Monthly Archive for April, 2008

axiom A

Published
by
ryan russell
on April 19, 2008
in leadership
. 0 Comments

Last fall, I wrote that it is a great exercise to develop a handful of leadership axioms that you live and lead by - link - watching to see if they prove themselves out over time or need to be refined. These axioms don’t need to be original to you. Here is my first one…

| SIMPLICITY | freedom from complexity, intricacy, or division into parts

The goal I have in mind is to lead ministry, business and personal pursuits that are straightforward, purpose oriented, no frills, easy to understand and engage with. With recurring evaluation, I try to take each of these areas of my life and strip away the non-essentials only striving to leave the core functions entact. However, I don’t believe that needs to strip away the beauty of item, pursuit or individual. Just as a plain, well designed  black dress can be stunning or elegant, so can our lives, our leadership and our businesses.

So, ask yourself about your business, “What is the core purpose?” Other than money/income, what are you trying to acheive and also what is there that is holding you back? What do you find yourself doing that is taking away from the original personal excitement that you had about your endeavors when you first began?

In your personal life, what focus and personal enjoyment have you lost with your wife, kids or family because you are entangled with other things less meaningful? What is one item that you can strip away this day or week to put the priorities back on the reasons for all of the busyness?

I offer these excellent things as samples of simplicity that I use as a model for work and life: Crank Brothers | Google | In-&-Out | Brand You 50 | Henri Nouwen

Go take something away from a key area of your life that makes it more complex, less enjoyable, more confusing, and harder to do than it needs to be.

Here are a few more axioms that I hold onto by summarizing them with one word:

  • personable interactions
  • excellence in everything
  • consistency in performance & delivery
  • innovation in your field 
  • create environments for the mission
  • develop other leaders

 

developing a leadership team - v2

Published
by
ryan russell
on April 6, 2008
in leadership and next leaders
. 0 Comments

 A few quick hits on developing a leadership team :::

 

  • define the scope (boundaries) and the purpose for the leadership team | what is ‘IN’ your mission and what is NOT? Don’t make it too complicated and don’t try to be all things to all people only to wind up accomplishing not much at all.
  • don’t develop the strategy of your mission outside of your group - this will result in a lack of buy-in |come together for the first times around strategy. develop a logical, sequential set of steps & objectives that will likely achieve the outcome you are aiming for
  • cast a wide net to for participation in strategy sessions |you might have to come back and “un-invite” some who show up & contribute poorly, but, you might just be surprised who rises to the surface when you invite people to engage in the mission & strategy of your organization.
  • outline the leadership structure | know your role and the role + expectations of others. It is essential that one person (and only one) be easily identified as the leader of the group. As the leader that would be you!
  • work hard together + have FUN together | to be sure, the right balance of this is difficult to achieve, however, deeper, more trusting relationships can be developed by accomplishing goals and enjoying each other through activities that build camaraderie.
  • develop a common vocabulary | In a million years I would have never have been able to come up with this one if I hadn’t seen first hand the trouble that different definitions can cause. EVERY TIME you use a key word or phrase that carries impact and breadth, be sure to define it as a team.
  • Identify the type of person that you are looking for | Be sure to find PASSIONATE people. Character must be an integral part your team - don’t make sacrifices here! Allow for differences, desire them, and appreciate them when they arrive.
  • don’t forsake candor | to be sure, you are going to need to lay the ground rules for open dialogue, but a team without candor is only playing games, not winning championships.
  • MISSION & TEAM trump the individual | you won’t know how hard this is until the team really needs to make a call other than the one you want.
  • be open to new ideas | easier said than done.
  • refine your team through roles that connect to the mission & strategy | parcel out the work that needs to be done. make sure that everyone has a ‘job’. Give some direction, but real leaders will figure out the nitty-gritty of what needs to be done. Give oversight, but not suffocating micro-management. Be willing to lend a hand. ++ REMEMBER ++ you are responsible, so keep a reasonably close watch not just on what is being accomplished but also how it is being accomplished.
  • don’t let anybody stay on board who isn’t willing to do some REAL work |  you can’t be a leader if you won’t do some work, otherwise you are only a consultant. hold your team accountable to delivering pieces of the objective and strategies that you lay out.
  • lead organized meetings | few things are a bigger waste of time than wanting to go somewhere, talking a good game about it and then to have no organization and action coming out of the team that is supposed to be leading. if you don’t know how to lead a good meeting, check back here, we’ll get you going soon.
  • develop WINS & a timeline that people can follow | leaders want to WIN! SO… make sure that you outline together what WINS look like. Write them down, keep them clear, put some dates and figures to them and when you do win, PARTY! Enjoy the fruits of your labor.

* these points have been practiced over time w/ the staff and servant minister teams that I have been privedledged to participate on.

** additionally, the family ministries’ team developed most of this article together.