Tag: developing adults

4 Hacks to Put 3QL In Practice

Once we nail down what needs to be done, and are able to determine our willingness to accomplish that task moving forward, we are faced with the third question, the question of leadership: Who am I going to invite/include/empower/equip/enable to help me meet the need?

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On Tuesday, I reflected pretty specifically on the first of the three leadership questions I teach to those around me. You can go here to read it.

Today, let’s focus on the third question. (Go here if you need a refresher on the three questions.)

Once we nail down what needs to be done, and are able to determine our willingness to accomplish that task moving forward, we are faced with the third question, the question of leadership: Who am I going to invite/include/empower/equip/enable to help me meet the need?

I’ve been teaching and asking myself the three questions since before starting this blog, and one of the areas where I need help is actual implementation. So yesterday, I started developing a worksheet to help me make progress as I strive to expand my own personal leadership influence.

Here are the questions I asked myself:

  1. What area needs to grow? This is key because I’m asking myself the awareness question from a different perspective. No longer is it simply about accomplish a task, now the question becomes what am I doing already that can be done better.
  2. How am I doing at it? Are you good at being honest with yourself? Go ahead, ask this about an area where you know you’re weak, or even where you think you’re strong. Either way, I’m going to guess the answer won’t be a 10/10. But again, evaluate and let this response determine the urgency in the next two questions.
  3. Who can I ask to help? List out names. Specific names. Even names you wouldn’t have considered before the exercise. These are people you’re willing to go to and ask for help in this specific area, but don’t let it be the same people every time.
  4. By When? What’s your timeline. I did this yesterday, and one of them was a more immediate timeline–even beginning next month. The other, I set a goal for next year. There was freedom in both. There was freedom in simply listing a time line. The third question is no longer ambiguous.

There are a couple extra questions I added along the way, but you’ll want to make sure you’re signed up to receive the 3QL emails, as I’ll be sending it to specifically to subscribers once it’s been polished.

At the end of the day, though, leadership is only leadership if we are leading people. To quote John Maxwell, “Leadership is influence, nothing more, nothing less.” What specific steps are you taking today to grow your leadership influence? Spend some time working through the questions above.

We All Need a Little Reminder

Sometimes those distractions keep us from focusing on what requires focus in front of us. Sometimes we need a reminder of the foundational things in life.

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Have you ever wondered how people used to make maps of shorelines? Seriously, was it a boat and a compass? Then, with the ability to take pictures from miles above, was there ever a shore line that was just wrong until we had the right perspective?

And so went my random thoughts this morning. Do you ever find yourself dreaming solutions about things you have zero experience with? I’ve never mapped out a coast line in my life.

Sometimes those distractions keep us from focusing on what requires focus in front of us. Sometimes we need a reminder of the foundational things in life.

It’s been a while since I talked about the three questions (you can read all about them here), so instead of trying to figure out how to map a coastline, let’s revisit the name sake of this blog.

I love the simplicity of the three questions. Teaching students (or adults) to embrace awareness-willingness-leadership as an approach to influencing situations around them opens the door for possibility.

This past weekend I taught the three questions to a group of student leaders and made a statement I hadn’t made before. I learned early on that not everyone naturally sees the need in a room (awareness). Some people, even if they have good hearts, are missing the natural ability. So, my challenge to them? Stick close to someone who naturally asks the first question.

This makes sense, right? If I’m trying to watch what I eat in order to lose weight, it’s easier for me to make good choices if I’m with someone else who is trying to do the same thing. My healthy eating decisions get more difficult, however, when I’m around people who are less than intentional.

The same is true for us as leaders. If you have a hard time simply acknowledging the need of the moment, find someone who handles it naturally and allow them to help train your mind to observe.

At the end of the day, it’s very difficult to influence change and raise up other leaders if we are unable to acknowledge what needs to be done around us. Spend some time today honing your awareness.

The Best Mindset for Training

When I’m able to help my adults steps forward and become better, stronger, more equipped leaders, then we both win.

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Do you ever think of something you wish you had said, only it was after the fact?

A few weeks back I hosted a youth worker’s meeting (one of only a couple I’ve done since starting). In my intro to the meeting I made a statement along the lines that I realized I had done a poor job training them.

Then one of the leaders asked, jokingly, “Do you think we’re doing a bad job?”

Again, let me emphasize I know this leader’s heart, and know it wasn’t aggressive, but meant to be funny. But still, it made me think. So, here’s my response, three weeks later.

I want to train to maximize, not correct.

At the end of the day, everyone has bad habits in need of correction. But, more than correction, training provides a way forward. When I’m able to help my adults steps forward and become better, stronger, more equipped leaders, then we both win.

Let’s put this another way. A fire extinguisher is not the best way to fight (correct) a grease fire. The best way to fight a grease fire is to implement proper protocols (training) to keep the grease from catching fire to begin with.

Or, let’s go agricultural (because that’s what I do). Good grazing keeps cattle in the pasture way better than good fences. So, when you do the work on the front end to have the best possible grazing, you spend less time on the back end chasing cattle.

It’s the difference between being reactive and proactive. Reactive people spend all their time reacting to what’s happening. Proactive people work to change the outcome from the beginning.

The same is true for student leaders. If I can train them to influence a room, then we make way more progress than if I simply spend my time trying to correct everything they’re doing wrong.

So do you spend more time helping those you lead put out grease fires, or teaching them how to prevent them in the first place?

So You Want to Be a Leader?

If leadership is influence, we have to be present to exert influence: Present in the lives of the people we lead and physically present in the rooms they are in.

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Over the course of my leadership journey, especially the past four or five years, there are a few key principles I can pretty much hang my hat on. And I’ve written about them several times.

Providing students (and adults) a framework to start growing their leadership influence.

The Horizon of Possibility. Oh, and this one, and this one too.

Key traits for student leaders.

Learn from everything.

The Redundancy of Leadership.

Today, I’d like to revisit yet another thought. But first, if you only have time to read one post today, read this one.

Are you ready? This is going to be mind-numbingly simple or incredibly challenging.

Leaders show up.

That’s it. Very few people can positively influence a room by not being in it. If a place is better because we are not there, one of two things are true:

  1. Our level of influence is so great that even in your absence, people have been empowered and equipped to step up, connect, and lead.
  2. Our leadership influence is negative.

Outside of these two instances, if we are not present, we cannot lead. And I’ll be perfectly honest with you, the first one is extremely rare.

If leadership is influence, we have to be present to exert influence: Present in the lives of the people we lead and physically present in the rooms they are in.

I’m watching this play out all around me. If I want to influence something, I have to be part of it. I cannot watch, critique, bemoan, and stay at arm’s length and create any kind of change. But by jumping in, serving, listening, contributing, and listening some more, I can slowly start to build the relational credibility that allows me to grow my leadership influence.

But it only works if I show up.

Where do you need to show up today? Make your presence a priority.

You’ll Figure It Out

I still have a picture in my head of one morning. He was on guitar. I was on bass. It was the opening song for the morning. Right before he started playing, I remember telling him I didn’t know the song. And his words continue to ring true: you’ll figure it out.

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Did you know I play bass guitar?

I got my first guitar in junior high and learned to play over the following few years. Who am I kidding, I’m still learning to play.

But for Christmas my senior year of high school, my dad bought me a bass guitar. Ever a pragmatist, he decided to buy me a “real” bass so that when/if/when I decided to give up on it, since I was a guitar player, the bass would have a good resale value. That meant my first bass was a Fender Jazz Bass.

But there was something he didn’t expect: I’m a pack rat, so I never get rid of anything. So I kept my bass. I learned one 8 bar blues bass line that made me sound like I knew what I was doing, but never really had occasion to play bass.

Fast forward a couple years. I was serving at my first church as the youth minister. Even though I was in charge of youth, I helped with music where I could. Then, with the arrival of a new music minister, something changed.

Our new music minister was incredibly gifted musically, but had cut his teeth playing bass guitar. So, he started teaching me how to play. But his approach was different.

I generally have a pretty poor memory, but I’m pretty certain we never sat down for a formal “lesson”. It was always learning “on the fly”.

I still have a picture in my head of one morning. He was on guitar. I was on bass. It was the opening song for the morning. Right before he started playing, I remember telling him I didn’t know the song. And his words continue to ring true: you’ll figure it out.

And that’s what I had to do. Sink or swim. And I sank, a lot. Until I learned to swim.

Playing with him I learned to anticipate the changes, to play with the rhythm, to find the groove, and so much more.

His leadership approach is something I occasionally employ today. Sometimes the best tool for growth is immersion.

Does that mean it’s going to be perfect? Nope.

Does that means it’s going to be flawless? Nope.

Does that mean it’s going to be memorable? Very likely, one way or the other.

There is someone in your sphere of influence who needs an opportunity to sink or swim. There is someone you are leading who needs a challenge they feel they cannot meet.

So I have two questions for you today: 1) who is it? and 2) are you willing to step back for the sake of their growth?

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