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Trust The Process

the process

The most difficult aspect of any success journey is the process. Unfortunately, most people want to circumvent the process… they want the results and they want them right now.

Every successful story is a result of a journey through the process. You may not see the process, but trust me the process happened.

You must go through a town called “The Process” to get the city called “Results.”

Trust The Process.

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How To Get A $10,000 Gold Apple Watch For Just $349

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How Micromanagers and Insecure Leaders Kill Creativity In Their Organizations

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Creativity is a key ingredient to a successful, thriving and growing organization. Unfortunately some Micromanagers, Control Freaks and Insecure Leaders Kill Their Organizations and the creative spirit without even realizing it.

Micromanagers take the dynamics of creativity off the table. Their negative and counterproductive process goes a little something like this: Team member tries something new, micromanager watches over their shoulder, questions them and doesn’t give the team members ideas any credibility. Team member gets frustrated and stops thinking outside the box, trying new things and stops leading in general – thus killing creativity.

“The most common mistake I see leaders make is to attempt to lead through control. As counterintuitive as it might seem, in order to gain influence you must surrender control.” ~Mike Myatt

It’s really a sad case when a leader wants a thriving, vibrant, creative organization and they don’t have the self-awareness to know that their insecure control freak nature is the bottleneck. The best position a leader can find themselves in is, “out in front and out of the way.” The only way a leader can remain out in front is to continuously get out of the way and let their team members lead.

In order to foster organizational success and a spirit of creativity, leaders must allow their team members to try new things, chart new courses and sail new waters. If a leader truly wants this to work, they must be willing to get out of the way and be okay with some failures and fumbles. Successes and failures should never be overlooked; however its important to applaud the thought and process of trying. Freedom, flexibility, solutions, ideas, risks, opinions, opportunity, experiment, failure… are all words that help foster creativity and effectually lead to success.

In order for creativity and a culture of winning to permeate through an organization, the insecurity of the micromanager must bid farewell.

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Conquering Your Fear To Start Your Own Business by Seth Godin

Simple and Great!

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8 Ways Leaders Destroy Their Teams

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Often times when it comes to “leadership” we hear the warm and fuzzies or the great success stories. There are so many great books and tools at the disposal of leaders that growth, competency and effective leadership should be inevitable. The challenge with that theory is it’s rendered “not always true” because of the simple fact that leadership deals with human beings and human beings are rather complex creatures. Anytime you are dealing with people things are never that simplistic.

Another reason being an effective leader is not that simple is that fact that book knowledge doesn’t always translate to street knowledge {{translation – just because you can read it and talk it, deosn’t mean that you can effectively apply it}}.

A key understanding to leadership how ineffective and incapable individuals find themselves in key leadership roles is this: people hire people, who hire people, who hire people. Somewhere within those three generations of hiring, there are people placed in roles of leadership that they are not capable of handling. In my tenure working as a Deputy Prison Warden, before being promoted to Warden, I worked for a leader that definitely should not have been in her role. She literally destroyed her staff and destroyed her team. Not only did she destroy them, she didn’t have the self-awareness to make the necessary adjustments. She was a “Leadership Destroyer.” In consulting over the last 14 years, I have seen and heard about these “Leadership Destroyers” more often than I’d like to admit.

Unfortunately the “Leadership Destroyers” are not isolated to my experiences, if you live long enough and work for enough people, there is a good chance that you will work for one of these destroyers. To help identify how these leaders managers destroy their teams, I have identified 5 ways.

8 Ways Leaders Destroy Their Teams

  • 1. My Way Or The Highway (MWOH): Everyone has an opinion and often times people have thoughts, ideas and suggestions that can be helpful to those that are in charge. MWOH is fueled by the insecurity of the Leadership Destroyer. MWOH can create an environment of control, but not an environment of healthy success. Listen to your team, involve your team, learn from your team and embrace the reality that the collective sum is much better than the Big-Headed MWOH Leader.
  • 2. All About The Numbers: The numbers do matter, the bottom line is important and if it doesn’t make dolla$ it doesn’t make sense.  In business, ministry or non-profit work, it’s important to measure things as it’s a great barometer for success. Where numbers become a problem is when the Leadership Destroyer focuses on the numbers, bottom line and measurables so much that they forget about their team of people who are making those numbers happen. They lose sight of the “how” because they are so focused on the “what.” Number matter, but people matter more. Focus on creating a healthy team and healthy numbers will be a natural bi-product.
  • 3. Talk But Don’t Listen: No one can get a word in or have an opinion because the Leadership Destroyer is always talking. Not only are they always talking, they never listen. If people are not heard, they will cease to say the things that matter. Shh (be quiet) Listen!
  • 4. Change Things For The Sake Of Changing Things: Change is good and sometimes necessary to create forward momentum. The Leadership Destroyer takes this to another level by changing things just to let you know that they’re the boss. They are unwilling to receive feedback or go back to what worked, even if their change isn’t working. I heard a great thought from OSU Football Coach Mike Gundy from his press conference during OSU’s great season several years back.  This particular season OSU was ranked #2 and they were rolling like a well-oiled machine. Mike Gundy said, (paraphrasing) “I try to change things up a bit, just to justify my existence. My team will come to me and say I think we need to stick to XYZ and this is why. Often times what they are saying makes perfect sense and I change it back.” It’s important to survey the impact, timing and necessity of change.
  • 5. They Just Don’t Care:  The quickest way to destroy a team is to not care about the players on the team. Team members know the difference between the fake stuff and the genuine care and concern for the individual players and the collective team. Leadership Destroyers care more about their title, role, corner office and the fact that they have arrived than they do their team. One of the things that the inmates used to say when I was a Warden in regards to leadership and life is this, “It’s All About Missouri!” In other words, Missouri is the Show-Me State.  I’ll close with the words of John Maxwell, “People don’t care how much you know, until they know how much you care.”
  • 6. Focused On Pleasing The Boss – It’s okay to want to perform for your supervisor and help you organization be successful. Leadership Destroyers take it to a whole-nutha-level. The Leadership Destroyer will do anything and everything to look good, rather than doing any and everything right. The all-consuming thoughts of wondering what the boss thinks will lead these destroyers to destroy their team, chunk team members under the bus and not give proper credit where proper credit is due.
  • 7. Unwilling To Receive Candid Feedback – When an individual is unwilling to listen to feedback because “It may hurt” or “It isn’t what they want to hear,” they are in trouble. You can’t win with thin skin. Once team members realize the Leadership Destroyer is unwilling to receive feedback, they will stop giving feedback. Once team members stop giving feedback, the Leadership Destroyers find themselves on an island. Islands are great places to vacation, but horrible places to find yourself when you are trying to lead a team.
  • 8. Always Shift The Blame – The surest way a leader can destroy their team is always shifting the blame to someone else. The problem is never their leadership and the buck doesn’t stop with them if it’s relative to failure or shortcomings. They always look at others, never look back and the only reason they look in the mirror is to see who is standing behind them, in order for them to shift the blame to “those people.”
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2 New Postions – Campus Pastor and Director Media And Technology


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New Search-
 Campus Pastor (Broadcast Location) and Director Of Media, Arts and Technology

ChurchThe Crossing Church

Location- Tampa, FL

Some Details- In April of 2005, members of Crosstown Community Church and The Pointe Church merged to form The Crossing Church. Crosstown had been searching for the right Senior Pastor to fulfill the calling God had placed on it; the Pointe Church was a rapidly growing church who had outgrown their facility and was in need of additional space. God aligned these two churches and formed one amazingly strong and balanced church.  The Crossing Church has grown significantly with an aggressive approach to reach all of Tampa Bay for Christ. The Crossing is a multi-site ministry with a vision of continued multi-site expansion. The Crossings Church is located in beautiful Tampa, Florida with an avg. weekly attendance of around 6,000.

The Location: “Beautiful & Sunny” Tampa Florida

As the nation’s 54th largest city, Tampa offers a unique and exciting experience for everyone. Tampa features an ever-growing downtown area, the exciting Channelside and Ybor entertainment districts, will provide you with plenty to see and do. Whether you choose to relax at an outdoor cafe, stroll along the Riverwalk or unwind at Curtis Hixon Waterfront Park it will be evident how much we have put into ensuring a safe and enjoyable environment.

Tampa has an exciting vibe, a diverse selection of great restaurants and some of the Florida’s best attractions, including the Florida Aquarium, Busch Gardens Tampa Bay, the Straz Center for the Performing Arts, and Lowry Park Zoo. Of particular note is new Tampa Bay History Center and the recently opened Tampa Museum of Art, both are state of the art facilities honoring our community’s history, heritage, and commitment to the arts. Tampa is just a 45 minute drive from Disney, Island Of Adventure and many other Orlando area attractions.

The Roles:

  • Director Of Media, Arts and Technology: Provide senior leadership, organizational and functional support to all campuses in the areas of the Worship Arts, Technology Ministries, and Information Technology. Provide fresh leadership and vision for media and technology department.
  • Campus Pastor (Broadcast Location): Provide pastoral leadership and direction for all activities of ministry on the Tampa Campus. This person will be the “face-with-the-place” and will champion The Crossing Church’s values and vision on the Tampa Campus.

If you are interested or have questions any question, please contact Nxt Level Solutions by emailing Nicole@NxtLevel.net or submit your resume here. All information/correspondence is held in confidence between you, Nxt Level Solutions and The Crossing Church. Should your church is interested in this type of search for your church, feel free to contact me personally Scott@NxtLevel.net.

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How To Move From Couch Potato To Entrepreneur

entreWhen you hear the term couch potato, often times you think of a lazy, slouchy individual who sits around on the couch watching television and eating potato chips. There may be some truth to that; however I tend to look at a couch potato as anyone who is sitting on the “couch” or “sidelines” of life and not reaching their potential.

I often talk with aspiring entrepreneurs and the biggest inhibitor of them reaching their entrepreneurial goals is not ability, it’s the fact that they are sitting on the couch and not willing to take a step. If you want to be a successful entrepreneur you must demonstrate initiative, be willing to step out and agree to take some risks.

By definition an en-tre-pre-neur: a person who organizes and manages any enterprise, especially a business, usually with considerable initiative and risk.

Many people have a desire to become a flourishing entrepreneur; however only a small percentage are successful, because they are sitting on the couch. If you want to move from a Couch Potato to Entrepreneur your first step is to get off the couch.

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Your Title and Corner Office Doesn’t Make You A Genuine Leader

corner officeLeadership is all about value. If you are not adding value to your team and your organization, you are not leading. Effective leadership value is more than just raw data, numbers and hitting benchmarks. Effective leaders always bring hope, inspire people, move things forward, make people feel valued, make everyone and everything around them better and oh yes… They Produce Results!

Unfortunately in this day and age of everyone wanting to be and claiming to be a leader. Individuals are misleading themselves and others about their so called leadership prowess. They think they are a leader because they have the title and the corner office. Those things don’t make you a leader, they are simply symptoms of what could be leadership. The position without genuine acts of leadership means nothing. It’s just a little man or little woman sitting in a big chair.

“A large chair does not make a king.”  ~Sudanese proverb

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Amazing Highlights From Russell Westbrook’s Career Night

This is absolutely ridiculous… Russell Westbrook goes for a career high 49pts, 16reb and 10asst just days after having face surgery.

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Leadership Development – Understanding The Leaders Who Need The Most Development

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The Leaders Who Need The Most Development Are Sometimes The Leaders That Say That Others Need More Development.

Have you ever seen a situation where a leader has a team member who is either up for a promotion or in all actuality should be considered for a promotion; and the leaders says they are not ready yet… or they need more development.

I understand that sometimes people aren’t ready and they could benefit by a little more time in the leadership development cooker. More times than not, the person is ready, all they need is a little belief in them, encouragement and an opportunity to show what’s inside of them. How do you get the experience, if no one is willing to give you a chance to get the experience?

Over the years I have come to realize that the leaders who are quick to say that someone isn’t ready and need more development are the ones that need more development themselves.

It takes, time, energy and true leadership to develop someone — moving them from where they are to where they can be. Leaders must learn to focus on potential instead of limitations.

The next time you hear a leader say “so and so” isn’t ready, the deeper question to ask is this “is the leader making the statement ready?”

No one will ever be 100% “ready,” it’s up to the leaders to be a part of getting them there. That’s why it’s called leadership.

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