When it comes to leadership and influence, we rarely talk about trust. When we do, it’s usually in terms of honesty and integrity. Questions like: “Can I trust you to honor your word?” or “Can you be trusted with finances?” usually come to mind. Those questions are important, but the truth is, trust is a far deeper issue, and when it comes to your team, employees, congregation, or followers, trust may be the single most important connection you can build. Especially when it comes to leading the next generation, to achieve connection, here’s four principles every leader and influencer should know:
Leaders: I’ll bet you have someone in mind right now: If he would JUST change his working habits, he could double his productivity. If she would JUST make better decisions, her life would change. If he would value his team more, they would help him break company records. If she would take the time learn the new software, her life would be so much easier. The list goes on and on, and I see it on a regular basis. So the question becomes, Why? Why are they
My friend DeVon Franklin was the Senior Vice President of Columbia Tristar Pictures in Hollywood, and then launched his own movie production company. If you haven’t read his book “Produced by Faith” then I highly recommend it. I recently asked him his opinion of the single most important skill it takes to reach the top in the entertainment and media industry. His answer?
In many ways, the most important advantage a person has in the workplace are relationships. In the past, “networking” was about taking advantage – what other people can do for me. But today, networking is about helping other people because it’s the right thing to do. Whether you believe in God, Karma, or random chance, the truth is, when you help others achieve their dreams, they can help you achieve yours. But when it comes to the mentors and allies you have at work, here some important principles to remember:
I once consulted with an organization who’s founder was absolutely obsessed with removing conflict and strife from his team. He understood how it could undermine even the best organizations so he had zero tolerance for internal criticism, back-stabbing, or other expressions of conflict among employees. Since that time, I started
A business is in a nosedive with product sales. A nonprofit’s donor income has dropped by half. A church’s members continue to decline. All around I’m seeing organizations struggling and dreaming about the past. When that happens, what do you do? Most panic. But if you had a choice, which scenario below would you pick (or ARE you picking now?):
Years ago in Communist Russia, a visitor happened upon a group of workers with a sledgehammer clearing a field. It was tough work, hauling huge rocks, shoveling, and moving stones by hand. But the visitor noticed they were all singing as they worked. He asked one of the workers – “How can you sing while hauling rocks?” Without hesitation the worker replied: “Oh, we’re not
How difficult is it to lead creative people? Put it this way – it’s the #1 question I’m asked at conferences and leadership events. My friend Daryl Allen, a producer at Leading the Way Ministries in Atlanta, sent me this quote that puts it all in perspective. It’s from Ed Catmull, President of Pixar Animation Studios and Walt Disney Animation, and author of the book “Creativity, Inc.”. Ed’s quote really explains the delicate balance of leading versus micromanaging: