What Do You Do With “C” Players

Posted by chuckc on Jan 27, 2012 in Leadership | 0 comments

I was recently asking a sharp business leader, Jim, about some of the ways he leads his organization when the topic of “C” players came up. For simplicity let’s say that “A” and “B” players produce the greatest results and have the greatest overall positive impact. “D” & “F” players are just the opposite. They perform poorly, perhaps they are in the wrong role, etc. Bottom line – “D” & “F” players are not moving the organization forward. Most leaders would generally agree on how to lead these different levels (A/B, D/F) of team members. ( I will save that post for the future). Where the greatest differences between leaders occur are the “C” players. For most leaders, a “C” performer is not good enough for the team/organization to win/accomplish its mission. Many times the “C” producer is a great person with strong organizational relationships. Often they share team values, possess a positive attitude and work hard. So what do you do?

1. Coach them – hoping they can get it to “B” level
2. Live with it /justify that they make the team better relationally
3. Help them find a better fit inside or outside the organization (in other words, move them off of your team)
4. A combination of the above
5. Other

If you lead a team/organization you will have to answer this question. I would love to hear your thoughts.

What do you do with “C” players?

Details Don’t Inspire, Vision Does

Posted by chuckc on Jan 25, 2012 in Leadership | 0 comments

You have 90 seconds to promote an upcoming event as you speak to a group of 200 people. How would you do it? Please let me encourage you to communicate the vision. In other words, how the event will benefit the attendees and how the focus of the event matters to those you are speaking to. In short, how the event moves people toward a preferred future.

Unfortunately, I had this very opportunity recently and instead of casting vision, generating excitement, communicating the connection between the event and the attendees preferred future, I digressed into the details. I talked about such exhilarating topics as the cost, registration, deadline, childcare and dinner. While those details have some significance, they don’t inspire one to act. I should have cast vision for 80 seconds and pointed to the website for the specific details for 10 seconds. It was a great leadership reminder for me. Vision inspires, details don’t.

How would you promote an upcoming event if you only have 90 seconds?

Raising Self-Feeders

Posted by chuckc on Jan 23, 2012 in Family Ministry | 0 comments

If you are a parent of young children your heart may have skipped a beat at the thought of your child being able to feed themselves. As parents, we are aware of the various stages of growing independence. For my wife Emily and I as parents of two teenagers this is a big deal. We want to help our kids become “self-feeders.” This concept should not be interpreted as we want them to function in complete independence without our guidance, support and discipline. However, we are intentional about training, preparing & equipping them to hopefully soar as young adults. What about spiritually? Are you training your children to grow in their faith?

Here are some thoughts on how to help your children become self-feeders spiritually:

• Modeling is the most significant
• Provide age-appropriate resources
• Demonstrate value of being invested in a local body of believers
• Conversations about where God is working in your own life
• Help them find areas where they serve
• Encourage generosity with their time and treasure

What other ways would you suggest to help your children become self-feeders, especially spiritually?

The Scorekeeper’s System

Posted by chuckc on Jan 20, 2012 in Leadership | 0 comments

Yesterday, at the Monthly Leadership Seminar (click here for an outline), we discussed how each of us has the opportunity to define success for ourselves.  Unfortunately, many people don’t take advantage of this opportunity; consequently, they strive to meet other’s definition for them. Using Mark Sanborn’s latest book, Up, Down or Sideways, we examined the “scorekeepers system”.

•             If you change your scoring system, you change your game

•             The scoring system determines how the game will be played

•             Although there are some generalities, success is specific to each individual

•             Most people do not have a written definition of success

•             Often we let others (parents, friends, teachers, culture, etc.) define success for us

•             Many people have a philosophical definition (what we would like it to be) and a very different functional definition (how we live)

•             Many people have never imagined a life that is any different than the one they are living

•             Most people organize their life and work around one of four scoring systems. There is overlap between the four systems, however, one is usually primary:

-              Results – focus on achievements

-              Recognition – focus on acknowledgement from others

-              Recreation – work is a means-to-an-end. Focus on fun.

-              Relationships – focus on people. Think “who” before “what”

Each person in clarifying their scoring system should consider what, why, cost & commitment.

What’s your definition of success?

Your Organization Must Have “Growers” to Move Forward

Posted by chuckc on Jan 18, 2012 in Leadership | 2 comments

The past couple of days I have listened to leadership podcasts from Stovall Weems. The quality of the podcasts is excellent. One of the recent topics focused on growers.

Growers are defined as those people in your organization who can lead successfully in a significant area. They grow their area and they advance the cause. In short, they move the ball down the field. Pastor Stovall indicated that effective growers have the ability to:

1. Inspire

Cast vision, inspire others to the cause

2. Build teams
• Get the right people in the right seats on the bus
3. Problem solve
• 5 levels of problem solvers

1. Don’t see the problem/challenge
2. Sees the problem, doesn’t feel urgency to solve it
3. Sees the problem, feels the problem but can’t fix it
4. Sees the problem, feels the problem, can solve it to make the situation as good as it was before
5. Sees the problem, feels the problem and makes the situation better than it was before

4. Execute
• Produce desired outcomes

To win, every organization must have growers.

What else would you add to the list of qualities for a “grower”?

Don’t Miss The Marriage & Parenting Summit

Posted by chuckc on Jan 16, 2012 in Family Ministry | 0 comments

The 2012 Faith Promise Marriage & Parenting Summit is going to be a blast. The summit is February 3-4 at the Pellissippi & Blount Campuses. The summit is designed to allow each person or couple to select the sessions they want to attend. You can focus exclusively on marriage or parenting or a combination of both. This year’s sessions include:

• Marriage: Getting Started
• Marriage: Close Encounters
• Marriage Mentoring Orientation
• Marriage: Managing Your Finances
• Marriage: Going The Distance
• Marriage: Taking Your Questions
• Parenting: Laying a Spiritual Foundation For Your Kids
• Parenting: How Parents Can Mess Up Their Kids
• Parenting: Parenting Teens and Young Adults
• Parenting: Blended Families
• Parenting: Congratulations, You’re a Parent!
• Parenting: Taking Your Questions

You can get a brief description on each of these sessions by going to faithpromise.org/events and scrolling down to The Marriage & Parenting Summit.

We have a great lineup of facilitators at both campuses. The cost of the summit is only $20 for couples and $15 for an individual. We will have a light dinner on Friday night and breakfast on Saturday morning. Childcare will be provided.

Registration is open now through February 1. Don’t wait to sign up!

Don’t miss this opportunity to grow in your marriage and parenting. I look forward to seeing you at the summit!

Great Meetings

Posted by chuckc on Jan 13, 2012 in Leadership | 0 comments

It’s quite possible that when you read the title that was the first time you have ever used those words together. I have participated in so many business meetings I would have no way to come close to the number. In your experience, what makes a great meeting? I had a principal when I was a teacher/coach who was meeting adverse who said, “Chuck, you either meet or get something done but the two never occur together.” I don’t feel as strongly as my former principal but I must admit I have been in (and yes, even lead) meetings that were a waste of time. The best meetings have:

• A clear purpose. There needs to be a compelling reason (strategic planning, creative design, innovation, coaching, etc.) to get together
• The correct people in attendance
• A clear agenda
• An environment that encourages engagement. The environment is determined by the facilitator and most senior leader. If the meeting is just about information transfer, likely a written communication would work just as well.
• A facilitator who understands the purpose of the meeting and balances engagement, forward progress and decisions.
• Clear next steps. If assignments are given as a result of the meeting review those before dismissing.

Patrick Lencioni wrote a leadership classic called Death by Meeting that I highly recommend.

What would you add to the above list? What makes a great meeting?

Upon Further Review

Posted by chuckc on Jan 11, 2012 in Leadership | 0 comments

If you are a college or pro football fan you are familiar with the phrase “upon further review.” This statement pertains to an official reviewing a play via instant replay. Sometimes the original call on the field is upheld and at other times the ruling on the field is overturned.

The concept of “upon further review” is also applicable to leadership. As leaders we make decisions. The best leaders make decisions, typically in a timely manner, without the benefit of 100% of the information. After a decision is made; if necessary, are you willing to “upon further review?” The most exceptional leaders don’t make correct decisions 100% of the time; however, they are willing to, as time and evidence mounts, review the initial decision. They change their original decision to what is best for the team. All of us run the risk of making a decision that “upon further review” is not the preferred course of action. It happens. Change the original decision and get moving in the right direction.

As a decision maker, are you willing to “upon further review?”

Check Out This Great Parenting Resource

Posted by chuckc on Jan 9, 2012 in Family Ministry | 0 comments

Last week, Josh Whitehead introduced me to a You Version daily Devotional called Parenting by Design. I am really enjoying this devotional and strongly encourage you to check it out. The content is excellent. Each day’s devotional is a brief, easy to read, parenting tip/reminder. In addition there is a corresponding verse(s) that connects to the parenting tip. Each day’s reading takes between 3-5 minutes. To maximize this resource and experience, my wife Emily is also reading each day’s devotion. This allows us to discuss the topic and how it applies to our parenting. Take a couple of minutes and check out this resource.

Don’t forget that registration has opened for this year’s Faith Promise Marriage and Parenting Summit. This year’s summit will be held at both the Pellissippi and Blount campuses. The cost is extremely reasonable ($20.00 per couple, $15.00 for one person), the sessions will be excellent (all facilitated by people at Faith Promise) and child care is provided. You can check out all the details or register at faithpromise.org/events. I look forward to seeing you there.

Don’t Say No For Someone

Posted by chuckc on Jan 6, 2012 in Leadership | 4 comments

As leaders we ask for things. Quite often big things. Maybe it’s a board or supervisors support for a new (and risky) product, a potential customer to commit to your services, a significant donation, a volunteer to serve or a high capacity leader to join your team. Part of leadership is asking for what we need. To move or keep moving forward we have to ask for what may appear to be out of reach. Ask anyway. In addition, when we ask let’s be careful not to say no for the person we are asking. When we ask a high capacity individual to join our team or support our cause we are keenly aware that this person is extremely busy, paid more than we can offer or already supports numerous worthwhile causes. Don’t say no for them. Instead, let’s make our most inviting ask and see what happens. Let’s not frame our ask around all the reasons (“I know you are extremely busy” or “I know you have a good situation at company ABC”) they might say no. Leader’s, let’s be careful not to say no for someone.

As a leader what effective strategies have you used in asking for what you need?