Tag: Developing Students

Growth is a Challenge

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Developing student leaders is a challenge.

It’s a challenge to balance the potential we see with the reality of the moment. But when we help a student realize and achieve that potential, it’s worth it.

It’s a challenge to convince a student that developing as a leader actually impacts their athletics. But when we help a student become a stronger leader on the court or field, it’s worth it.

It’s a challenge to watch a student wrestle with simple decisions because they are torn in so many directions. But when they take a leap and experience the difference, it’s worth it.

It’s a challenge when you have to learn a new personality and admit you had it wrong from the outset. But when they come out of their shell and reveal their talent and skill, it’s worth it.

It’s a challenge when a student doesn’t see the value in the basics of expanding their influence. But when they realize their actions speak louder than their commands, it’s worth it.

It’s a challenge when accountability is not well received. But when they grow from it, it’s worth it.

It’s a challenge when you invite a student to experience a new level of growth, and they politely turn you down. But when they are ready and accept the invitation, it’s worth it.

Ultimately, the greatest reward of developing student leaders isn’t in the easy moments, it’s in the moments that follow the struggle. I don’t know what challenge you’re facing or dealing with in this season, but know that when a student (or adult, for that matter) leans into developing their own leadership influence, it’s worth it.

Lessons from the Farm: Know Your Herd

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Would you like to know a little secret about cattle? Some are never satisfied. They almost intrinsically want to find a way out of wherever they are.

There are exceptions, of course. A good wheat field (today’s picture is actually a picture I received in a text this morning!) will stop a hungry herd in their tracks.

But when you move cattle to a new field or pasture, they will walk the fence line. It seems they do this for two reasons: first they want to know their boundaries, and second they want to find a way out of the field.

That’s why when grazing was not great we would spend time putting cattle back in our fences. And often times it was the same ones over and over.

Sometimes we could see the cattle who were on the wrong side of the fence as we drove through them, but sometimes it wasn’t always that easy. That’s why it was important to keep track of our herd-how many we had, where they were supposed to be, and even kind of what they looked like. We didn’t name every one, but you gain familiarity over time.

The same is true of leadership. Not that people like to jump fences, but we need to know the people we are leading. Spend time getting to know them. Ask questions about their life. Listen to their stories. Care about their lives. You don’t have to be best friends, but leadership is so much more effective through a relationship.

The best part: as you get to know the people you lead, trust is built. And as trust increases, productivity multiplies.

Who do you need to reach out to today? What are you waiting for?

Is This What’s Missing In Your Leadership?

That means I can teach 10 people to grow their influence, or I can teach 10 people to grow their influence who in turn grow their influence by teaching 10 people each. At that point influence isn’t growing, it is multiplying. Like chills in the movie Grease.

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Is leadership that is not expanding truly leadership?

Bear with me for a minute.

If I’m teaching students to ask and answer the three questions but it stops there, is my leadership influence growing? Even more pointedly, if the students I’m leading are stopping short of answering the third question, aren’t we missing the point completely?

Leadership influence expands when more people fall into that influence. That means I can teach 10 people to grow their influence, or I can teach 10 people to grow their influence who in turn grow their influence by teaching 10 people each. At that point influence isn’t growing, it is multiplying. Like chills in the movie Grease.

Let’s get specific: if I pour into a leader who never into another leader around them, am I really pouring into a leader? Leadership influence is most efficient when we first lead ourselves and then lead others. And leadership influences multiplies when the people I have led begin to lead others.

But secret expectations are rarely met and almost never healthy. You know this. I know this.

How are you equipping those you lead to truly lead others? How are you inviting them to repeat the process?

Let me challenge you today. If you are a regular reader, find one person this week in whom you can start investing. It could be a student. It could be an adult. It could be your child, your spouse, or your neighbor. Teach them the three questions, and then add a fourth: who can I teach the three questions?

Don’t settle for addition. Aim for multiplication.

Will You Lean Into Momentum?

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One of the things that has shocked me was how old I was when I first read John Maxwell’s 21 Irrefutable Laws of Leadership. I’m ashamed to admit that it was only a couple years ago. As I read about each law, so many of them made sense, but a few went further than that.

For example, Law 16 is the Law of the Big Mo. Simply put, Maxwell says, momentum is a leader’s best friend.

I’ve spent a lot of time pondering this law lately. We are starting to see some momentum building in our ministry, and so I’ve been asking myself how I can make the most of the momentum we are sensing. Is there some way to take the momentum and curtail it into growth? Is there some way to replicate the momentum down the road? How long should I wait to act?

I’m starting to see momentum all around me. The way things progress and grow (momentum building). The way things slow down (momentum waning). The way I handle things in those moments–my response, my actions, my inaction.

So today I have two questions for you: Where is the momentum around you? And how can you make the most of the natural momentum you’re seeing?

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Do You Hate Saying Yes?

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I’ve been reading through the book Hero Maker with a couple friends. There have been some interesting concepts that have jumped out to me along the way, and a few that have popped in to mind in key moments.

One of the points the author (Dave Ferguson) makes in the book is learning to say yes. I realized a while ago that my default is no, but I can often be talked out of that no.

I don’t think that I’m a negative person, but I do have a tendency to see potential roadblocks. Okay, maybe that makes me a negative person. But sometimes I will point out a roadblock with the singular intention of solving it.

But when push comes to shove, as a leader, am I willing to say “yes”?

I can think of two situations with students within the past few days where my default would have been “no”, but am instead trying to lean into a “yes”. And for the first one, I’m so grateful I was able to do whatever possible to help. The second one is another strong idea, and something I’m hoping will turn out really great as well.

But it’s not without hesitation deep inside of me. I want to save the day. I want to prepare them for the hiccups and protect them from disappointment. But at the end of the day, the struggle is what makes the end profitable.

So, what about you? To whom do you need to say “yes” today? What do you need to let go of, personally, in order that someone else may thrive and grow? What are you waiting for?

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