" What a privilege it is to be a leader" - Bill HybelsNOTES ON LEADERSHIP AND FOCUS
In the parable of the sower and seed, Jesus shows a 75% ratio of acceptance to non-acceptance. Seems pretty high? If we want to see more trees - more results - we must sow more seed! We have to overcome this ratio. Further, it's critical for leaders to realize that we set the pace for this. Our organization and teams will follow our lead and work towards our example. We must be sowing seeds and pushing our team to do the same. It's so important for leaders to show that entropy will not happen on their watch!
Who is the most difficult person to lead in your organization? It's you. You are the most difficult person to lead, but also the most important. A leaders most valuable asset is their energy and their ability to energize others. We must organize our time around our prioirties and put our energy into these areas, specifically into energizing people around us. One of the fundamental requirements of a leader is to stay curious. Push forward. Set your priorities and run hard after them for 6 weeks. Simplify, focus, and execute.
Consider a 6X6 type grid when setting priorities. This would be 6 key focus areas for 6 weeks. Focus on sprinting towards these 6 things for 6 weeks and executing them well. This is what Hybels has used for years to focus his effort. Remember that God did not make you a leader to respond to stuff all day but to move things ahead! God makes us leaders to move people from one place to another. We should move people from some reality to some preferred future. We do this by first building a case why we must move, why we must not stay where we are, why we absolutely must move... than show the place we are going. Show the vision. Remember that visions are always most vulnerable in the middle. Be aware of this difficulty.
NOTES ON CONSIDER SUCCESSION PLANNING
It's so important to remember that there are significant emotions involved in succession planning. They must be lead with grace and empathy. For those of us leading, we must be open to these conversation and do what's best for the organization.
Phase 1:: Planning Phase
- Every important detail should be considered
- Who is responsible, who will choose this person, how will the org honor the leaving person
- This process should never be rushed. There can be lots of emotion here.
Phase 2 :: Process to find an internal person for succession
- A time frame is in place to find this person
Phase 3 :: Look to external candidate if no internal exists
Phase 4 :: Transition phase
- About 18 months of transition between current and new leader
1. What are you focusing on? What's most important to you as a leader? What can you only do?
2. What are you moving ahead? Are simply responding or are you leading forward?
3. Who will take your place? Are you developing new leaders to take your place one day?
4. What is your vision? Are you casting vision? Are people responding to it?