#390 - ONE MANTRA THAT WILL HELP YOU PERSEVERE

The leadership journey is hard. The leadership journey is long. The leadership journey is frustrating. The leadership journey is exhausting.

How can you last? How can you endure? How can you continue, especially on the days when you want to quit?

Many things can be said, but lately, there has been one thought, one idea, one mantra that has been driving me to continue to put one foot in front of the other. The mantra is this:

I will be here 30 years from now.

I will be here 30 years from now. In 30 years, I will still be leading this organization. In 30 years, I will still be pursuing our organization's mission. In 30 years, I will still be discovering, developing, and deploying leaders.  

When I think about the goal and vision of being here 30 years from now, I am inspired. I am energized. I am invigorated. 

The current troubles. The current concerns. The current conflicts. The current challenges. The current roadblocks. All of the difficulties seem much smaller in light of a 30 year commitment to the process.

When you have pre-determined that you will lead in the capacity you are in for 30 years, when troubles arise, only one option makes itself available to you: ENDURE.

What benefits do you see to a 30-year commitment? Please leave your comments below, I'd really like to know!

#389 - 3 WAYS TO EFFECTIVELY LEAD LEADERS

How do you lead leaders? How do you lead the individuals that add the most value to your organization? How do you lead the people that day in and day out are moving the mission of your organization forward?

These are questions that I ask myself often, and, fortunately, I came across a resource by Nelson Searcy entitled, "Shepherding Your Staff: How to Ensure the Spiritual Health of Those You Lead" that has provided some tremendous insight into how I can do this more effectively. Here is the outline of the thoughts in the resource that I hope can be helpful to you as you lead leaders! 

1. LEAD

• Set Direction
  
  Are the leaders in your organization clear on the organization's Mission, Vision, and Values? Are the leaders in your organization clear on their roles and responsibilities? Direction is set by making leaders aware of and accountable for both the MACRO and the MICRO goals of the organization.  
   

• Bring Alignment
  
  Are the leaders in your organization clear on their expectations? Are the leaders in your organization experiencing effective meetings? Are the leaders in your organization given opportunity to give feedback? Alignment is brought through clear expectations, effective meetings, and a culture of feedback.
   

• Maximize Strengths
  
  Are you getting the most out of the leaders in your organization? Are you getting "A" work out of your "A" players? Strengths are maximized by identifying the value a leader can bring to the organization and by holding them accountable to bringing that value. 

2. FEED

• Train Completely
  
  Are you training your leaders to do everything you're expecting them to do? Are you training them to do their ministry well? Are you training them to live their life well? Leaders are fed when they are trained completely in ministry and in life.
   

• Praise Publicly
  
  Are you giving credit to the leaders on your team publicly? How are you praising your leaders either in front of the entire organization or in front of your other leaders? Leaders are fed when they are praised publicly.
   

• Pastor Spiritually
  
  Are you praying for your leaders? Are you checking in on their spiritual disciplines? Are you asking them about the health of their spiritual life? Leaders are fed when they are pastored spiritually. 

3. PROTECT

• Build Boundaries
  
  Are you building boundaries around your leaders' schedule? Are you encouraging your leaders to take a Sabbath? Are you building boundaries around your leaders' accessibility? Protect your leaders by building boundaries around both their work life and home life. 
   

• Confront Privately
  
  Are you confronting your key leaders quickly, clearly, and completely? Are you speaking ill of your leaders when they are not present? Protect your leaders by confronting them privately and by speaking highly of them in public. 
   

• De-Hire Appropriately
  
  Are you keeping someone in a position that they are not suited for? Are you keeping someone on the team who is harming the culture more than they are helping it? Do you need to move someone from one team to another? Is a particular leader having trouble growing with the organization? Protect your leaders by firing them appropriately!

Which one of these approaches can you implement today to more effectively lead your leaders? Please leave your comments below, I'd really like to know!

#388 - 3 KEY QUESTIONS THAT WILL JUMPSTART YOUR PROGRESS

Asking great questions of others gives you greater insight into how you can more effectively lead others. Asking great questions of yourself gives you greater insight into how you can more effectively lead yourself. With that in mind, here are 3 questions that if you ask them of yourself and act on them today, you are sure to be a better leader tomorrow. 

1. What do you need to stop doing?

What are the tasks and activities you find yourself engaging in that are wasting your time, draining your energy, and keeping you from the things that are most important? What one thing if you stopped doing it would free you to do more of what you are an expert at? Howard Hendricks said it best, "The secret to concentration is elimination." In an effort to provide the maximum value to your organization, what do you need to stop doing? 

2. What do you need to continue doing?

What are the tasks and activities you find yourself engaging in that are adding value, invigorating you, and moving the mission of your organization forward? What one thing if you kept doing it would keep the organization moving in the right direction? John C, Maxwell said it best, "Momentum is easier to steer than it is to start." In an effort to keep the momentum going, what do you need to continue doing?

3. What conversation do you need to have? 

It is very likely that your organization is just one conversation away from making tremendous progress. Who is having a negative impact on your team, and a conversation must be had to correct and hold them accountable for their behavior? Who is having a positive impact on your team, and a conversation must be had to encourage and appreciate their behavior? Which one person in your organization would benefit most from a personal conversation? King Solomon said it best, "A word fitly spoken is like apples of gold in baskets of silver." In an effort to get the most out of those you lead, what conversation do you need to have?

Those these questions may be simple, answering them and taking action on your answers can be the catalyst for the progress you desire to see! 

What are other questions a leader can ask themselves to make progress in their leadership? Please leave your comments below, I'd really like to know.

#387 - THE UGLY REALITY OF LEADERSHIP

Once the excitement of the title wears off. Once the perks of the position get old. Once the rush of the opportunity subsides. The ugly reality of leadership hits:

LEADERSHIP IS HARD. 

And it's always harder than you thought it would be! Time management - hard. People management - hard. Recruiting great people - hard. Keeping great people - hard. Resolving conflict - hard. Raising finances - hard. Overcoming obstacles - hard. 

LEADERSHIP IS HARD. 

There is no getting around it. There is no avoiding it. And there certainly is no passing the hard parts of leadership off to someone else!

LEADERSHIP IS HARD. 

No matter how much you study. No matter how long you prepare. No matter how experienced you may be. 

LEADERSHIP IS HARD. 

And because I don't think I had enough people warn me of how hard leadership was actually going to be, I feel it's my responsibility to tell you the absolute truth:

LEADERSHIP IS HARD. 

Why do you think you are ready to face the tough challenge of leadership? Please leave your comments below, I'd really like to know! 

#386 - 5 GREAT QUESTIONS GREAT LEADERS ASK

Yesterday, I wrote about A Leaders Secret Weapon - LISTENING. I wrote that if a leader isn't listening, a leader isn't leading. So with that in mind, today I wanted to share with you 5 questions you can ask of the people on your team to start conversations that will equip you to lead more effectively.  

1. What do you love most about your role?

This is the "passion" question. Asking this question and intently listening to the answer will give you insight into the area of work that your team member is most passionate about. Knowing the answer to this question will direct you to the type of work your team member is most satisfied by. Great leaders are aware of the work their team members love most.

2. What do you dislike most about your role?

This is the "frustration" question. Asking this question and intently listening to the answer will give you insight into the area of work that your team member is most frustrated with. Knowing the answer to this question will direct you to the type of work your team member is most dissatisfied by. Great leaders are aware of the work their team members like least.  

3. What challenge do you want to take on next?

This is the "growth" question. Asking this question and intently listening to the answer will give you insight into the area of work that your team member wants to engage in next. Knowing the answer to this question will direct you to the type of work you need to give to your team member next. Great leaders are aware of the areas in which their team members want to grow. 

4. What can I do to help you succeed?

This is the "servant" question. Asking this question and intently listening to the answer will give you insight into how you can serve your team members best. Knowing the answer to this question will direct you to the things you can do to help your team member succeed in their role. Great leaders are aware of how they can best help their team members win. 

5. What can I do to lead you more effectively?  

This is the "humility" question. Asking this question and intently listening to the answer will give you insight into how you can become a better leader. Knowing the answer to this question will direct you to the habits, practices, and processes you can put into place to lead better. Great leaders are aware that the best place for leadership feedback is from the people I actually lead!

More important than asking these questions is listening to the answers and even asking follow-up questions so that you can understand your team members' answers better.

Ask questions. Listen carefully. Ask questions. Listen carefully. Ask questions. Listen carefully. It may the aspect of your leadership that benefits you and those you lead most!

What are other great questions great leaders ask of those they lead? Please leave your comments below, I'd really like to know!

#385 - A LEADER'S SECRET WEAPON

There are many "tactics" you must employ as a leader to lead effectively. Inspiring vision casting. Engaging team meetings. Desirable rewards and incentives. Timely recognition and appreciation. Ample space and time to accomplish tasks. The list goes on and on.  

Though the methods listed above are all very important in leading a team, I am convinced that the secret, silent "weapon" that can be used to gain more influence with those you lead than you may realize is...listening.

Not talking. Not explaining. Not teaching. Not convincing. Not training. Not inspiring. Not directing. LISTENING.

If you're not listening, you're not leading.

Are you aware of the thoughts, feelings, concerns, ambitions, desires, and motivations of those you lead? Are you sensitive to how those you lead feel about their role? Are you cognizant of how those you lead are feeling about their work load? Are you in tune with what those you lead think about you? 

If you don't know the answers to these questions, you are missing out on tremendous insight that can be used to be a more effective leader. 

So, how can you get the answers to the questions listed above? How can you become a better listener? How can you become more aware of what your team is actually thinking and feeling?

ASK GREAT QUESTIONS.

The quality of your questions has a direct impact on the quality of the information you receive to lead well. In tomorrow's post, I will share "5 Questions Every Great Leader Asks," but in the meantime, please share your thoughts on the following question...

Why is listening, often times, a challenge for leaders? Please leave your comments below, I'd really like to know!

#384 - AN UNLIKELY PLACE LEADERS FIND MOTIVATION

As a leader, motivation can be hard to find sometimes. The days are long. The people are difficult. The obstacles seems unsurmountable. And the current reality, many times, feels so far away from the preferred future. 

So, in the midst of these difficulties, how can a leader muster up the motivation they need to continue? While dealing with such obstacles, how can a leader incite the inspiration they need to keep going? When a leader is low on energy, how can a leader pinpoint the passion they need to lead for another day?

Many leaders look forward. They get inspired by the opportunity in front of them. They get motivated by the goals they have yet to reach. The get focused on what could be and what should be. 

And though looking ahead may be a common and effective way for a leader to find motivation, I'd like to encourage you to find motivation in a different place.

THE PAST.

Instead of just looking ahead, look behind. Instead of just looking at what is yet to be, look at what has been. Instead of just looking to the future, look to the past. 

Who are the lives that have been impacted? What are the success stories that have been told? What are the obstacles that have been overcome? What are the goals that have been achieved? Where are the areas you have been effective? 

When you recall where your leadership has been effective in the past, your faith increases that it can be effective in the future. When you remember where victories have been won in the organization in the past, your anticipation rises for victories in the future. When you remind yourself that lives have been changed in the past, your hope is renewed that lives will be changed in the future.

REMEMBER.

You never know, your greatest motivation could be found in your fondest memories. 

How can looking to your past give you motivation for the future? Please share your comments below, I'd really like to know!

#383 - A SERIOUS WARNING FOR LEADERS

For various reasons, you have been placed in a position of leadership. For various reasons, people have either voluntarily or involuntarily decided that they would follow you. For various reasons, people have positioned themselves to be influenced by you. 

But the fact of the matter is: your leadership position is a privilege not a right. Regardless of where you lead - in a home, business, school, church, non-profit, sports team, etc. - you are not entitled to your leadership position.   

So with that in mind, Don't take the opportunity you've been given to lead for granted. 

As a leader it is so easy to take for granted the fact that people show up. It's so easy to take for granted the fact that people pitch in. It's so easy to take for granted that people actually listen to what you have to say and take action on it. It's so easy to take for granted the simple fact that you actually have followers! 

It's so easy to assume that this opportunity is something you earned. It's so easy to assume that no one could ever take this away from you. It's so easy to assume that people will always want you to lead them. 

But the reality is, in a moment, it could all change. Moral failure. Financial misconduct. Relational strife. Health complications. Arrogance. Pride. Jealousy. Greed. Re-location. Re-organization. Re-alignment. Re-placement. Budget cuts. Buyouts. Backouts. Burnout. There are many ways in which the leadership opportunity you have today can be gone tomorrow.

I write these things not to scare you, but to remind you of just how blessed and privileged you are to have the influence that you presently have. In an effort to keep a grateful attitude towards the leadership opportunity you've been given, I recommend three things:

1. ENJOY IT.

Enjoy the meetings. Enjoy the conversations. Enjoy the brainstorming sessions. Enjoy the "tough conversations." Enjoy the challenge. Enjoy your leadership journey. Enjoy it now because you don't want to regret not having enjoyed it later.

2. APPRECIATE IT.

Appreciate the opportunity. Appreciate the privilege. Appreciate the influence. Appreciate your team. Appreciate your organization. Appreciate your supporters. Appreciate your leadership journey. Appreciate it now because you don't want to regret not having appreciated it later.

3. MAXIMIZE IT.

Maximize the impact. Maximize the influence. Maximize the reach.  Maximize the depth. Maximize the productivity. Maximize the profit. Maximize the relationships. Maximize your leadership journey. Maximize it now because you don't want to regret not having maximized it later.

Enjoy your leadership opportunity. Appreciate your leadership opportunity. Maximize your leadership opportunity. Because when this season of your life is through, you'll look back and be glad you did! 

Why do you think it's so easy for leaders to take their leadership position for granted? Please leave your comments below, I'd really like to know!

#382 - 5 WAYS TO REGAIN YOUR EMOTIONAL ENERGY

What do you do when you don't have enough emotional energy to put towards your leadership? What do you do when you find yourself giving less than your best in the conversations, presentations, and facilitation of meetings because you feel emotionally worn out? What do you do when, in the majority of interactions you have with your team, you are physically present but emotionally absent?

I am currently having to ask myself the above questions in light of a week filled with emotionally draining circumstances, experiences, and challenges. But, I know I must take the proper steps to regain my emotional energy because if I don't/can't I will not be able to lead effectively. So here's what I'm going to do, and I recommend you do the same:

1. SLEEP

Discipline yourself to get 8 hours of rest. Cancel a meeting. Re-schedule a commitment. Turn a project in late. Do whatever you have to do to sleep. Your lack of sleep is hurting more than it is helping. You have justified it by labeling yourself a "hard worker", but at the end of the day, because you have not had adequate rest, you may have worked hard, but you have not been able to bring your "best self" to your work. Your team needs a healthy you more than they need a "hard-working" you. SLEEP.

2. DISCONNECT

Discipline yourself to turn. it. off. For an eight hour period (while you're awake!), fully disconnect yourself from your work. Don't check your email. Don't work on the project. Don't have any conversations with team members. Don't lead. When you are emotionally drained, your disengagement may be a greater gift to your organization and team than your engagement. DISCONNECT. 

3. PLAY

Discipline yourself to have some fun. (And I don't want to hear, "Well my work is fun!") It may be, but you also need to learn to have fun in ways outside of work. Exercise. Play a sport. Read. Write. Engage with your kids. Enjoy the outdoors. Eat a great meal. If you don't know how to play, you will not make it as a leader. If you don't know how to find joy in something other than the success of your work, you have put too much pressure on the success of your work. PLAY.

4. VENT

Discipline yourself to create space/time for you to share (with the appropriate person) the struggles you are facing as a leader. Many times you will find yourself empty of emotional energy because you are full of work-related stress. By venting, you empty yourself of the feelings of frustration, discouragement, anger, and allow room for emotional energy to be re-gained. VENT.

5. PRAY

Discipline yourself to, in silence and solitude, connect with your Heavenly Father. Dwell on God's goodness. Think upon His blessings. Meditate on His grace. Cast your cares upon Him for He cares for you. Cry out for strength. Cry out for insight. Cry out for wisdom. Admit your weaknesses. Admit your failures. Admit your inadequacies. Before God, posture yourself not as the leader, but as the one who needs to be led. PRAY.

I use the phrase "discipline yourself to" with each of these because they are indeed disciplines. No one can do these things for you. No one is as aware of your emotional energy level than you are and no one can take these action steps for you. Do what you need to do, TODAY, to regain your emotional energy, the effectiveness of your leadership depends on it. 

Why do you think it is so difficult for leaders to take the proper steps to guard and maintain their emotional energy? Please leave your comments below, I'd really like to know!

#381 - A LEADER'S MOST VALUABLE ASSET

As a leader you are expected to bring so many things to the table. Vision. Direction. Inspiration. Knowledge. Passion. Expertise. The list goes on and on. But what is the most important thing? If you could focus on one thing to acquire, maintain, and give to your team, what would it be?

Bill Hybels, Senior Pastor of Willow Creek Community Church in Chicago, Illinois has these thoughts,

"A leader's most valuable asset is not their time but their energy and ability to energize others."

In leadership circles, much is said about time management, but very rarely do we hear about the concept of energy management, and in my leadership experiences, I have learned that what Bill Hybels has to say is absolutely true.

You may be able to manage your time to a tee, but if you don't have any energy to bring to that time, what good are you in the meeting, conversation, planning session, etc? 

But it's not only a physical energy that I think we need to bring to our teams. I'd encourage you to be aware of two types of energy. Physical and emotional. Though the physical energy you bring to your team is extremely important (physical strength, physical alertness, physical wherewithal), I would argue that your emotional energy is equally important.

To be an effective leader, emotional energy is a must. Are you bringing a healthy amount of emotional energy to the interactions you are having with your staff, volunteers, and customers? Is your mind present? Are you listening to understand, not to respond? Are you bringing a healthy amount of emotional energy to your public presentations? is your heart engaged with the content? Is your soul moved by what you are saying? Is what you are saying just as true for you as you want it to be for those listening? Are you bringing a healthy amount of emotional energy to the work you do in private? Do you invest your emotional energy in thinking about the future of your organization? Do you invest your emotional energy in planning next steps? The bottom line is this...

The times when my leadership is most ineffective is when I am physically present but emotionally absent.

In tomorrow post, I will share some ways that I acquire, maintain, and give emotional energy to the team I'm privileged to lead. But in the meantime, I'd love to hear your thoughts on this...

Do you agree with the importance of brining emotional energy to your team? Why or why not? Please leave your comments below, I'd really like to know! 

#380 - HOW TO START RECOGNIZING BAD LEADERS

As a leader, you are always on the lookout for high capacity leaders to add to your team, staff, or organization. But how do you know what a high capacity leader looks like? How can you differentiate between a bad leader and a good one? 

The quickest way to improve your ability to recognize bad leaders is to allow yourself to be influenced by great leaders.

Podcasts. Books. Seminars. Webinars. Blog Posts.  

There is no excuse.  Access to great leaders and great leadership content has never been as readily and easily available as it is today.

As you immerse yourself in the thinking, philosophies, habits, motivations, approaches, strategies, and personalities of world-class leaders, poor leadership will become more obvious to you.

When you allow yourself to be invested in and influenced by great leaders, poor leadership qualities like laziness, passivity, lack of vision, delegation deficiency, pride, and false humility become incredibly obvious to you!  

In the same way that you know what bad chicken and waffles tastes like after having experienced great chicken and waffles (Brown Sugar Kitchen in Oakland, CA), your ability to recognize bad leaders will be most improved by your time influenced by great leaders.

Who are some of the great leaders you are influenced by and how are you influenced by them? Please leave your comments below, I'd really like to know!

#379 - WHICH TYPE OF PEACEMAKER ARE YOU?

Are you currently experiencing conflict with a family member, team member, or friend? Have you ever experienced conflict with someone who you love and/or lead?

If so, you know that it can be painful, wearisome, and difficult. If so, you understand that relational conflict is one of the most emotionally taxing parts of leadership that you wish never existed. If so, you also probably understand that conflict is an unfortunate reality of leadership that does exist and that it must be handled well. As a leader, you cannot avoid conflict resolution.

So if conflict is a reality, how can a leader get better at conflict resolution?

Well, at a lunch today with a mentor and friend, I was introduced to the three types of "peacemakers." I believe my mentor's insights were gained from The Peacemaker by Ken Sande. Though so much more goes into peacemaking, determining on the front-end what type of peacemaker you want to be will go a long way. 

PEACE-BREAKER

Are you a peace-breaker? When conflict arises do you run? Do you avoid? Do you slander the person you are in conflict with? Do you backbite? Do you place blame? Do you remove yourself from the situation thereby closing the door to reconciliation? Do you prefer being "right" to being reconciled? If a majority of these answers are "yes" you may be a peace-breaker.

PEACE-FAKER

Are you a peace-faker? When conflict arises do you pretend like conflict hasn't arisen? Do you disguise your anger with a smile? Do you hide your hurt with "happiness?" Do you say one thing in front of the person you have conflict with and an entirely different thing to everyone else? Do you pursue the appearance of a healthy relationship more than an actual healthy relationship? Do you prefer being fake to experiencing and extending true forgiveness? If a majority of these answers are "yes" you may be a peace-faker. 

PEACE-MAKER

Are you a peace-maker? When conflict arises do you confront it? Do you approach the person with whom you have conflict and seek to understand before being understood? Do you apologize? Do you ask for forgiveness? Do you own the part of the conflict that you are responsible for? Do you sincerely say, "I'm sorry?" Do you exercise humility? Do you pursue reconciliation until you no longer can pursue reconciliation? Do you prefer being reconciled to being "right?" If a majority of these answers are "yes" you may be a peace-maker.

Regardless of what type of peacemaker you find yourself to be today, in order to become an effective leader, "Peace-Maker" must become your goal. If as leaders, we cannot cultivate a culture of peace, disunity will ensue and failure will be our result.   

Why is becoming a Peace-Maker so difficult? Please share your comments below, I'd really like to know!

#378 - THE 4TH QUARTER

Today marks the first week of the 4th quarter of 2015. Why is this important to you? Well in sports, the 4th quarter matters most. Though a team may start off strong and though they may be winning at halftime, if the team does not close out a game well, they are susceptible to defeat. On the flip side, though a team may start off slow and be losing at halftime, if the team finishes the 4th quarter well, they can come back and win!

And whose responsibility is it for a team to finish strong? The leader. Whether it's the coach, the star player, or the team captain, the leader of the team is most responsible for the team finishing strong.

The leader positively influences his team to finish strong through his play, through his enthusiasm, through his optimism, and through his encouragement of other players on the team. 

Now putting the sports analogy aside, how will you lead your team to victory in the 4th quarter of 2015? Will it be through your personal contribution? Will it be through your enthusiasm and optimism? Will it be through your encouragement and guidance of your team members? Or will it be as a result of all of these things combined?

Leader, your team needs you. They need your best effort. They need your focused energy. They need your leadership.

Buckle down. Make a play. And finish strong. 

The 4th quarter is when champions are made!  

#377 - IF CONSISTENCY COULD SPEAK, IT WOULD SAY

Do what you committed to doing even if you don't feel like doing it. Do what you committed to doing because the feeling of having done it is way more satisfying than the feeling of neglect. Do what you committed to doing because if you aren't building the habit of consistency, you're building the habit of inconsistency. 

It is your efforts compounded over time that will yield the results you are looking for. Every time you stop doing what you said you would do, the compounding process has to start all over again. Every decision to neglect your disciplines compounds failure not success.

Something is better than nothing. Writing some words is better than writing no words. Exercising for nine minutes is better than exercising for no minutes. Eating one good meal a day is better than eating no good meals a day. Drinking some water is better than drinking no water. Spending some quality time is better than spending no quality time. 

Consistency is your key. To unlock opportunities. To unlock potential. To unlock talent. To unlock closed doors. To unlock prisons of mediocrity. To unlock your treasures within. 

If you neglect me, you forfeit your right to be great. 

If consistency could speak, what would it say to you? Leave your comment below, I'd really like to know!

#376 - 3 REASONS I LOVE BEING A POINT LEADER

Last week I reflected upon some reasons why I hate being a point-leader. Though I believe it was very therapeutic for me to think through some of my frustrations with point-leadership, I think it will serve me and others well to share the things I love most about leading in the capacity that I do. After all, though the lows of leadership may be low, as you will see in this list, the highs are high!

1. THE SUCCESS IS PERSONAL

As a point-leader no one experiences the joy, excitement, and satisfaction of progress being made towards the organization's mission and vision than I do. Very few emotions can compare to the feeling of dreaming up a preferred future and seeing it come to pass as a result of time, effort, and energy that you and your team put forth. The realization that the positive results that the organization is experiencing may not have come to pass without your bold and courageous point-leadership is very personally satisfying!

Though the joy of the success of an organization can be shared by all, the degree of joy is directly related to one's emotional attachment to and responsibility for the organization's success. And no one is more emotionally attached and feels more responsible than the point-leader!

2. THE TEAM IS ENJOYABLE

Without a team, there is nothing for a point-leader to lead. The point-leader's team is what makes a point-leader a point-leader! With that in mind, it is one of my life's greatest joys to identify, recruit, develop, and deploy a team of people to pursue the accomplishment of a mission.

As a point-leader, I have the privilege of casting a compelling vision to potential team members in an effort to have them fill key roles on the team. As a point-leader, I have the privilege of placing new team members in the roles that suit them most and serve the organization best. As a point-leader I have the privilege of not only developing the skills and competencies of the individual team members, but also the culture and values of the team as a whole. Finally, as a point-leader I have the privilege of sending the team out with encouragement, hope and excitement!

Each of these aspects of team-building are super enjoyable! The meetings, the conversations, the brain-storming sessions, the meals eaten, the experiences shared, the victories celebrated - there is such joy in a journey taken together. I really couldn't tell you what part of point-leadership I love more: the success the team creates or the creation of a successful team!       

3. THE CHANGE IS POSSIBLE

As a point-leader, no one has more ability to catalyze change than I do. If the organization is drifting from its' mission, wavering in its' commitments, or faltering in the achievement of its' goals, point-leaders can, like no one else in the organization, initiate change. If the organization or business is structured properly the point-leader should have the least amount of "red tape" in their way stopping them from doing what needs to be done to get the results the organization is intending to get.

Point-leadership is exhilarating because if there is something that needs to be changed, we can change it. If there is an opportunity to be pursued, we can pursue it. If there is an obstacle to overcome, we can overcome it. Point-leaders can't place blame, make excuses, or avoid responsibility, and when there is no one else to blame but yourself, you are actually empowered to do something about it! And though that may be a heavy burden to bear for some, to the point-leader, the opportunity to pursue change with as few hindrances as possible is one of the things we love most about the opportunity we've been given!

What does this mean for you?

1. Appreciate your position. If you are a point-leader, these are the privileges that you have been given. Appreciate them. Enjoy them. Cherish them. There are no guarantees of how long we will have the privilege of leading in our organizations, homes, businesses, and groups in the ways that we do. Approach each day with an awe and wonder of the fact that you get to lead! 

2. If you are not a point-leader but would like to become one, serve faithfully where you are currently at. If you want to experience the joys listed above, be faithful in the positions and opportunities you have already been given. Nothing can accelerate you quicker into a position of point-leadership than excelling where you are at. Nothing can slow you down faster from becoming a point-leader than taking for granted where you at. 

What do you love most about point-leadership? Leave your comment below, I'd really like to know!

OCTOBER 2015

5 MEMORABLE MOMENTS (SEPTEMBER)

1. Celebrated 11 years of marriage by enjoying a weekend away with Rebekah in San Luis Obispo.
2. Celebrated theMOVEMENT's 2-Year Anniversary, highlighted by a touching cardboard testimonials presentation.  
3. Played a role in seeing Wayne and Rochelle commit their lives to Christ.
4. Finished reading Isaiah, Jeremiah, Lamentations, Ezekiel, and Daniel . Journaled 11 times. 
5. Joined a monthly Pastor's mentoring group in San Jose.

4 GOALS (OCTOBTER)

1. Schedule and attend my first personal counseling session.
2. Run 100 miles. 
3. Get at least B-'s on my three midterms.
4. Read H3 LEADERSHIP by Brad Lomenick.

3 HABITS

1. Write 50 Thank-You/Praying for You cards.
2. Run 6 miles at least 15 times.
3. Post a 200 word blog post, 31 times.

2 SACRIFICES

1. No TV.
2. No soda.

1 COMMITMENT

1. Write 50 Thank-You/Praying for You cards.

What is your "1 Commitment" for October 2015? Leave your comment below, I'd really like to know!