Altering My Personal Leadership Style

I am trying to do a better job of adding structure and management to my leadership style. Honestly my preferred approach is to hire the right people and trust them to do the job they were hired to do with limited interaction from me.  I want to be a resource for the people I lead, I try to be approachable, I believe in investment and teaching, but ultimately I want to lead, as I like to be led, and that is with limited direct oversight.

I have learned that this approach is not always effective and honestly it is not even always fair.  I realize, especially in the birthing stage of our church, that people are looking to me for accountability and structure. They want and need to be managed as much as be led.  (I personally believe there is a difference.  To read more about this concept read this POST.)

In my pursuit for consistent improvement in my own life I am opening myself up to a new approach. I will attempt to ask more questions to keep people accountable.  I will visit people’s offices more frequently.  I will eat more lunches with my staff.  I will do a better job of tracking individual progress. It is not a matter of trust but a matter of recognizing the responsibility that I have been given and the individuality of the people I lead.

Leaders, do you need to consider a different approach to your leadership style?  Are you willing to change your approach if the organization or the people you lead require something different than you are accustomed to giving?

Elements To Help Build a Healthy Team Spirit

What fosters an attitude of team spirit in an organization?

Here are some elements that help build a healthy team spirit:

  • An understanding of the overall goals and objectives of the team-When the big picture objective is understood each team member is more willing to pull together to accomplish the mission because they know their purpose.
  • Healthy team relationships- For a team to have team spirit it needs to be filled with team members who actually like each other.
  • Fun times – A team needs time just to have fun together.
  • Team members who value the mission and the team – Some people are not team players.  They may be great people, but they would work better outside a team environment.
  • A “we are in this together” attitude as a team – Healthy teams are those where its members are willing to do whatever it takes to accomplish the mission.  There are no turf wars on a healthy team.  (For more on this concept, read my previous post HERE.)
  • Team leadership that embraces the team environment – Some leaders lead best from the penthouse suite environment.  They give orders well, but do not really enjoy playing the game with the team.  Team leadership requires involvement.

How does your organization foster a team spirit?  Do you feel you are a part of a healthy team?  What could help your team’s spirit be healthier?

Fostering an Attitude of Team Spirit (Whatever it Takes)

team_building_ringOne of the most damaging expressions in a team environment is the phrase “that’s not my job” or “that’s not my area of responsibility”.  Thankfully I have never heard that said at Grace Community Church.  Sadly it is far too common in organizations that claim to be a team environment.  I talk with people on staffs frequently who feel they are on an island by themselves within the organization and no one ever helps them think through a problem, recruit volunteers for their area, or lend a hand during crunch times.

While I agree with the equally modern concept these days of job specialization, working from one’s strengths and having clear expectations of a job’s responsibility, the very concept of a team is one of shared resources and shared responsibilities.  For a team to thrive it’s members must be willing to do whatever it takes to accomplish the mission of the team.

Team leaders must foster a spirit of cooperation within the team.  Leading by example, team leaders demonstrate this concept best by willingly participating in whatever is necessary to help the team, even if that task is way out of their comfort level or interest.

Does your team need a dose of a “whatever it takes” attitude?  How does your team foster team spirit?

Elements of a Healthy Team

I have written all week about team idleness. Check out more of the posts on the home page of this blog.  I thought it was equally important to share some thoughts about what makes up a healthy team. Obviously that is our goal. Here are some quick elements of healthy teams:

Agreed upon mission: everyone knows where the organization wants to go and what a win looks like.

Right people: The people on the team are the correct fit for the role they have been assigned and have the proper training to complete their assignment.

Ample resources: Regardless of the awesomeness of a team, if the team lacks adequate resources it will never achieve its full potential. (Take it from a former small business owner…no matter how good your employees are cash is king!)

Consistent pace: Healthy teams can’t move too fast or they burnout. If they move to slow they stagnate. There will always be highs and lows with any team, but healthy teams find the right balance for the team and find ways to continue to grow.

Accountability: Teams fail when no one holds the members accountable for success. There are very few people who can continue to function well without a structure in place to insure consistent progress.

Healthy teams reach their full potential and guard against team idleness. Here’s my challenge for you and I to build healthy teams.

What suggestions do you have for building healthy teams?

Will The Real Leader Please Stand Up?

I am writing some posts this week on the concept of team idleness. Check out other posts on the blog.

I believe and practice the concept of team leadership.  I want people in our organization that will assume ownership of an individual task and follow through with the responsibility of seeing projects completed well.  We have a shared leadership philosophy at Grace Community Church and I have posted about the need for a leader to “give their vision away” to people he or she trust to make it better.

That being said, there is usually a balancing statement needed for most principles to work in the real world.  When considering team leadership, for example, one thing that must be equally understood is that there comes a time when one person has to stand up and assume responsibility for the project or task. Someone has to lead.    The leader doesn’t always have to be the same person, depending on the task, but one person needs to be accountable for completion and success of the project.  If not, team members are left staring at each other and nothing moves forward.

Does your organization practice team leadership?  How do you assign ultimate responsibility for successful completion?

What Causes Team Idleness?

Yesterday I began some thoughts about the term team idleness.  To understand the term fully read that post HERE.

What causes team idleness?  What causes a team to stagnate and fail to move forward towards reaching its goals and objectives?  Here are a few of my thoughts:

  • No fresh ideas: If new ideas are not coming to the table frequently the team becomes stale and progress slows.
  • Burnout: If team members are overworked or in need of a break their energy level will slow.
  • Lost vision: If a team loses sight of the big picture goals and objectives of the team they will lose interest or get off course.
  • Wrong team members: Sometimes a vision outgrows members of the team and other times team members outgrow the vision.
  • Lack of Resources: If there are not adequate resources to complete the task the team stalls.
  • Poor training: Sometimes teams are asked to perform beyond their level of understanding.
  • No accountability:  I will write more about this tomorrow, but all teams need someone to assume ultimate responsibility.

Feel free to add your own thoughts.  What are reasons you have seen for team idleness to occur?

Team Idleness

I have been thinking a lot about teams lately, which led my thoughts to some of the negative parts of team leadership. I will share some of those thoughts here this week.  My goal as a leader of a team is to make sure we avoid many of the traps teams experience without good leadership.

One term that popped in my head that I will play off of is the term “team idleness”.  I am using that term to represent when a team is failing to move forward towards meeting its desired goals and objectives. Team idleness does not necessarily mean the wrong people are on the team or that it has the wrong goals and objectives or that the goals and objectives are unrealistic.  Every team, regardless of their health, can go through times of team idleness.  The term simply means that at any given time there is no forward progress for the team.  Thankfully my team is not currently experiencing this, at least as a whole, so it is a good time for me to think through this issue.  I have witnessed this many times in organizations with which I have been associated and I  can assure you that most teams will deal with team idleness at various times through the life of the team.

Think with me this week about team functions.  Are you part of a team?  Are you currently facing team idleness?  Do you know what caused you to stagnate?  Do you have a solution to get your team started again? Have you been through team idleness before and have some answers for the rest of us?

Tribute to Small Group Leaders

home_mainThe best life, community and spiritual growth happens at Grace Community Church within the context of our small group ministry.  We have some amazing leaders of our small groups.  I’m always encouraged by their willingness to sacrifice part of them to invest in other people.  I know each of them would say, however, that they receive far more in return than they give up.   Serving others is like that.

Group life helps relationships become more authentic.  It connects people who would otherwise never meet.  It builds friendships for life.  In the three groups we have led since the church started we have found people we now consider family. I cannot imagine our life without them now.  In all my years working in ministry, as a layperson and as a pastor, there is no place where the Acts 2 model of church is displayed any better than within the small group settings that meet in people’s homes.

Group leaders thank you for investing in, leading, loving, encouraging, shaping people to become growing disciples of Jesus Christ.  You are true Kingdom-builders!  Your time and energy helps to make us a better church. Grace Community Church would not be the church we are without you!

What To Do When The Changes Needed Are Overwhelming

If you are like me you want to see consistent improvement in your organization.  Sometimes I can be overly critical because I have such high hopes and expectations for us as a church.  At times I can become a bit overwhelmed with all the things I think need to be tweaked, completely overhauled or killed altogether.

When those times occur, if a leader is not careful, the burden of trying to change too much at once can actually have the reverse impact. Nothing gets changed, everything stays the same, and the organization suffers.  The leader cannot get everything accomplished so nothing gets accomplished.

Here is an easy solution to the sense of overwhelming need for improvement  in an organization:

Concentrate on one needed change, work to get that change implemented, then move to another change.

Sounds simple, but it will dramatically improve your success rate…and your organization.

What is the ONE change for improvement you need to get started on today?