ourselves waiting for the response of others. But what if you need to be first? Be the first to send the text or email, to make the phone call, to start the conversation, to acknowledge the problem, or to meet the need? Sometimes leadership is as simple as making the first move and letting people around us respond accordingly. Where do you need to be first today?
  2. Is This A Situation Where I Need To Be Second? A few years back I was shown this video, and it has stuck with me. Every leader needs someone who will respond to their leadership. That includes people with whom you work. Maybe the best leadership move you can make today is to be the first person to go second, thus validating an idea or project. Where do you need to be second today?
  3. Is This A Situation Where I Need To Be Last? I am the type of person who hates to leave, so I always find myself hanging around to the end. But being last isn’t just waiting, it’s serving until the end. Be the last person working, the last person making effort or progress. Being last means you’re setting the tone for what finishing really looks like.

My theory is you do one, maybe two, of these really well. Maybe you like to take charge, or maybe you naturally respond to the leadership of someone else. Great. I’m glad you know that about yourself.

Now, push yourself a little further. Unlock your leadership and push yourself to work on the others. Which of these decisions does not come naturally, and how can you lean into that decision today?

Some Pain Needs to Be Addressed

Pain points in our ministries or organizations reveal friction, and friction needs to be addressed. But how do you know the difference between growth pain and dangerous pain?

Share this:
Share

One day I started experiencing sharp pains in my abdomen. They were awful. It hurt to sit. I would be driving along and the pain would hit and almost incapacitate me.

So I ignored it. And eventually it healed itself without me doing anything to address it. Said no one ever.

No, when the pain got bad enough that I couldn’t tolerate it, I did what any normal person would do: I googled it. After one of the diagnoses came back as possibly endometriosis, I gave up and went to the doctor.

The doctor poked around a little bit and diagnosed my problem. We developed a plan of treatment, and within a few days (maybe a week), I was back to normal.

Last week I reflected on how some pain is growth. You can check it out here. Today, I want to touch on the opposite side of the spectrum: some pain needs to be addressed.

I tend to have a very patient personality. Playing the long game is one of my strong suits. So when there’s pain in my leadership, my default is to let it linger hoping it will get better or address itself. Once or twice, it has worked out that way, but more often than not the pain is a symptom of a bigger leadership issue.

Pain points in our ministries or organizations reveal friction, and friction needs to be addressed. But how do you know the difference between growth pain and dangerous pain? Here are three questions to ask to help you identify the difference:

  1. Is the pain a result of inaction on your part? Have you been too passive in casting vision, clarifying roles, or leading the way? Where vision is not clear, there is no unified target to aim for. And when you don’t clarify the target (or at least help clarify the target), everything is a possibility.
  2. Is the pain a result of a toxic personality trait? We need to be careful here not to write people off, but understand that sometimes their behaviors are at the root of the issue. The person who arrogantly pushes against authority, or the person who has deep-seated trust issues. These are issues that are not easily addressed, but that need to be covered.
  3. Is the pain a result of poor leadership on your part? What’s your greatest leadership flaw or struggle? If you can’t answer that, spend some time evaluating. I can point to half a dozen negative situations in my leadership over the past 12 months that result from my greatest leadership struggle. It’s not accidentally going away. So what am I willing to do to address it and grow? The same question goes for you: what are you willing to do to lean into your weakness?

Ultimately, any pain we encounter needs to be diagnosed to find the root cause. Some pain is growth, but some pain needs to be addressed.

What pain in your life needs to be addressed? What are you waiting for?

WP to LinkedIn Auto Publish Powered By : XYZScripts.com