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Extraordinary Leadership Needed

Steven Grabiner
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Drawn from years of experience and an extensive study of the principles of leadership, this seminar will provide you with practical ideas to help you expand your leadership impact. While engaged in ministry details, leaders often forget that their development is their most important and most difficult leadership assignment. This seminar will clarify what separates an extraordinary leader from an average one, and provide you with resources to assist you in completing your most difficult leadership assignment–personal growth.


Steven Grabiner

President, Outpost Centers International




  • July 31, 2020
    10:45 AM
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Well good morning to each of you we are so happy that you're here with us and we want to welcome you to this presentation. I'm here with Steven Grabner who is the president of Outpost centers International and we're delighted that each of you have joined us here as well with the a.s.i. for this a.s.i. virtual convention we are so happy that even though we can't meet in person that we're able to meet over the Internet and we're happy as well that we can hear wonderful presenters that can share with us some variant or tent messages and seminars and today we're going to be Steven is going to be sharing with us the extraordinary leadership that is needed. And I'm looking forward to what he's going to share with us we're so glad you're here Stephen Well thank you so much it's all yours and I just wanted to tell are those that are watching us that if you want to chat with us feel free right where you can watch this seminar you'll see over on the side bar there is a chat area and some people have already sent some messages so feel free to chat with us ask your questions and we'll be happy to take those at the end of the presentation thank you so much Stephen for being with us we look forward to hearing from very well thank you Wayne let's begin together with a word of prayer asking for God's presence to give us wisdom and guy. Father in heaven thank you for this opportunity to meet all who are not together her personally to me personally do you pray that your spirit blasts both the communications and the technology that everything we hear well that you just want to boss might be encouraged and motivated to improve her leadership we thank you in Jesus' name. So I guess our power title today is extraordinary leadership needed and it's part of the o.c.i. track with the 300 messages and we do live in extraordinary times and unquestionably extraordinary leadership is necessary for Jay we think we look at the the world like the political situation here in the United States and other parts of that we're all. We can really see not only in the church but just globally this great black in this great need for leaders character leaders to Vision make a difference that are built to transcend the various difficulties that are confronting each one of us and that's really going to be what we're going to be looking at today I have got a number of means that I want to try to reach through our time together 1st of all I want to spend some time discussing the poor leadership and how leadership impacts all lines of all of our organizations and then we're going to spend a bit of time ferreting out what those qualities are that make for extra ordinary leaders and try to really clarify what are some key aspects and what are going to be sharing a lot of it's very research based and maybe some good information for your good data for your and then we're going to end on some tips for your own personal leadership development and then we'll take some questions and answers if there are any Let me just say as part of a CIA strengthening leaders around the world is is part of what we do I'm also a certified leadership coach and spending time with leaders over the years has really taught me to be importance of focusing on leadership development and we see this again as I mentioned across all spheres of the church both in our local congregations you know in our conference's unions everywhere there is a need for leaders to grow in your skillset. And so let's kind of go here I have a couple of quotations I want to start with this one's from volume 2 of the testimonies page 645. White writes here that the people speaking in a church setting will seldom rise higher than their minister Oh we're all loving spirit in him has a tremendous influence upon others so here's a very important principle that the character of the leader you know sets a certain bar sets a certain tone and it's very rare for people to rise higher than the trolls or the bar that said by the leader so yeah that really is and packed full thought for each one of us continuing she writes that the people make his deficiencies an excuse to cover their own world loving spirit so she's talking very particularly here about the minister who tends toward the we're all but we can extrapolate from that of this principle move out from thinking that the strength of a leader often times impacts the organization does that becomes the ceiling of where team members grew to so this is a really important thought for those people that are in leadership you know what am I doing individually to grow and how my promoting growth among those that are part of my team. Alan and as I've already mentioned you know leadership impacts all aspects of an organization and we can't really over stress this though it's maybe a small Kaviak here I don't want to imply that leadership only exists at the top of an organization of where and using that hierarchical model out you know we might say type refer to a president of an organization or a pastor a church or conference President or union minister it may be wrong for us to think and I'm not trying to imply that leadership only resides in Bloom's keep positions readership can be very diffuse in an organisation there are plenty of individuals who exercise their influence and their leadership in a secondary or tertiary role in an organization so the leadership can be really widespread now over our focus today really are on the main leaders of the organization and how they impact the strains in the growth of their organizations. So another quotation This is from Vibe 7 the testimonies and 117 I remember reading this while operating helping operate 3 vegetarian restaurants in New York City quite a number of years ago and there were 2 in the Wall Street area and then one in Midtown and I was the measure of one of those restaurants and when I read this quote It really spoke to me because our restaurants again you know restaurants are tremendous avenue for us to contravene contact with people and to what impact people be very missional with people impact them for the Gospel and yet they also have this entrepreneurial aspect a way of creating jobs so here's a really important point the managers of our restaurants are who work for the salvation of the employees there noticed that manager is working for the salvation of the employees they and then injures must not overwork because by so doing they will place themselves where they have neither strength nor inclination to help the workers spiritually they are to devote their best powers to instructing their employees in spiritual lines explaining the Scriptures to them and praying with them for them and then the quotation goes Oh I'm not going to continue quoting the rest of the passage but they crow teaching goes on and describes how then the employees will be in such a situation where they will be in tune with the Holy Spirit and will sense the promptings of the spear to speak to the various customers but a couple of principles I want to draw out from this quotation again we noticed the primary thought here the work of the manager is to work for the salvation of the employees really key thought there but then this other idea that the managers let's translate this back to leadership the leaders must not overwork because by so doing they place themselves where they don't have the straight their inclination to help their team members growth. Which right so let me kind of pull that principle out of this quotation that infer a leadership position it's often very easy for us as leaders that you know to think well I just need to keep pushing through and it's Ok if I were or I don't get enough rest or things of that nature really have I'm not practicing in the way you know concern for myself as a phrase that's often used today that's self and passion but it's going to be very difficult for me to have the energy he needs spiritual focus to get my attention to my son who has rallied to this is that another important thread that we can pull out and I think you're that our leaders need to be aware our own weaknesses our own limitations it's a bit we could better serve others. So I have a question of the poll question I think Wayne's going to be with the whole happen again with a slight disadvantage the way we're doing this I can't really see who's here or not so but in faith my question here is part question are you personally you know leadership role. Let me just explain briefly to those that are watching that yes you can definitely answer these questions in fact it's up on the left can some on the right hand side rather right next to it chat but you'll see that there is also all but so if you click on that then I will let you know I will also live here momentarily and then we can follow along with Stephen as he shares and we can interact by giving our answers to those quests that committee had. So Mr Wayne if you're going to prevent a lot and then we can delve into this and just be helpful to know like how many people are currently in a leadership role in your particular organizations and maybe you can give me a heads up as to how paths unfolding with becoming live and getting some responses from there good so we will have the responses soon as I close the polls so I think I'll give you 30 seconds or so and we'll close it in and let you know that we are right now I prefer sharing that's participating in your your patients cooperation with the masses where you kind of navigate this new venture. And about a follow up question coming just as a heads up you know there are 2 questions here what are you currently in a leadership role and then the 2nd one well how long have you been in that time give us a little bit of heat for our audience today so the results of the poll that was that 5 people said yes they were in leadership roles and one person is not at this time Ok so the rest is going to this next month really just put that up and for them this next question of courses on how long have you been in that position just trying to get a feel for who are together worth today so you know you got that one point yet so it's live now and we can just give it up for a couple of minutes and then close it out. Right. And so all your feeling that out and then when you close it up just feel free to interrupt me Wayne and I'm just going to continue the presentation as individuals are working with the ball with that work Ok where if it. So let me share it here. And the impact on the actual impact on the organization what I want to the next few slides and share some research with you with a research organization by the name a single men and they've interviewed her in some cases hundreds of thousands tens of thousands of leaders and they're trying to ascertain the impact that leadership has on the organization and that's only going to be sharing with you through the next couple of slides and so on the bottom of the slide you see the numbers 10 percent 80 percent 90 percent so let me explain those numbers 1st the 10 percent would be if you were to be school part perhaps 2 or 360 evaluation or self assessment of your own personal leadership skills if you were to rate rank rather at the bottom 10 percent that's indicated by that 10 percent on the slide if you were let's say in the 80th percentile leaders of that you know ranking you know in that $85.00 percentile there's only 20 percent of you that's your marker if you're in that top 10 percent or you're at the 90th percentile that's the other other ranking so just so you understand that percentage is on the bottom so one of the one of the charts recognized representing on the left hand side of the slide you can see numbers those represent dollars So those leaders that rank in the 10 percent. Percentage 10 percent core tile 10 percent leadership scales as their measure compared to others of their writing is at 10 percent generally speaking those leaders have a really negative impact on the organ. Zation you can see that they bring about a loss here about you know one in a quarter $1000000.00 those leaders that wreck at the even if percentile so they're very good leaders you can see they almost generate around 2 and a half $1000000.00 in their organizations but notice if you simply go up 10 percent if you hit that 90th percentile year you're not quite but you're reaching that $5000000.00 mark there so there's a large impact a large impact any organization clearly from being at the 10th percent out to the 80th percentile but then there is also a larger impact when you're going from the a.t.f. to the 90th percentile and that's really one of the main points I want to bring out in this presentation is where ever you are in your leadership development and in your leadership group you know if you're 10 percent and 1550 maybe or 90 percent meter 95 percent mean or you know where ever you are if you will begin to move upward your impact in the organization is really going back so that's financially well we're going to work in that with the church situation is I ministry is supportive Ministries Church leadership maybe the financial metric really isn't that strong for us but how do we impact our employees and we impact that that works for us that's a really relevant question for us and so if you have the body bottom 30 percent I'll again there is 69 he represents the percentile of where leaders are and so if you're in the body bottom 30 percent then you're going to have a very high turnover so you know you might be turning over almost 20 of your employees has a very high turnover rate if you're at the 60th percentile of your turnover rate drops down and if you're at the 90th percentile your or your turnover rate drop. Less than half from 30th percentile and we all know that impact employee easy is tremendous so this you know this can translate into many different sports if you think about our churches being about a pastor trying to get people engaged in the church What's the leadership skill of the pastor and how is it impacting the congregation if there are you know people staying in the church or moving out of the church what about interview nomination offices or are supporting a ministry more how are we going to packing that people or working with that you know is there a solidity in the team or are people turning it over rapidly this is really directly related not entirely a very largely directly related to the style or the skill of leadership and then the impact and customers customer satisfaction sorry maybe going into a problem if you'd like to have the results I can give them to us. So we have the majority of people that actually bad then leadership early less than 5 years. And then we have smaller number that have been in for 15 to 10 years and just one person that's been in for 25 plus years so that's the results Ok Well whoever you are be you should be doing a presentation. That again welcome and I'd be really happy that there's a group of leaders here that are you know relatively young in their leadership experience that's really interesting because it's a personal gain my desire mine is to help emerging leaders learn some of the things that it's taken a lot about their leaders much longer to over counts really welcome thanks for that right so impact this is like on customer satisfactions how how well are we doing in communicating with others again this is a business model but let's translate it into our in there to our support ministries or into. Church or if you know business leaders that are attending this this weapon are as well we could think about this that if you are in the 20th percentile the bottom 20 percent tile you have a bearing on the customer satisfaction rate but and you can see how it just moves up and this is directly correlated to the the ability of the leader to improve their leadership style so if you have a leader that's in the 80th percentile and miss is judged by other people doing perhaps a 360 assessment in addition to their own self assessments then they have a very high impact on customer satisfaction so we really cannot over estimate you know our own we're stressed the importance of leadership in these different domains but financially maybe in a church we could think about the terms of relationship giving tithes and offerings and employee turnover we could think about that as to how many how long people are staying in your ministry or customer satisfaction how are you doing ministering to others how well are people being blessed by your organization. So I think great danger for leaders here is that we often think that good is good enough now I realize that there is an expression and there's a lot of truth to this expression that says the best is the enemy of the good and what that expression means is sometimes you know we just fiddle with everything until it's absolutely perfect and then we never really come out with it i j n managers who was a tremendous scholar and historian had a bit of that perfectionistic side and his book on the history of the Sabbath l m I had just heard and we just published the book ready because he was always temperance of the best is the enemy of the good and that's true in a lot of circumstances. In publishing a book There's Always typos in a book but when we come to leadership there's a great danger in thinking that good is good enough if I'm above average leader at 60 percent 70 percent then I begin to think Ok well I'm doing pretty well and one of the great dangers for leaders to have been a in another leadership presentation we do is one of the traps of leaders and that is plateau and getting to a place where we've reached a level of our ministry perhaps you know 25 years in ministry or in leadership and we think we know things and then we just become you know comfortable and we plateau how and that's a great danger for our organizations we should be continually growing continual he advanced saying so. So I just another poll here and this is kind of a very subjective a hall and we need you could get the poll up and has all explained it has you doing that and again this is just you know off the cuff nobody knows who you are how you're answering you know what percentile do you think others would rate your leadership skill that So you know. And I've given you some markers there that you could choose and you know just just choose one and then we'll give away any chance to get that whole live and to give you time to do some of the answers and I'm going to continue with the conversation and then Wayne you just interrupt me when you have kind of a rough the offer that they went in or no problem as it were years just you know where would you rate yourself at your how do you think other people would rate you at so for organizations we would talk a lot of strategic planning in in teams and in organizations and in ministries I'd often times one of the key here is in strategic planning that we overlook is leadership development in major ship really is a very important strategic imperative you know what are we doing to develop new leaders what kind of resources are we putting through there are you know are we providing leadership coaching you know or you know are we helping them get assessments you know what are we doing for our pastors and we doing in our ministrations how do we help leaders develop is part of our longer term strategic planning oftentimes our strategic imperative our strategic development our strategic thinking you know it's very outward focused and we do not take the time to think you're How do we develop leaders internally and that's a real concern so this is Alan from side of the Times March 2nd eaten it to Ellen White writes this that God designed that man should be constantly improving in Obs that she's speaking generically here that humanity should be constantly improving daily reaching a higher point in the scale of excellence so let's be very clear here just so that we don't fall into any trap of perfectionism you know we're always moving in that direction or always striving in that direction. But deal he should be thinking what kind of levels can I improve with you know how can my leadership skill How can my personal walk with God improve how do I become a greater influence for good in the role that God's called me to so we have the results although if you'd like your thank you for a little bit more hesitant to answer these questions but really all along with that if the percent and some that were in this 75 percent a little bit less space and perhaps we feel a little bit side you know how to kind of evaluate ourselves now then the question was how would others about to make you know that's hard as well to say but I thank you for that. And yes it just a really interesting thought there out of the cognitive tricks that were in my place with us is always the overconfidence bias where we return to rid ourselves better some of us have a negative aspect in that we always underwrite ourselves but thank you for participate in so you know whether it's the reasons that hinder our growth were some reasons that keep us you know whoever said there are the 75 percentile you know maybe feeling like I'm pretty good I'm comfortable here you know what what keeps us moving forward really intentionally developing as leaders and becoming as our title talk to extraordinary leaders Well one thing is that we blame poor performers you know people you know we we tend to think that our back and skill set is the result of somebody else and. So we have this tendency where we blame other people you know we blame or performers also training tends to focus on poor performers and so there's this negative there's this kind of a stigma era where you know some kind of leadership development almost in play. I expect and oftentimes it doesn't apply in more directly states that when you're getting training it's because there is a lack in you and therefore you're in this for performance and that creates a kind of a stigma so that that's also a negative another. Reason that we we hesitate or we tend not to embrace leadership development moving to become an extraordinary leader is because we compare the average And so if I never try to rip I'm slightly above average that's really good enough another area of course is that we just tend to fail to understand how large of an impact our an oversized impact leaders have on organizations and then this last trick and that is we really just think that great leaders are very rare and they are generally rare we don't see a lot of them in our society in our political arena today. But that may simply be a result of individuals not moving forward in their her ships you know and we shouldn't let this rarity of great leaders or Extraordinary Leaders impact us personally on the contrary we should be thinking well how can I grow in my leadership skill How can I improve So let's think a little bit now shifting from focusing on the importance of leadership thinking about those characteristics that embodied strong leaders or move people into the realm of becoming extraordinary beaters and I said this illustration again comes from that organization I mentioned earlier isn't your fault men and me is this illustration I think it's really helpful that tent this picture may not look like a tent to you but that's not it's just to illustrate the 4 blue circles are tent poles and the yellow dimension is the canopy up the tents and think about it that way and so he had a p. main par and it's character Now this is the key he sent. It with leaders and this comes across you know in all leadership studies that character is essential you know it's and he hasn't been lame port on and quickly in court and in our you know our church setting but even in a business where all day wherever we Lochner character is coming out as a key quality and essential essential necessity for being an extraordinary leader and then we have these 4 means few years and these fears can be broken down into smaller group beings as well result skillset changing capability if you think about the is if you can mentally do this if you think about these 4 Spears as a whole holding up the larger canopy. If the poles are smaller closer to the ground or if the tent canopy itself than it is shrinks then you cover a very small surface area so that would represent a we here who is in the lower percentile but if those poles are large and the tent covering is brought and you're covering a larger surface area and you're having a larger dimensions Let's talk about these just briefly as we're out of character again is the main focal point it's the 10 covering it's the inside essential are. Being a leader you know and with the same character is keeping your commitments. Being a role model same during what you're say you're going to do your be a person that people will look up to you know have as Paul said to Timothy you know follow me as I have also follow Christ character really essential and then these other 4 areas are you know the capability personal capabilities those are the skill sets that are leader needs for his or her task and so depending on what the task is those capabilities might change but you know personal capabilities are that cluster of skill sets you know whether they're. You know accounting or you know visionary aspects or you know different things would apply to different organizations a personal capabilities you know in a scientific realm there would be a certain skill set a capability there so personal capabilities or what are those skill sets that are essential for your particular task then the next aspect is the focus on results how results driven is the leader this is a really important viewpoint We'll talk about this in the next one momentarily the next one is interpersonal skills. How well do I motivate and embrace my team and about how successful am I in helping my team members to grow out that will be the interpersonal skills that once my communication level like and my approach of all my distant There will be those interpersonal skills and then there's embracing organizational change and how how good am I at bringing change into the organization so if we think about all of the you know these comprise key areas that can be measured can be people can give their feedback to the leader on and they're very essential for developing extraordinary leader and as we continue our conversation we're going to note that if you begin to combine some of the so let's say for example that you're not really good at personal capability in a certain area maybe you don't have the technical expertise but you're very good on focusing on results and interpersonal skills and organizational change that will raise your entire leadership profile so there's this kind of a synergistic effect now in each one of our lives there are times where we have our own individual passions those the things that we're excited about now we have our individual skill sets the compensation sees that we've become adept at feeling then there's always the organization that we're working for Often times those spears don't match up so at times they can be very distinctly different you know very different really we could be in an organization we can be working in organizations where our skill set is not really applicable and our passion is certainly not there if you're in that situation I'm really looking to begin praying for a change oftentimes are our passion and not compensation sees overlap but we really become affective in you know the center. Here where there are skills that are put in C.D.'s and the organizational me and our passions and interests act and when we're in an organization like that if we're on the ship we're like that then we can have the largest impact so if we think about leadership development this is a question we will be asking themselves do you my skill sets and does my passion intersect with the organizational ailments and if they don't you know how can I either change that was organizational hymns of by midnight position or because Agent is in that period of growth who are how can I rely on myself into a different organization so I get on with the new growth this is from the book education I like that many do not become what they might because they do not put forth the power that is in them they do not as they might lay hold of divine strength many of the burden from the line in which they might reach the truest success so she's talking here and if you read all passage in the book education she is describing how some individuals who are suited for perhaps a career in business feel like they want to go into the ministry and they don't have your good job the ministry and other individuals who are sick suited for being ministers don't feel like calling in so they do something else and they don't feel their potential so that's the greater context of what she's saying here but they only get the lesson here it has many do not become what they might because we don't put forth the energy to develop what's inside of us we become diverted we really don't find that sweet spot where our skill set our car passion and our organizational needs intersect with one another. Continuing again she says there are others again who might have felt responsible calling but who for want or lack of energy application or perseverance content themselves with an easier place so how again there are capabilities there is this that will I. What can I say skill sets that my or competency is that might better suit us for a particular pass but there are plenty of people who do not put forth the effort and don't grow in their skill set to take a responsible calling Why simply because of lack of energy application perseverence and think that they're going to be any easier place so if we think about beaters and becoming extraordinary in the Internet spend a little bit of time talking about how we interact with teams in how we interact with teams and there's 2 ways that we can motivate teams we can drive our team members kind of push them or we can encourage our team members are or all of them a lot and so the question is you know what really has the greatest impact you know inspiring people and motivating him or driving for results Now earlier I brought out that one of those pillars of the tent is is striving for results in the other below the tent is interpersonal relationship so you might be thinking about really we need both of these nets entirely true we do need both of these and when we combine these skills when we combine the focus on results countability and focusing on results with the interpersonal skills it has an exponential impact on how the leaders perceive in for filling their tasks. So if you want to grow in your leadership skill set to come up have a greater impact as a leader think of these 2 spears particularly you know how do I do it moving people toward results and how do I do in inspiring people and motivating combined they have a large impact so here's a research that showed that a number of leaders 76 percent rated holiday on the push that all but often times they indicate that they have a preference for polling so this is kind of an interesting dynamic they say they want to be leaders that motivate and pull but they're perceived as being leaders that push and draw so you know a lot of this is connected with 360 degree feedback on over 14000 meters so let me just briefly go with your some points here that can help us improve the skill set of motivating people is what I'm talking about here the whole in part the motivating part leadership and here you could on the slide I have these 5 key things there's actually 10 of them another slide is well 1st of all develop an emotional connection with your leadership team you know how well do you connect with people you know. Well my test drives a minister can take someone's hand and shake their hand and by the way you're shaking someone's hand person knows if you're interested in or in there but I think you're How do I develop this motional connection with. My staff my organization my team members. How do I help members create goals that move them forward stretch goals this is an important aspect of motivation now if I'm only focusing on goals I can come across as driving people as pushing them toward results so that's an important aspect but it needs to be balanced by these others another thing here is clarity on vision you know is the vision of the team the organization has a very clear view we know where we're going are we communicating well are you know are our communications clear and transparent to people and are we working on developing others that's a very important skill set for extraordinary beaters do they develop other people as well among a team you know Army collaborating Well are we thinking through how we can do you with new ideas and the other important aspect of it extraordinary the leaders do we take initiative are we thinking here how we can change the organization and this very key point and my being role model is my life consistent with what I'm trying to communicate with others so what I am very important part of being an extraordinary leader is the foundation of trust and yet many different studies have brought this out this is by having Conan when there bucks it says that trust is the one thing that changes everything without it every part of your organization can fall literally into just repairs or trust is really an essential aspect and it's the work of the leader to. To help develop trust to bring trust into fruition and a leader just that numerous misplay and leader does that by you know communicating straightforwardly by doing what they say they're going to do by not having favorites by trying to find out. Team members need to hear some questions that can help you develop trust in your organization you know as a leader have you ever asked your team members what do you need do you do the work you know what what can I provide for you Do you have what you need to accomplish your work and then to ask a different question what gets in the way of your doing your work so there may be things in the work environment that may be personal issues and interpersonal issues because you know you know how what gets in your way what humerus you from doing your work and then this last question is very important to ask individuals on your team what to support look like to you that are really you know keep point because each one of us support looks different to each one of us so for example when I call one about the feeling well I like to be left alone my wife likes to be here and for support we want to be supported in 2 very different ways without asking our kids what to support look like to you we are getting very little mistakes of giving support that does not come across as if it really is or so another poll question when you could put this poll question out you know is trust. On your team and people that you're working with you know what you say that trust is holiday on your team so when you get that Paul live just let me know when it's live in la it'll just make it all meant as it's just a yes or no question so it's live and we can close it your all and certainly that there is a trust high on your team and you can just let me know when you have the answers for that and. And move into the next slide here that talks about some trust builders Ok and just feel free to interrupt me so it's actually. Because it looks like we didn't get results that's hard. Ok I don't know how to get it together now I may have closed it a little too quickly Ok so let's continue here you're talking about. Trust building trust and. Thinking if you're here what are some of the steps that will build trust Ok I'm getting a message to start a video Yeah I think these new Medicare only but if you could just turn it back on will be also. If I could just read together we're going to that let's talk about things that build trust one thing that all trust in an organization and this is an in-session access an essential aspect for being an extraordinary leader is to have difficult time for stations and difficult conversations you know in tough conversations those conversations are those kind of conversations that you might be mostly all or they might be confrontational with their conversations that you're trying to avoid you know having these tough conversations not being afraid to engage with there was conversations as or demonstrating both empathy and compassion are important aspects of building trust having both of those skill sets they're both being empathetic and compassionate are important for building trust people realize that you are you're one with them this next thing is really important to avoiding both shame and blame so in every organization people make mistakes and those of us that have new leadership for a long time we have certainly had our share of mistakes the question is how do people respond when you've made a mistake sometimes we get shame when we've made a mistake you know we begin to feel and I think each one of us know what shame feels like you get that hot water rushing the feeling sometimes your face gets flushed sometimes not but it's that very internal you know very busy a logical of effect of shame and blame it sometimes it makes us feel small me to avoid both shaming and blaming you know in our work to really build trust people make a mistake they should have the freedom to say look I made this mistake and they should be comfortable saying that because they know there's not going to be the replications on them or they're not going to be shilling for them there might be reputations in terms of it will have to fix this but there's not going to be the shaming and blaming In fact I encourage team. To develop a situation where people are we have a situation that is safe to fail where people have a certain will live it and if they fail to have a new idea and they fail within certain framework which is not to destroy the organization that would be to allow people to make mistakes you know really have this culture where mistakes are no one's afraid to say I made a mistake because the culture encourages making mistakes and then this idea of being trust building trust also is being vulnerable and by being vulnerable I don't really mean sharing everything with everyone and I mean it's being willing to state was people in difficult conversations that's what I mean by being vulnerable stay in those circumstances where you don't know how it's going to turn out but you're just going to stay there because you're committed to the person you're committed to the team you're committed to the vision of your organization so in a skip this poll there is just move on to the interests of time and this is a quotation from been a brown building trust vulnerability is having the courage to keep going even if you don't know the outcome and you know in our current environment with coded 19 and a social civil unrest in the United States there's a tremendous amount of uncertainty going on and unfortunately uncertainty at times can be paralyzing for leaders when we're vulnerable all that means hey I don't really know what's going to happen but I still have the courage to continue moving forward sometimes people want everything to be very clear like I some of us have a very difficult time with lack of clarity or lack of certainty or living in uncertainty leaders need to be able to come to the point where they live in that realm of uncertainty and they're willing to be vulnerable willing to say I really don't know how this is going to turn out but we're going to continue to follow. I like that shift a little bit here and talk about something known as the heat of a fact the halo effect is again is a cognitive trick our mind plays with us and that is we tend to think if somebody is good in one thing it makes them good in other areas so go out and miss translates in many different aspects if somebody has a certain physical features nearly ready up here their height their belt whatever he has we tend to think they have a certain skill set I have a fact or if they're very good at being a speaker then we think well maybe they're good at managing money which is not really the case or if we think they're going to manage money maybe they're really strong spiritual Riggin is not necessarily the case so the halo effect is this a fat impact where if we see one positive thing in a person or a negative thing a person works both ways it it translates to other areas but there's a way that we can. Build on the best in terms of our leadership and that is when we become very good at you know leadership area and those key components leadership skills that we talked about you know the pillars in our character or the different killers attempt that we discussed earlier or motivating people if we become very good in one of those areas it impacts how people perceive us in other areas it impacts us positively as we become good at those things so I want to share it here it has something that. Maybe is an offer for us to think your bet each one of us in our leadership style has certain flaws interim leadership and I want to encourage you to begin thinking about how can you fix your fatal flaws of leadership and I'm defining a fatal flaw at a skill set that's up to 10 percent or below so you have people who are to us rate your leadership skill and through some kind of an assessment and you're getting feedback by many different people and that a particular skill that you have is at that 10 percent total or less that would be a fatal flaw for and so what to do next is there share with you. They don't last 10 areas that are my issue is where our concern for people so let's walk through these are 10 fatal flaws and waiting to happen I have a couple of polls but he is going to suggest that there is improvement in the purpose of time so here our 1st 5 at a lack of energy have been through c.s. and if there are market people are looking at us and think of the you know how do I interact with people you know do I have inspiration how my enthusiastic do I have energy if I don't and I can get into the 10th percentile in that domain that should be considered flaw so think this through with you know where are you in this realm and how do people perceive you the next area here 2nd point is accepting mediocre performance this is a skill set of accountability do you buy it will people have the will or not if I accept media or perform a mediocre performance if I do not hold people accountable and holding people accountable is a whole nother conversation that we can have it for leadership and if I except this mediocrity that would be if I met that 10 percent that. Well that would be a flavor fatal flaw and I really need to be thinking how do I have prevents the next one hears do I have a lack of vision lack of direction you know if people can see me as really being rudderless in the organization that's at 10 percent 0 or below something that I really need to focus on Have I really do last people's trust and I ruined my relationship of people to the point where trust is so out and I'm at this Ted percentile or last or do people perceive me at as not really being a team player wanting to do my own thing is all here and you think that only your leader would be focused on his team his or her team all the time not necessarily the case oftentimes the editors are more like Lone Mavericks and they have a very difficult time working with their team if I'm part of any of these 5 flaws here these are areas that I really should be thinking through how can I get these fixed and I'm going to skip this poll and go to the next 5 of these fatal flaws and these are the also again a very important for us and my are good in my in my not a good role model of people raised me as not being a good role model not 10 percent taller last that really should cause particularly in the work that we're in spiritual who are whether it's in the church or in supporting ministries that should engender some very deep heart searching where ample if I really not learning people don't see me as wanting to develop and not grow in my skill set that's another area of the fatal flaw that I'm calling these fatal flaws Perhaps I should say is you know if you have the is and you're in this and you have one or 2 of these and these mark you your mark in this at this lower attempt percentile this is really a warning sign the red light should be blasting the whole siren should be going on because this will be out a negative part of that that you know a fact. In terms of you know a negative here that 10 percent Tyler last is really going to have a strong impact on your leadership skills as a whole lacking these interpersonal skills resisting new ideas and focusing on South you know I'm falling into the trap in these 10 areas it's a real clear warning for us that we should be thinking clear what kind of leader how many am I what can I start doing in these areas to me changes and to correct them because I can grow these I can get out of that 10 percent out and get into that 25th percentile or up into the 50th percentile or the 60 have her 75th percentile I can keep moving up it's going to have a tremendous impact in my leadership skill and my ability to bring about change in the organization and really that's what this is all about his having our ministries our organizations feel their mission in the mission is all about communicating the Gospel unity it's a lifestyle center how do we impact our lifestyle guests you know maybe it's a church you're hearing in a conference you know how are we impacting people business you know how are we impacting our customers for the Gospel again if our leadership is holding back the mission of the organization as leaders in that organization should be a deep matter prayer service each one of us so some observations about these flaws so the 10 that I just mentioned again all of these are fairly obvious you know people will see them in year the 2nd aspect here is that these are really let me call them sins of the mission rather than sins of commission and what I mean by that is you know you could have a lack of vision not by doing something but simply by not thinking about vision so it's a sin you know a mission these are areas in were simply areas were simply not putting forth. Ever That's why there I'm calling them sins of omission here these are areas that we're just overlooking and that's not like we're doing something wrong committing the sin you may not be stealing from the organisation or we may not be you know meaning adultery or something like that but somehow we're just not moving forward in our leadership the other keep component here is that these laws are largely interpersonal not intellectual again they're all of their really relational they're not dependent on our i.q. but on our Much more on our motional intelligence how do we relate to people how do we communicate with people so these fatal flaws again they're fairly obvious if you don't see them I'm sure people on your team well if you're in that box out and their sins of omission rather than commission and again they're much more interpersonal rather than intellectual So how do we assess how do we fix our fatal flaws while one of the 1st things we need to do here are some thoughts we need to our sesa our strengths and weaknesses and let's move into this idea of developing a leadership or creating a leadership development plan so assessing our strengths and weaknesses and finding out you know which one of our weaknesses this is most significant and then creating a plan to fix the weakness and in order to do all of us it's very important for us to get back. So we embed more of Ben has had written this thought most dangerous leadership is that leaders are born that's nonsense in fact the opposite is true leaders are made rather than bore so where ever you are in the skill set there's room for you to grow cruises and Posner who done a lot of leadership studies they said that a good leader is one who has natural endowments and then by practice. Learning and experience develop these into a mature scale very close to echoing what Alan White has said earlier as well you know that God gives us the capabilities and the skill sets and he wants us to grow and balance them in Education Page 266 the specific place appointed us in might is determined by our capabilities it should aim just as high as the human of the human in of human with divine power makes it possible for him him or her to reach so the specific cases appointed by our capabilities we have a certain skill set but we should aim as high as we can have with this union of humanity humanity. I guess just to do that all the faithful put your heart into your work imitate none who are slaw fall and who give divided service that's really important part you know to surround yourself with people who will help you grow rather than pull you back actions often repeated form habits habits or Imperator actions often the key to good for habits habits for character we are creating cool will be will we be you are creating the kind of leader you will be by the way you were hacked into day so it's important for us to in theory be intentional on what are the leadership strengths that I'm. In encouraging and growing So how do I grow how do I become a better way or an extraordinarily you're 1st of all make a decision that this is really important to you and think through the power of your character needs to develop one of those areas near character that need to grow all think you're what skill sets do I need to develop identified your strengths and work with those traits let me focus here you know I did mention the fatal flaws Earlier I mentioned the Miss fatal flaws if you're at that autumn 10 percent tile that's a chair but as we think of developing out of the air it's really important to identify your strengths and work on those so fatal flaws need to be fixed if you're at the 10 percent to our last that is the need to be fixed because they all have this negative impact poison everything but once you're over that 10 percent tile if you have a skill set it's the 20th percentile you have a straight and it's the 70th percentile identify your strengths and work on the strengths so I can watch how do we do this. Really here we need to get feedback we can get this from role models we can learn from our own mistakes that we. Really need to seek out feedback and this is very hard for us to do you know if we resist feedback now I tell my church members out or my family I'm happy to hear your comments about my sermon but not in the hall right after a preach get me hear me at least now or is that all down preferably a day or 2 but then I really want feedback you know so it's important for us to seek feedback in an appropriate been year and a way to get feedback Here's a here's a variety of suggestions for you or do you 360 feedback procedures and o.c.i. provides these we work with our organizations around the world who are happy to work with anybody providing 360 feedback procedures get performance discussions with going in your team coaching again as I mentioned earlier I provide leadership coaching as Yod provide leadership coaching your Perhaps a leadership coach will help you in your development there are personality profiles that exist and o.c.i. can help provide both these personality profiles and team profiles for you as well but you know whatever venue you're going to be seeking you know get some kind of feedback feedback from your team 360 feedback feedback from a coach personality profile whatever it is that suits your needs the best it's really important to get that feedback you know good leaders constantly seeking feedback because it just helps them improve Christ asked me at the councils on health page $107.00 Ellen White says that our 1st duty toward God and our fellow beings is self development like this protection our 1st duty toward God in our fellow beans is self development we need to learn to grow how do we grow out well 1st of all we need to be come away here and of course is not one of our great problems as a church as members of a.s.i. as ministry leaders as business. Years as church leaders one of our great problems is related to see in the problem with latency is she is self-satisfied and self to see she does not know her condition it's hard for us to have an accurate view of ourselves we need to get feedback from other people abroad view of the back so that we can grow and this is our 1st duty to our college and our fellow beans is self development just growing every faculty should be cultivated to the reach the highest degree of perfection that we may be able to do the greatest amount of good which we are capable then just as a caution we're not moving into perfectionism but we are saying that we grew to cultivate as Paul tells us you know moving on to the high calling that God has given us in Christ Jesus we everything should be cultivated to the highest degree of protection continually learn he continually growing continually making mistakes because that's how we learn continually expanding moving toward the same of becoming an extraordinary leader so let me just end with this and this is a creation of a leadership development plan and this is a simple one there are more ideas here. There are more ideas that exist in the world rather So on the left hand side of the slide you can see the objective in the rationale so you know what is it let's say that I have found out that on the 10th percentile 15 percent out trust people don't trust me so my objective might be to write in there that I am going to develop trust I'm going to prove my trust I'm going to move my trust level you know from 15 percent to 25 percent that's what I'm going to do that's my objective and my rationale for that could be potentially I've gotten this feedback and people don't trust me then I would outline a player so what is my plan b. I'm going to do to create this trust. You know maybe I'm going to realize I've been favoring people are on not keeping my We're going to work on being more accountable for my commitments and then my resources and support you know who what am I going to draw on to bring my plan into existence maybe I'm going to enlist a coach or I mean I mean accountability partner or I'm going to talk to somebody in my organization and then the next chart in the the. In the diagram is the timeline what's going to be where where my how long am I going to give myself with this and give myself you know 6 months happy year to move myself from 15 percent to 25 percent and then the last column What's the valuation How am I going to know that she had this well let's just say I had an assessment that paid me a 15 percent outlets and we do that assessment or a similar assessment at the end of 6 months something to help me move this name this is just a tool that you can use. If you're interested in getting it you can email me you can write to Stephen and Apple centers dot or be happy to send this on to you but this is just a troll there are many others that you can find as we help develop some kind of leadership development plan or create some kind of plan that works for yourself to move you from where you are to step closer to being an extraordinary leader again it was you know we exist to try to help ministries and people you know around the world and so if there's anything we could do for you in your leadership development please let us know but at this time let's take some of the questions and answers and perhaps when if there are big questions or answers or anything I can help clarify. So we had several comments and if anybody wants to submit some questions they can certainly do that. It doesn't look like we have questions at this point but start with very good comments interactions of appreciating the presentation Ok look we've got no questions. But we can drop the class to work for you here so it no problem Ok thank you reach for participating for being here and again hopefully this was helpful. When you put up my last Liberians got my you know interest at the bottom and anything you can do to help here and he further communication along this line. Of. Let's pray to the. Father in heaven thank you for our time together we do pray for your spirit to speak through our hearts to move us forward you know our own leadership group that we might more fully represent you. And you from calling us. Made a step by step. This medium was produced by audio through 40 other avenues Lehmann's services and industries. If you would like to learn more about me as I please visit. The site. Or if you would like to free hotline service please visit w w w Madea verse.


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