Posted on Friday, August 12, 2016

Danielle Strickland on “Leader Interrupted” from the Leadership Summit 2016

by Joshua Reich

I’m at the leadership summit with the team from Revolution Church. This is by far the best leadership conference of the year. This is my 13th summit and every year, God stretches me and challenges me. So much wisdom and inspiration wrapped up into two days. I always blog my notes, so if you can’t attend or missed something, I’ve got you covered.

Here are some takeaways from Danielle Strickland’s talk using Judges 6 as her outline:

True peace is not the absence of conflict but the presence of justice. -Martin Luther King Jr.

True peace is not the absence of conflict but the presence of justice. -Martin Luther King Jr.
Peace (“Shalom”) in the bible is everything that is wrong being made right.
The world is crying out for rightness, for truth, for goodness, for all things to be made right. As leaders, we can be used to bring this about through the power of God.
True humility is agreeing with God about who you are.

True humility is agreeing with God about who you are. @djstrickland

God calls Gideon out for who he already is. God calls us out, not through the eyes of others, but for how God sees us.
God calls Gideon to go in the strength you have. God calls out what already exists in us.
God wants you for who you are and he calls it out.
If you have true humility, it will lead to true dependency.
True dependency is agreeing with God about who He is.

True dependency is agreeing with God about who He is. @djstrickland

You can’t be dependent on God if you are self-sufficient.
You have to create pockets of dependency, places where only God can show up.
True humility and true dependence helps you to experience the shalom of God and then you take that into a world longing to be made right.

Posted on Friday, August 12, 2016

Leadership Illusions w/ Bill Hybels, Henry Cloud & Shauna Niequest

by Joshua Reich

I’m at the leadership summit with the team from Revolution Church. This is by far the best leadership conference of the year. This is my 13th summit and every year, God stretches me and challenges me. So much wisdom and inspiration wrapped up into two days. I always blog my notes, so if you can’t attend or missed something, I’ve got you covered.

Here are some takeaways from the session with Bill Hybels, Henry Cloud and Shauna Niequest:

There is a blindspot in many leaders when it comes to self-reflection and hitting the pause button.

Illusion #1

You can increase speed in your life and simultaneously keep your soul heading in the same direction and same rate of your speed.
If God is pleased with your leadership, he gives you bigger problems to solve.
If we aren’t careful, as we increase speed, we lose touch with our soul. Our connection with God gets distant the faster we go.
To last in leadership, we must slow the speed periodically and raise the effort we put into our soul.

To last in leadership, we must slow the speed periodically and raise the effort we put into our soul. @BillHybels

Reflection: Is the speed you run, is it sustainable? Does your soul need more attention?

Illusion #2

Part of what it takes to keep your head on straight is the power of the other.
The factor that drives everything in your leadership and life is who are you connected to?

The factor that drives everything in your leadership and life is who are you connected to? @DrHenryCloud

Your brain stops working if you are not connected.

4 Corners of Connection

No connection. You are alone.
Bad connection. People are with you, but feel disconnected from your marriage, team or boss.
Good connection. Corner #3 is a fake good, a pseudo good. It relieves the pain of isolation but we often connect with a substance that makes us feel good.
Real connection. To connect with someone, you need to let someone know what your needs are. You must know your needs.

Reflection: What corner do you find yourself in most often? What prohibit you from getting to corner 4?

Illusion #3

Another illusion for a leader is achievement. We try to hit marks, attain things, grow something.
Everything is not an opportunity to succeed and fail.
Many leaders live in the place of exhaustion and isolation.

Reflection: How satisfied are you in life? Is the hustle worth it? Where are you not satisfied?

Posted on Friday, August 12, 2016

My Notes from One on One with T.D. Jakes at the Leadership Summit 2016

by Joshua Reich

I’m at the leadership summit with the team from Revolution Church. This is by far the best leadership conference of the year. This is my 13th summit and every year, God stretches me and challenges me. So much wisdom and inspiration wrapped up into two days. I always blog my notes, so if you can’t attend or missed something, I’ve got you covered.

Here are some takeaways from the interview with T.D. Jakes:

We get trapped by titles and how people describe us and stop seeking.
We let people put a period on our lives where God has put a comma.
The key is to find the common denominator between the things you do.
If you aren’t doing anything that scares you, you’re not growing yourself.
You can’t go through the door of destiny without going through the hallway of haters.
Your job is not to get haters on board.
You are no greater than the people you put around you.
The art of managing things is to not miss the same thing twice.
If you have to hold it to have, you didn’t hire the right people.
Whenever something is overwhelming, it means I need to restructure.
The hard part of leadership is not figuring out where to go, but what am I willing to let go of to get there.

The hard part of leadership is not figuring out where to go, but what am I willing to let go of to get there. @BishopJakes

If you can accomplish something on your own, your dream is too small.
If you give a person a strategy, it is better than a check.

Posted on Friday, August 12, 2016

John Maxwell on “The One Thing to Get Right” from the Leadership Summit 2016

by Joshua Reich

I’m at the leadership summit with the team from Revolution Church. This is by far the best leadership conference of the year. This is my 13th summit and every year, God stretches me and challenges me. So much wisdom and inspiration wrapped up into two days. I always blog my notes, so if you can’t attend or missed something, I’ve got you covered.

I was so excited when I saw that John Maxwell was going to be speaking at the summit. He has so much wisdom and insights into leadership (and is the king of one liners!). His talk was based on his new book Intentional Living: Choosing a Life That Matters.

Here are some takeaways:

The return is amazing when you pour into leaders.
Leaders add value to people.

Leaders add value to people. @JohnCMaxwell

Everything rises and falls on leadership. Leaders lift.
Before a leader can lead anyone, you have to find the person.
To turn something around, you have to become very intentional.

To turn something around, you have to become very intentional. @JohnCMaxwell

Leaders add value to people.
Adding value to people is the core of leadership.

Are you adding value to people or are you wanting people to add value to you? @JohnCMaxwell

There is a thin line between motivating people and manipulating people.
There are 3 questions followers ask leaders: Do you like me? Can you help me? Can I trust you?
People are asking will this leader add value to my life?
Everything worthwhile is uphill all the way.
The problem: people have uphill hopes and downhill habits.

The problem: people have uphill hopes and downhill habits. @JohnCMaxwell

The only way to make the change you need to change is to be intentional.
There is no thing like accidental achievement.
Intentional living is deliberate.
Selfishness and significance are incompatible.

Selfishness and significance are incompatible. @JohnCMaxwell

The problem is people don’t need their life, they accept their life.
Christ followers have to ask if they are going to spend their life connecting with people or correcting people.

5 ways to add value to people everyday.

5 Things to do Everyday to Add Value to People

To add value to people you must value people.
To add value to people you have to think of ways to add value to people. Who am I going to see today and how can I add value to them?
To add value to people you have to look for ways to add value to people.
To add value to people, you must go from knowing to doing. Ask at the end of the day, did I add value to people today?
To add value to people you must encourage others to add value to people.

Posted on Friday, August 12, 2016

Chris McChesney on “The 4 Disciplines of Execution” from the Leadership Summit 2016

by Joshua Reich

I’m at the leadership summit with the team from Revolution Church. This is by far the best leadership conference of the year. This is my 13th summit and every year, God stretches me and challenges me. So much wisdom and inspiration wrapped up into two days. I always blog my notes, so if you can’t attend or missed something, I’ve got you covered.

Chris McChesney gave a talk from his book The 4 Disciplines of Execution: Achieving Your Wildly Important Goals, which after hearing him talk, I’m really excited to hear.

Here are some takeaways:

The thing that leaders are most frustrated in is not what they are educated in.
The hardest thing a leader will ever do, will drive a strategy or a plan that changes human behavior.

The hardest thing a leader will ever do, will drive a strategy or a plan that changes human behavior. @McChesney4DX

Any time the majority of people behave a particular way, the majority of the time, the problem isn’t the people but the system and the leader.
Execution is harder than strategy.
Leaders don’t get to blame the people they lead.

Leaders don’t get to blame the people they lead. @McChesney4DX

4 Disciplines of Exeuction

Focus on the Wildly Important

A team should have 2 – 3 goals to get 2 – 3 goals accomplished. If they focus on 4 – 10, the will accomplish 1 – 2 goals. 11 – 20 goals, they will accomplish nothing.
If you have too many goals, no one will hear you as a leader.
Too many goals are based on good ideas.
Focusing on wildly important are why narrowing the focus is so hard.
Too narrow the focus, don’t let things blur.
What lives at the corner of “really important” and “isn’t going to happen?”
What makes a goal a “wildly important goal” is how you will treat it.

What makes a goal a “wildly important goal” is how you will treat it. @McChesney4DX

When you are tackling something, go narrow.
Ask, “what are the fewest number of battles to win the war?”
Have 1 wildly important goal per team at the same time, everything else is sustainment mode.

Have 1 wildly important goal per team at the same time. @McChesney4DX

You can veto as a leader, but dictate.
A wildly important goal needs to have a deadline, a target.
Execution doesn’t like complexity.
The best friends of execution are transparency and simplicity.

The best friends of execution are transparency and simplicity. @McChesney4DX

Act on lead measures

Lead measures are predictive.
Lead measures are influenced by the team.
There is a big difference between knowing what to do and knowing the data behind what to do and why to do it.
Bad news is data is hard to get.
Bad news is that people forget data in 3 days.

Keep a Compelling Scoreboard

People play differently when they (not the boss) are keeping score.
You need a players scoreboard, not a coaches scoreboard.
The scoreboard needs to be simply, visible to the player, the lead and lag measures and tells the person and team if they are winning or losing.
The number 1 driver of morale and engagement is whether or not a person feels like they are winning.

The number 1 driver of morale and engagement is whether or not a person feels like they are winning. @McChesney4DX

Accountability

When you increase accountability, morale and engagement go up.

When you increase accountability, morale and engagement go up. @McChesney4DX

What are the 1 – 3 things I can do to drive the lead measure?
In the meeting: report on last weeks’ commitment, update & review the scoreboard and make commitments for next week (don’t give people their commitments).

Posted on Thursday, August 11, 2016

Patrick Lencioni on “The Ideal Team Player” from the Leadership Summit 2016

by Joshua Reich

I’m at the leadership summit with the team from Revolution Church. This is by far the best leadership conference of the year. This is my 13th summit and every year, God stretches me and challenges me. So much wisdom and inspiration wrapped up into two days. I always blog my notes, so if you can’t attend or missed something, I’ve got you covered.

Patrick Lencioni talked from his new book The Ideal Team Player: How to Recognize and Cultivate The Three Essential Virtues, which I think is a must read for every leader. His insights have been incredibly helpful to me.

Here are some takeaways:

The ideal team player is humble, hungry and smart.
If a person possesses these 3 virtues, they can overcome the 5 dysfunctions of a team.

Humble

Lacking self confidence is lacking humility.
Humility is not saying, “I don’t need to be heard.”
Humility is thinking about yourself less.

A great team player has to be humble. @patricklencioni

Hungry

Hungry person has a strong work ethic.
They hate being considered a slacker.
They will do whatever is necessary to get it done.
This is the hardest to instill in someone.

Smart

Smart is not intellectual smarts, it is common sense around people.
People who are good at practicing EQ.
They know what they say to others and how it impacts them.
Hiring for intellectual smarts is not a good idea.

Humble, but not hungry or smart (The Pawn)

They aren’t effective on a team.
They are a good neighbor, but they don’t get something done.
They don’t have initiative to rise up the ranks.

Hungry, but not humble or smart (Bull Dozer)

Lots of drive and ambition, but they can’t work with others.
They leave a trail of dead bodies around them.

Smart, but not humble or hungry (The Charmer)

They are funny, they don’t get things done.
They aren’t hard working and they aren’t interested in other people’s success.

Humble and hungry, but not smart (The accidental mess maker)

They have good intentions, they want to get things done, but they aren’t smart emotionally.
Cared about the world and wanted to help people but said things he didn’t mean to.
Their intentions are good.

Humble and smart, but not hungry (Loveable slacker)

These people survive in organizations a long time.
They mean well and people like them.
They just don’t want to do that much work, they do just enough work to make it hard for you to do something about it.
Hard workers get really frustrated by this person.

Hungry and smart, but not humble (Skillful politician)

They are ambitious and hard driving and know how to make themselves look humble. They convince people that they care about the team.
They are often charming and driven.

Application

Go first as a leader.
Find out what your teams are like and what they are lacking.
You have to have the courage to let your people know where they stand and what they need to improve on and to constantly remind them (not your spouse or co-workers) when they are doing it.

How to hire team players

We overemphasize technical skills and what is measurable.
Know what you are looking for.
Don’t get caught up in what “you think you should look for.”
Behavior always rises to the top.
To interview someone, get them out of the office to get to know them.
Don’t overlook red flags and gut feelings.
Ask people the same question more than once.
Ask what other people would say about them on something, people are more honest when they tell you what other people would say.
Scare someone with sincerity, tell them what you are fanatical about as a church. Tell them if they line up, they’ll love it and if they aren’t, they will hate working here.

Posted on Thursday, August 11, 2016

Travis Bradberry on “Emotional Intelligence 2.0” from the Leadership Summit 2016

by Joshua Reich

I’m at the leadership summit with the team from Revolution Church. This is by far the best leadership conference of the year. This is my 13th summit and every year, God stretches me and challenges me. So much wisdom and inspiration wrapped up into two days. I always blog my notes, so if you can’t attend or missed something, I’ve got you covered.

In this session, Travis Bradberry talked about things from his book Emotional Intelligence 2.0 (which is a fantastic book for leaders). Emotional intelligence has 4 skills: self-awareness, self-management, social awareness, and relational management.

Here are some takeaways:

We have an emotional reaction to events before we have a rational reaction. Emotions always go first.
We have more than 400 emotional experiences everyday.
36% of people are able to accurately identify their emotions as they happen.

EQ is not:

It is not IQ.
It is not personality.

EQ Skills:

Self-awareness

Awareness of your tendencies for responding to different people and situations.
Accurately recognizing your emotions as they happen.
What bothers us is when we see someone do something that reveals something in us.

Self-management

Self-management is what you do with this awareness.
When you lean into self-awareness, you now have a lot of wisdom and knowledge about yourself.
Awareness of your emotions to choose what you say and do, in order to positively direct your behavior.

Social awareness

It is recognizing and understanding the emotions and perspectives of others.
You focus more on the other person than you do on yourself.
This means not thinking ahead in a conversation or argument, but focusing on the other person.

Relational management

Relational management is using the first 3 skills in concert.
Using awareness of your emotions and the emotions of others to manage interaction successfully.
The biggest mistake in relationships is winning the battle to lose the war.

The biggest mistake in relationships is winning the battle to lose the war. @talentsmarteq

Relational management is seeing how you affect other people.

Business Case for EQ

Emotional intelligence is a foundation skill for critical skills.
Emotions are the primary driver of your behavior, if you get a handle on this, it will impact other areas (stress, response to change, in a team, how you are as a leader).
EQ accounts for 60% of their job performance.
90% of top performers are high in EQ.
20% of low performers are high in EQ.

How to Increase EQ

All of us have pathways the reinforce our behavior.
Lean into discomfort.
Get your stress under control (taking a walk, turn your phone off, breathing exercises, attitude of gratitude).
Clean up your sleep hygiene (don’t take anything that helps you sleep, no blue light in the evening).
Get your caffeine intake under control.

Posted on Thursday, August 11, 2016

Jossy Chacko on “Unquestionable Ways to Expand Your Leadership Reach” from the Leadership Summit 2016

by Joshua Reich

I’m at the leadership summit with the team from Revolution Church. This is by far the best leadership conference of the year. This is my 13th summit and every year, God stretches me and challenges me. So much wisdom and inspiration wrapped up into two days. I always blog my notes, so if you can’t attend or missed something, I’ve got you covered.

Jossy Chacko talked about Unquestionable Ways to Expand Your Leadership Reach and really made me want to read his book Madness!: One man’s crazy Idea to transform ASIA and beyond. He used Matthew 25 and the parable of the talents and how that applies to leaders and churches.

He talked about how to expand your leadership reach through enlarging your vision, empowering your people and embracing risk.

Here are some takeaways:

All of us have been trusted with something, how are we proving ourselves to be trusted with more?
Faithfulness is not sitting with what you have been given. Maintaining things is not God’s plan and God’s mission. Faithfulness is expanding.
Multiply the small things God has entrusted with you, He will give you more.

How to Expand your Leadership Reach

Enlarge your vision.

Don’t play it safe.
Do you talk more about maintenance or multiplication of your vision?
When people hear your vision, they should know the size and scale of your God.

When people hear your vision, they should know the size and scale of your God. -Jossy Chacko

Trust what God has put in you, don’t listen to people who are against your vision or say it isn’t possible.
Enlarging your vision is about staying focused and allowing your horizon to get bigger.
If your vision is to keep what you have, you will miss the opportunities around you.

Empower Your People

Focus on building the character before you empower them.
People don’t fail because of lack of information but lack of character.
Empowerment has to be through relationship.
Agree on the right outcomes and systems.

Embrace risk

Risk and faith are the same thing.
Without risk (faith) it is impossible to please God.
Without risk, we move from pioneering to preserving.
See risk as your friend to love, not your enemy to be feared.
Fear is not from God, that’s from the devil.
Your vision needs to be hinged on the doors of risk.
See comfort and safety as your enemies.
Comfort, safety and risk cannot coexist.
If you don’t take that step of risk/faith, who will miss out?

Who is missing out because you aren’t taking that step of faith that God has called you to? -Jossy Chacko

To lead, you must increase your pain threshold.
Your leadership capacity is in direct relation to your pain threshold.

Your leadership capacity is in direct relation to your pain threshold. -Jossy Chacko

Next steps

Make a list of all the dreams and visions God has given to you.
Put a date you will complete them.
Put a name next to those dreams who will hold you accountable.

Posted on Thursday, August 11, 2016

The Leadership Summit 2016: One-on-One with Melinda Gates

by Joshua Reich

I’m at the leadership summit with the team from Revolution Church. This is by far the best leadership conference of the year. This is my 13th summit and every year, God stretches me and challenges me. So much wisdom and inspiration wrapped up into two days. I always blog my notes, so if you can’t attend or missed something, I’ve got you covered.

Here are some takeaways from session 2 with Melinda Gates:

Have a vision and need that drives your life.
Your values drive your life, family and work. You must be willing to make hard choices to have values lived out.

You must make hard choices to live out your values. @melindagates

A leader must lead with the awareness that you are spending and giving away someone else’s money and that comes with great responsibility.
A great leader is a constant learner, not someone with all the wisdom and knowledge.
Everyone needs to think through what they can give away.
Sometimes leadership & success is being in the right place at the right time and luck.

I’ve really appreciated all the talk at this year’s summit on passion, values and legacy. It has been on my mind a lot recently and God has really been confirming that in this conference.

Posted on Thursday, August 11, 2016

Alan Mulally on “The Art of Working Together” from the Leadership Summit 2016

by Joshua Reich

I’m at the leadership summit with the team from Revolution Church. This is by far the best leadership conference of the year. This is my 13th summit and every year, God stretches me and challenges me. So much wisdom and inspiration wrapped up into two days. I always blog my notes, so if you can’t attend or missed something, I’ve got you covered.

Session 2 was with Alan Mullaly where he talked about The Art of Working Together.

Here are some takeaways:

Working together principles and practices

People first.
Everyone is included.
Compelling vision, comprehensive strategy and relentless implementation.
Clear performance goals.
One plan.
Facts and data are important.
Everyone knows the plan, the status, and areas that need special attention.
Propose a plan, positive, “find-a-way” attitude.
Respect, listen, help and appreciate each other.
Emotional resilience – trust the process.
Have fun – enjoy the journey and each other.