Tag: developing adults

What’s Wrong With a Temporary Fence?

If you’re like me, I struggle to get started because I want permanent from the get-go. But sometimes temporary gets the ball rolling, and we add structure down the road.

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We have a great house and an even better backyard. We were fortunate to find it and made an offer the day it was listed, as did quite a few others.

But as with any house, there were a few downsides. One of them: only 3 sides of our back yard have a fence. It wasn’t a problem for the first year we lived here, because our dog was accustomed to not having a fence at our previous houses.

But then COVID hit and we decided we might be interested in adding a dog. But we needed a fence to close off our back yard.

But we also knew we had some work coming up soon. So this good ole farm boy did what he knows best–buy some T posts and get to work.

My fence is far from glorious, but it gets the job done for the time being. And best of all, it leaves our backyard accessible for work.

It was a temporary fix, not a permanent one. The permanent fence will come after the work is finished.

Leadership presents a similar issue. If you’re like me, I struggle to get started because I want permanent from the get-go. But sometimes temporary gets the ball rolling, and we add structure down the road.

Sometimes, however, your temporary fix ages out and you need to trash it completely or finish the job.

So, where are you today? Pick one area and ask yourself: do I need to just get the ball rolling and find a temporary approach? Or has my temporary approach outlived its usefulness and now needs to be rebuilt?

Whatever the answer, act on it today.

Two Repeating Threads for Leadership

Learning to not hold people to a standard I only have in my head has allowed me to extend grace to those I lead, and honestly helps limit self-generated frustrations along the way.

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I’ve got two pivotal leadership thoughts bouncing around in my head today, so I thought I would try something a little different. Instead of trying to rewrite the thoughts I’m having, I’m going to intro the concept and link to posts where I wrote a little more in depth.

  1. The Redundancy of Leadership – I’ve come to realize leading is less casting the vision and moving forward and more casting the vision followed by casting the vision and casting more vision. This can be disheartening, but there’s something about embracing the redundancy of it all. You can read more about redundancy here or here.
  2. Communicate Expectations – I wrestle inwardly with this concept more than most (thus the 5 links below). Learning to not hold people to a standard I only have in my head has allowed me to extend grace to those I lead, and honestly helps limit self-generated frustrations along the way. You can read some of my thoughts on this topic here, here, here, here and here.

If you have time today, go check those out, but go ahead and brace yourself: you may see a fresh post on them before too long, talking specifically about how to put these concepts into practice.

Willingness Matters

I would rather have a potential leader who is incredibly willing and somewhat talented than a potential leader who is incredibly talented and somewhat willing.

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I feel like there are a few topics I come back to often here on the blog. But, my habit is to process what leadership lesson is on my mind, and today it’s what follows:

I would rather have a potential leader who is incredibly willing and somewhat talented than a potential leader who is incredibly talented and somewhat willing. Here’s why.

Willingness matters.

Someone, when asked to help or participate, who responds with trepidation, will move forward with trepidation. Someone who responds with enthusiasm, will move forward with enthusiasm.

So would you rather work with a hesitant person or an enthusiastic person?

The same goes for developing leaders. Enthusiasm is contagious, in a good way. Skepticism is contagious in a bad way.

This is true for students and for adults. Someone who is willing to serve will make a greater impact than someone who is hesitant.

Because willingness matters.

So what does this mean for you? Are you surrounding yourself with enthusiastic people? Are you looking for students to empower as leaders who are willing?

Do you agree with my initial thought? Is willingness more important than skill? How have you seen this play out in your life and experience?

One last thought, the ultimate jackpot is willingness AND talent. They are rare, but when you get to that point, leadership gets way more fun.

What’s Your Focus?

Focus is the difference between setting a goal and achieving a goal.

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Have you ever set a goal and accomplished it?

I set a goal to finish 36 books in 2019, and I did. That came after setting a goal in 2018 to finish a number of books (I don’t remember how many), and not reaching it. Even the fact I don’t remember the number from 2018 but do remember the number in 2019 tells you something.

My focus shifted. I no longer wanted to just have a goal, I wanted to accomplish my goal.

So I made a spreadsheet at the beginning of 2019 and recorded the books I finished. Every time I finished one, I would add it to my last, and update my count at the bottom of the page. And something amazing happened. I met my goal.

It’s actually not that surprising that I met a goal as I was tracking it consistently. It makes sense to most of us. Why?

Because we move toward our focus.

Focus is the difference between setting a goal and achieving a goal.

And the same is true for developing student leaders. If we don’t have a focus to guide them towards, then how are we helping them grow? It’s the difference between some books and 36 books.

Spend some time today narrowing your focus. Decide what you want students to aim for, and how you can help them hit that target. Then, put the target out there and continually remind them it’s there.

Ultimately, if we want to develop student (and adult) leaders, focus is the key.

What’s one way to do that? Implement the three questions and continually ask how they’re answering them. Over time, they will start to see opportunities and meet them instinctually.

What If Obedience Matters Most?

What if the most important trait to look for in a potential leader isn’t their charm or their ability to work the crowd? Not that this disqualifies anyone.

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God didn’t go looking for leaders. God looked for obedient people whom he then formed into leaders.

Gene Wilkes, Jesus on Leadership

As part of my daily startup routine when I get into the office, I read part of a book. For someone like me who is not a natural reader, it’s been a nice discipline to try to develop.

For a good portion of 2020, I spent time reading through Gene Wilkes’ book Jesus on Leadership. And it was a great read.

This morning I was going back over my notes (another discipline I’m trying to develop), and found the quote above.

I’ve written about obedience over skill before, but I think Wilkes’ quote here is what trips up so many people as they seek to develop leaders, or even to develop as a leader themselves.

We set an imaginary bar someone must reach, and until they do so, we decide they (or we) don’t qualify.

But what if we change the bar for leadership?

What if the most important trait to look for in a potential leader isn’t their charm or their ability to work the crowd? Not that this disqualifies anyone.

What if the most important trait to look for in a potential leader isn’t their ability to rally a group of people for a cause? Not that this disqualifies anyone.

What if the most important trait to look for in a potential leader isn’t even their ability to connect with people one on one? Not that this disqualifies anyone.

What if the most important trait to look for in a potential leader is obedience to God? Someone who is willing to be obedient to what God is calling them to do. Someone who isn’t looking for the next ladder to climb or spotlight to stand in, but instead someone in tune with how God is moving in their lives. (Sometimes that movement includes a ladder, or a spotlight, or a brook.)

What’s your criteria for developing leaders? What are you looking for in students as you try to decide who may be able to take the next step?

What’s your criteria for yourself as a leader? When you don’t see the results you want in your own life, what becomes your baseline?

Remember, throughout scripture, God uses ordinary people who practiced obedience. Let’s aim for that today.

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