Comments on: How Organizations Replace Their Leadership http://www.ronedmondson.com/2009/02/how-organizations-replace-their-leadership.html The Blog of Leader, Pastor, and Church Planter Ron Edmondson Sun, 12 Feb 2012 12:24:50 +0000 hourly 1 http://wordpress.org/?v=3.3.1 By: Dr. James Dobson’s Resignation an Example for Leaders - Ron Edmondson - Graced Again http://www.ronedmondson.com/2009/02/how-organizations-replace-their-leadership.html#comment-1445 Dr. James Dobson’s Resignation an Example for Leaders - Ron Edmondson - Graced Again Tue, 03 Mar 2009 20:07:32 +0000 http://www.ronedmondson.com/?p=1202#comment-1445 [...] Dr. James Dobson announced last week that he is stepping down as chairman of the board at Focus on the Family. He will continue to do his daily radio program.  You can hear him talk about it in today’s broadcast available at the site.  It will be interesting how they will replace Dr. Dobson. It will be interesting how they will replace Dr. Dobson. For some of my thoughts in that area of leadership check out this previous post. [...] [...] Dr. James Dobson announced last week that he is stepping down as chairman of the board at Focus on the Family. He will continue to do his daily radio program.  You can hear him talk about it in today’s broadcast available at the site.  It will be interesting how they will replace Dr. Dobson. It will be interesting how they will replace Dr. Dobson. For some of my thoughts in that area of leadership check out this previous post. [...]

]]> By: Carrie http://www.ronedmondson.com/2009/02/how-organizations-replace-their-leadership.html#comment-1382 Carrie Sat, 21 Feb 2009 13:02:18 +0000 http://www.ronedmondson.com/?p=1202#comment-1382 I'm an HR Director and divorced single parent with an undergrad degree in business, but an emphasis on social psychology. I mention all of this because I've observed this "pendulum swing" for years in a variety of situations!! I've observed it in general business in how people tend to always look for the polar opposite of what they had before - with finding a new vendor, with hiring managers needing new employees at all levels (not just in leadership), and even in dating! I find that people in general (not just men... ha ha) will checklist all the negatives of the past (working or dating) relationship and do the knee-jerk reaction of "this person was too x, y, z; therefore I MUST have a, b, c" rather than looking at what their actual problem or needs are. What it really comes down to is the ART (not science imho) of critical thinking and ability to do a true needs analysis (whatever the particular situation) of being honest and raw enough to ask yourself the hard questions of: What am I really trying to accomplish and what do I really need to get me there... and to sometimes realize that relying on past data is relying on bad or inaccurate data and that you don't always need to look to the past to be your indicator of how to move forward. Change Management 101... which so many people talk about, but rarely effectively implement. I’m an HR Director and divorced single parent with an undergrad degree in business, but an emphasis on social psychology. I mention all of this because I’ve observed this “pendulum swing” for years in a variety of situations!! I’ve observed it in general business in how people tend to always look for the polar opposite of what they had before – with finding a new vendor, with hiring managers needing new employees at all levels (not just in leadership), and even in dating! I find that people in general (not just men… ha ha) will checklist all the negatives of the past (working or dating) relationship and do the knee-jerk reaction of “this person was too x, y, z; therefore I MUST have a, b, c” rather than looking at what their actual problem or needs are.

What it really comes down to is the ART (not science imho) of critical thinking and ability to do a true needs analysis (whatever the particular situation) of being honest and raw enough to ask yourself the hard questions of: What am I really trying to accomplish and what do I really need to get me there… and to sometimes realize that relying on past data is relying on bad or inaccurate data and that you don’t always need to look to the past to be your indicator of how to move forward. Change Management 101… which so many people talk about, but rarely effectively implement.

]]> By: John http://www.ronedmondson.com/2009/02/how-organizations-replace-their-leadership.html#comment-1376 John Fri, 20 Feb 2009 14:31:22 +0000 http://www.ronedmondson.com/?p=1202#comment-1376 How true your observations! The typical scenario (in the church world anyway) is to focus on the perceived weaknesses of the previous leader and then compensate by looking for the "opposite." Failure to understand that every 'strength' has a corresponding 'weakness' has resulting in churches experiencing a pendulum swing with most leadership transitions. If the previous leader held that position for an extended period of time, this tendency toward a pendulum swing results in a short term, 'transitional' leader because the followers are used to a certain set of strengths. How true your observations! The typical scenario (in the church world anyway) is to focus on the perceived weaknesses of the previous leader and then compensate by looking for the “opposite.” Failure to understand that every ‘strength’ has a corresponding ‘weakness’ has resulting in churches experiencing a pendulum swing with most leadership transitions. If the previous leader held that position for an extended period of time, this tendency toward a pendulum swing results in a short term, ‘transitional’ leader because the followers are used to a certain set of strengths.

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