Recently William Vanderbloemen of the preeminent Vanderbloemen Search Group interviewed me for the Vanderbloemen Leadership Podcast. Check it out via the soundcloud
Keeping the conversation flowing is just as important as pitching the perfect question. As the conversation deepens and grows, the whole group grows more poised to pose the break-through question or comment. More often than not, maintaining conversational flow is a prerequisite for life-changing dialogue.
I don’t know about you, but I need to think less about how I can expand my influence and focus more on being faithful in what God has placed in front of me today. Of course, that runs counter to all the overwhelming talk of building platforms and expanding the influence of our time, programs, buildings, and so on.
The importance of being a leader has been ingrained in our society. Numerous seminars, honor societies, and conferences promote good leadership skills. Church ministries hold training days to equip their members to be effective leaders. But in our quest to become “the ultimate leaders,” are we missing out on what we have been uniquely created and called to do?
Jesus called us to “make disciples” (Matthew 28:19), but how do we do that? Today’s church has responded to this question by establishing discipleship groups. Here are three ways to equip you with the tools to successfully lead a small discipleship group.
Teams often struggle to make good decisions, dragging down their team's performance. In fact, one of the key predictors of team performance is the decision-making process employed by the team.
Multiple perspectives lend better insight about the needs for the position and who can best fulfill them. One person notices what another misses, potentially saving the church or organization a disastrous mess.
Even when we value collaboration, it is hard to act collaboratively in traditional, hierarchical organizations. Working with others takes time, time we often simply don’t have. Collaboration requires conflict, and many of us can’t stand any more fighting in our teams.
Nearly 600 people representing leadership teams at 145 churches took us up on the offer – and the results provided some surprising insights. In this FREE report, we listed the top ten findings so far, wanting to help senior leadership teams see how they compare to teams at other churches.
Have you ever been in a meeting and thought, “What if we did things this way?” We’ve all been there. We’ve all thought about new and innovative ways of doing things that would improve our group’s life and performance. Well, what is holding you back from sharing your creative ideas?
Have you ever participated in a purposeless icebreaker at the beginning of a small group Bible study? You know the kind—the question games that merely focus on finding out each others' favorite ice-cream flavor or best Halloween costumes. How are these helpful in developing a quality Bible study experience?
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Nothing affects team production like the quality of the team’s communication. One essential characteristic of great team communication is open, honest communication. That kind of talk always creates conflict as people express divergent views, ideas, and strategies.
I've used (elements of) this basic process for all different shapes and sizes of organizations and groups, from discipleship groups, to mission teams, to university departments, to churches, to start-up businesses, etc.You can use this to plan for just about any size or shape of organization, business, department, or personal project.
We believe that what we are doing - even though it may be largely esoteric and amorphous - is really important. It is consequential. But we don't have a clear sense of what specifically we are doing, nor does it seem to be that challenging to accomplish. But great teams possess a clear, challenging, and consequential team purpose.
Quantity time doesn’t equal quality time. You must be intentional to enjoy quality time. However, in our increasingly fast-paced society, we’ve come to believe that quality time doesn’t require quantity time. But here’s the rub: quality time doesn’t happen without quantity time – not for families, not for small groups, not for teams, not for anyone.
Summer is over. After my family traveled with 6 students from Azusa Pacific University to Vietnam for a month-long mission trip during July and August, I've been catching up, getting classes going, and wrapping up some important research reports and projects.I'm excited for the fall, and hope that I can help you to Think Deeply, Act Wisely, and Work Better Together in your churches, business, and ministry organizations.
In this short series on team leadership, I’ve argued that teams in the church need good leadership more than they need to identify set leaders, thus we should focus less on formal, positional leadership and more on what leaders actually do. So, here are 10 things great team “leaders/influencers/impact players” (choose your favorite term) do...
The truth is that we usually celebrate leaders for team success and blame leaders for team failure. Just look at the evening news, or the organizations around you. When there is a problem, “leaders” are replaced. We think it’s their fault. When there is success, we usually say something like: “Way to go, Mary, and her team.”
As I mentioned in a recent post, if you think leadership is mostly about position, you’ll seek leadership positions. If you think about leadership as actually leading, you’ll focus on actually leading. You see, the way you think about leadership affects how you practice leadership.
Last week Pastor Mark Driscoll of Mars Hill Church released a Leadership Training video titled “Does God Really Want a Team to Have a Senior Leader?” Of course, I checked it out. As I listened, my thoughts were mixed. I’ve wanted to write about team leadership for a while, so Mark’s training video provided a good kick-in-the-pants to actually do it.
Warren Bird and I contributed an article about Senior Leadership Team Effectiveness and Assessment to TonyMorganLive.com. Much thanks to Tony for sharing information about the Senior Leadership Team Assessment that's available now.The post also shares five essential features for senior leadership team success.
Furthermore, they found that these communication patterns were as significant as ALL of the other factors – such as individual intelligence, personality, skill, and the substance of discussions – combined.
Are you really solving problems and making decisions, or does it just appear that you are doing that, when in reality your group members are jockeying for power, building or struggling through relationships, fighting among each other for limited resources, and/or enacting your organization’s culture?
Recently a pastor responsible for discipleship and small groups asked me to offer some insight regarding assessing and identifying people for leadership roles in his church. I thought this topic would be relevant to many, if not all, of you, so I’ll share with you what I told him.
Today’s era is full of personal coaches and personal development plans. Why couldn’t similar coaching resources be applied not only to the individuals on the team, but to the team in how it functions as a group?