Easter and Leadership

Easter and Leadership

Easter is a time of joyous celebration, often filled with stories of resurrection and reverence for Jesus Christ. But it's also an occasion that offers spiritual lessons that we can apply to our daily lives, particularly in the realm of leadership. By reflecting on Easter’s events and activities, Christian men can gain insight into becoming better leaders both within their families and churches as well as out in the wider community. In this blog post, we'll take a closer look at some of the important lessons presented by Easter, including self-sacrifice, humility, repentance, grace and mercy. We'll also reflect on how these teachings can help us become more effective role models and mentors to those around us!

Believe and Trust

Easter is a time when we reflect on the life, death, and resurrection of Jesus Christ. It serves as a reminder that when we believe in God and trust our faith, we can overcome any obstacle. Jesus himself believed in his mission and had faith in God's plan, even in the face of persecution and suffering. We all face challenges in leadership and we are called to trust. By tapping into our own inner strength based on God's promises we anchor and develop unwavering faith. We too can accomplish great things and forge a path towards a more fulfilling life. Let us continue to draw inspiration from the example that Jesus set, and believe in ourselves during this Easter season and beyond.

Focus

Easter is a testament to unwavering determination and faith, a reminder that no obstacle is too great when we remain focused on our ultimate goals. This is knowing your "WHY"! Jesus persevered through his trials and tribulations because he knew his why: salvation, redemption and reconciliation! We too can draw inspiration and strength from his unwavering commitment to his mission. In times of doubt or despair, it is crucial to stay steadfast in our faith and to trust that even the most challenging obstacles can be overcome with steadfast determination and perseverance. Remember no matter what your are leading, as a follower of Jesus, your mission is attached to Jesus's mission: salvation, redemption and reconciliation. This Easter, let us honor the message of hope and renewal that this special occasion brings, and let us renew our commitment to our own personal goals and dreams, no matter what challenges may lie ahead.

Do What is RIGHT

As followers of Jesus, we are called to do what is right, not what is easy. Jesus himself set the perfect example of obedience to God's will. (Remember - God's will is about saving the lost, discipling the saved and helping the most needy) Even though he was offered the crown of thorns, a symbol of power and glory, he chose to remain steadfast in his obedience to God. Remember God is not about our seeking power and glory. The culture and the world says "more power, more glory !" It may have been an easier route to take, but Jesus knew that the path of righteousness and obedience is never easy. Righteousness is being right with God! Through his example, we too are reminded that we must remain faithful, even in times of trial and temptation. Let us lay down our desire for earthly comforts and take up the challenge to follow in the footsteps of Jesus.

Faith in the Uncertainty

In moments of uncertainty, which may be long, it's easy to lose hope and succumb to doubt. However, having faith means trusting that even when we don't understand certain events, they are all part of a greater plan. God has our good in mind. We may not be able to comprehend the good coming from every trial and challenge, but we can find solace in the belief that God will reveal the good. When we have faith, we open ourselves up to the possibility of growth and transformation, even in the midst of difficult circumstances. So even if we don't have all the answers, let us hold onto hope and trust in the ultimate goodness of the Jesus.

Take Risks

When we think of risks, it's easy to focus on their potential consequences. But what if we shift our perspective, and instead consider the rewards that can come from taking risks? Jesus is the ultimate example of someone who took a risk for the greater good. He sacrificed himself for our sins, knowing that it would lead to salvation for all who believe in him. His act of love and faith is a reminder that taking risks can lead to incredible rewards, both in this life and the next.

• What risks have you failed to explore with the mindset of opportunity?

• What risks have you not shared with Jesus?

• Have you asked should I step forward here Lord and then waited in silence?

• Do you give God time to reply?

• Can you create time and silence to hear what God's directing you?

So have faith and trust in God as you listen. Don't be afraid to explore risks with God. He wants to be WITH you. You may discover a risk is an opportunity for the betterment of yourself and others.

Persevere

During our darkest times, it can be incredibly difficult to find the strength to continue on. When life throws us curveballs and tests our limits, it's easy to feel defeated and discouraged. However, there is solace in knowing that we can persevere through life's difficulties with the same courage and strength shown by Jesus Christ. Despite enduring torture and eventually dying on the cross, Jesus never lost hope or faith. His unwavering commitment to his beliefs serves as a reminder to us all to never give up, even when things seem impossible. By channeling the same faith and determination as Jesus, we too can get through the tough times and emerge stronger on the other side.

Conclusion

Ultimately Easter reminds us of all the important qualities required to lead: belief in what you’re doing and belief in God, trust in yourself and others, a focus on your goals, the commitment to do what is right, faith amidst uncertainty, the willingness to take risks, and perseverance. No matter where life takes you or who comes into the picture along the way, remember to stay devoted to your beliefs and keep pushing forward. As Hebrews 10:25 encourages us - “not giving up meeting together (with our community of believers), as some are in the habit of doing; but encouraging one another -towards love and good works and all the more....” Collectively we can make this world a better place by learning from each other and constantly striving for improvement within ourselves. By connecting with others and lifting them up we can create a more hopeful future for generations to come. Easter remind us - no matter how hard things might get there is always something brighter on the horizon if we hold tight to our faith. Easter is a time to remember the biggest WHY and to learn some leadership lessons.

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Emodiversity (Emotional Diversity) and Wise Leadership

Wise Leadership and Emodiversity (Emotional Diversity)

Are you experiencing brain fog? Or, maybe it’s a combination of brain fog, with a wide range of emotions? I wouldn’t be surprised. Stress can wreak havoc on our cognition and emotions. But take heart: wise leaders benefit from emodiversity, emotional diversity.

In the May 2019 issue of the Journal of Experimental Psychology, researchers published their findings on emotions and wise reasoning. In the past, theories suggested that the downregulation of emotion may lead to better decision making. But new research finds that recognizing and balancing emotions stimulates insights, and better reasoning.

The researchers studied over 3,500 participants in five studies, testing how wisdom-related characteristics— humility, recognition of a changing world, transcendence, and value for diversity of perspective­—relate to intensity and richness of emotions in specific situations. They found that a rich and balanced emotional life can benefit wise reasoning.

How do leaders balance their emotions? First, emotional awareness is key. Knowing what you feel, and how often you experience the feeling, may be more effective than knowing why. I find self-awareness is the most important trait for a meaningful coaching experience.

A Wise Leadership Journal

If you aren’t already, keep a journal. Give yourself permission to write your thoughts and feelings for a minimum of five minutes, without any editing: no grammar, spelling, or content corrections. Allow yourself to go longer, if needed.

A journal will also allow you to track your inner crowd, which I wrote about in my last post. As Dan Ciampa wrote in Harvard Business Review, “The More Senior Your Job Title, the More You Need to Keep a Journal” (July, 2017), learning what is important and what lessons should be learned happens after the fact. It allows for more meaningful, and productive, exploration of alternative solutions. A wise leader’s journal includes thoughts, feelings, and events: what happened, and how the leader reacted.

It also allows you to note positive and negative emotions, key to creating emodiversity.

The Balance of Positive and Negative Emotions

Wise leaders understand that both positive and negative emotions work in the decision making process. Positive emotions open us; they expand our social, physical and cognitive resources. Negative emotions serve to limit our thoughts and behaviors; they help us to focus and act more decisively in times of stress or crisis. But an imbalance can sap our energy and lead to brain fog.

Research conducted by organizational psychologist Marcial Losada, PhD, along with psychologist Barbara Fredrickson, PhD, finds that a 3:1 positivity-to-negativity ratio is ideal for optimal functioning. Wise leaders track their ratio, and when needed, increase positive moments.

To reduce the impact of negative moments, practice mindfulness meditation; observe your thoughts without judgment.

If you are getting caught up in negative thinking, try these tips suggested in Fredrickson’s book, Positivity: Groundbreaking Research Reveals How to Embrace the Hidden Strength of Positive Emotions, Overcome Negativity and Thrive (Crown Archetype, 2009):

1. Recognize and counter negative thinking habits (always/never, most/least, internal/external).

2. Distract yourself from rumination.

3. Practice mindfulness (observe without judgment).

4. Limit your exposure to bad news streams.

5. Avoid gossip and sarcasm, and increase positive feedback to others.

6. Practice gratitude, and smile more.

All these actions align with God’s Word as we are encouraged to capture our thoughts and to think positive thoughts by focusing on “whatever is true, whatever is noble, whatever is right, whatever is pure, whatever is admirable- if anything is excellent or praiseworthy – think about such things.” Philippians 4:8. An additional balance against negative thinking is focusing your mind on gratitude.

Wise leadership envisions the best possible future for everyone. As Stephen S. Hall writes in Wisdom (Random House, 2010),

In an age of reason, thought will seem like wisdom’s most esteemed companion. In an age of sentiment, emotion will seem like the wisest guide. But when human survival is paramount, social practicality and science are likelier to lead us through to better times.”

What do you think? How is your emodiversity? I’d love to hear from you. You can reach me here at marc@moleadershipcoaching.com and on LinkedIn

Let’s connect. Just to encourage one another. My work focuses on Family Enterprises where the family roles and enterprise roles have created chaos. My work helps navigate towards family peace and business performance.

Let’s connect for a quick call to see if we might help one another at Marc’s Calendar

Tough Decisions - Wisdom - 6 Areas to Target

The Six Abilities of Wise Business Leaders

Finding a clear path forward through a global pandemic requires wise business leaders. Where do we turn for models?

As I wrote in my last post, wise leadership is a combination of elements, including intelligence, self-awareness, acknowledgement of personal limitations, humility, patience, and emotional resilience. The best resource for growing wise leadership is in the Book of Proverbs, God says if you ask you will receive. If you are looking for wise leadership and the ability to think and act using knowledge, experience and understanding in making good decisions look closely at the Word of God.

Even the world acknowledges the need for wisdom, according to psychologist Dr. Robert J. Sternberg, “leaders are much more likely to fail because they are unwise or unethical than because they lack knowledge of general intelligence.”

Six Abilities of Wise Business Leaders

Professors Ikujiro Nonaka and Hirotaka Takeuchi shared their research on the six abilities of wise leaders in the Harvard Business Review article, “The Big Idea: The Wise Leader.” They found that it isn’t just uncertainty that challenges leaders, rather, it’s leading people to adhere to values and ethics. As a coach, I have found this to be true. The six essential abilities are required and real and

1.       In complex situations, wise leaders quickly perceive the true nature of the reality; the underlying issues for people, things, and events taking place now, and projections for future consequences. Their explicit and tacit knowledge (honed by a love for learning), perspective (broadened by open-mindedness and their habit of asking “why?”), and creativity allows them to envision a future before jumping to decisions.

2.       Wise leaders practice moral discernment: they make decisions about what is good for the organization and society, and act on it. They strengthen their discernment with:

a.       Experience (especially facing adversity and overcoming failure)

b.      Adherence to values/ethics (self-awareness of values and ethics, which are modeled in business and organizations)

c.       Pursuit of excellence (not to be confused with perfection) 

d.      Learning (a breadth and depth of subjects, including history, philosophy, literature, and fine arts.)

3.       They enable symbiotic learning by providing opportunities to interact closely with—and between—others; wise leaders develop relationships, and the spaces to nurture them. Today, that may mean more virtual meetings and the development of new groups, teams, and networks, as well as technology skills.

4.       Wise leaders use applicable metaphors and stories to communicate their experience and understanding into tacit knowledge that all can understand. Great stories describe relationships (between people, places, times, or things). They don’t have to be long, but the right story, at the right time, can call others to take right action.

5.       They nurture wisdom in others through mentoring, apprenticeship, and distributed leadership. Mentoring focuses on learning to achieve competence, proficiency, skill, know-how and wisdom. Apprenticeship focuses on sharing experiences, contexts, and time.

6.       Wise leaders bring people together and inspire them to take action. They understand and consider differing points of view, emotions, needs, and the element of timing. Wise leaders embrace the paradoxes of life; they refrain from either/or thinking, and cultivate a both/and mindset.

All six essentials are areas to target for every leader. Understanding the impact is important but knowing the source is most important.

What do you think? Where do you see the model of wise leadership in your organization? I’d love to hear from you. You can reach me here marc@moleadershipcoaching.com and on LinkedIn

If you are committed to following Jesus and have a passion for work, I would love to connect. My work focuses on Family Enterprises where the family roles and enterprise roles often create chaos. Let’s connect for a quick call to see if we might help one another at Marc’s Calendar

Do You Understand the 5 Roles of Leadership?

Are there universally shared leadership characteristics? Experts estimate that 50 to 85 percent of leadership characteristics are found in all effective leaders. The missing variables are personal situations and internal influences (drive, ambition, etc.).

You can improve your leadership abilities by focusing on the main characteristics that define those who succeed at leading others. (Last Blog)  The Leadership Code’s five-rule framework represents 60 to 70 percent of fundamentally effective leadership. While there may be variances in strategy, vision and individual job requirements, the rules are designed as a foundation for effective leadership across all industries.

Most people are naturally predisposed to excel in one or two of the five leadership roles:

1.      Strategist

2.      Executor

3.      Talent manager

4.       Human-capital developer

5.      Personal proficiency

Some are big-picture strategists and future-oriented, while others love getting things done or engaging people for high performance.

If you’re in a more senior role, you’ll need to branch out from your predisposed areas of excellence. You’ll be required to master all of the first four roles or surround yourself with people who can fill in the gaps for you.

The last role, personal proficiency, is the foundation for improving skills in the first four roles. Personal proficiency will help you become a more rounded leader. It is the only one that cannot be delegated, although having an executive coach (Coach4ldrs.com) can help you develop more rapidly.

At the heart of leadership effectiveness is the ability to continually learn and enhance your personal effectiveness. We are called to grow into the people God has called us to be!

You are not solely defined by what you do or know. In fact, there’s a lot you don’t know about yourself because everyone has limited vision and blind spots. We err in thinking. We jump to conclusions. We have poor communication habits that could definitely improve. Personal proficiency takes time, vigilance and help from others. Again, awareness is huge. Who helps you see reality?

Who you are as a leader has everything to do with how much you can accomplish with and through other people. In The Leadership Challenge, James Kouzes and Barry Posner cite three reasons why people follow someone:

1.      Integrity

2.      Competency

3.      Forward thinking

Leaders are learners, and their classroom is everywhere. We learn from our mistakes, successes, books, coworkers, bosses, friends and life itself. Leaders are passionate about their beliefs and interests, willing to examine them at every occasion.

Leaders know what matters to them. They inspire loyalty and goodwill in others because they  act with integrity and trust. They can be bold and courageous because they know what matters most. This helps them tolerate ambiguity, uncertainty and crises.

The Leadership Code provides four summary observations:

1.      All leaders must excel at personal proficiency. Without a foundation of trust and credibility, you cannot ask others to follow you.

2.      All leaders must have one towering strength. Most successful leaders excel in at least one of the other four core roles. Most are personally predisposed to one of the four areas (i.e., their signature strength).

3.      All leaders must be at least average in their weaker leadership domains.

4.      The higher you rise in an organization, the more you need to develop excellence in the remaining domains.

How can you use this framework for leadership effectiveness to improve your abilities? And, if you're not working yet with an executive coach (www.coach4ldrs.com) review my web pages to see if it makes sense for you in your current career path to explore this option. I'd love to hear from you.

Call or text me at 714-267-2818

My email is marc@mocoach4ldrs.com

Who, What and Why of Leadership

How do these five rules for effective leadership from The Leadership Code: 5 Rules to Lead By, (Harvard Business Press, 2011) Dave Ulrich, Norm Smallwood and Kate Sweetman fit in with other leadership theories? (See my previous posts here Leaders Develop Others and here 5 Golden Rules of Leadership Leadership has evolved from the military models of centuries ago to contemporary theories of scientific management, situational leadership, servant leadership and other widely discussed styles.

The primary principles of effective leadership nonetheless remain consistent. Without effective leadership skills, no one will follow you.

Here’s a look at some traditional leadership theories, based on the key questions journalists ask to uncover a story: who, what, when, where, why and how.

1. Who is a leader? The image of a tall man in a dark suit, impeccably groomed, comes to mind. He is authoritative, with a firm handshake, warm smile and steady gaze. For a long time, leaders were sought for their physical traits: height, gender, heritage, education and speaking style. This approach proved to be based on false assumptions, but such prejudices still exist in the C-suites. Today, it’s called executive presence. The criteria have changed (somewhat), but people are still influenced by looks.

2. How do leaders act? Leadership has been defined by behavioral style. There are six distinct leadership styles, according to Daniel Goleman, Richard E. Boyatzis and Annie McKee, authors of Primal Leadership: Realizing the Power of Emotional Intelligence:

· Directive: Immediate compliance. Giving orders, or telling someone what to do.

· Visionary: Providing long-term direction and vision for employees. Inspiring action through personal and professional vision.

· Affiliative: Creating harmony among employees and between the manager and employees. Fostering a harmonious environment.

· Participative: Building commitment among employees and generating new ideas. Collaborating to achieve a goal.

· Pace-setting: Accomplishing tasks to high standards of excellence. Setting high standards that challenge the team to keep up.

· Coaching: Long-term professional development of employees. Determining how to help people address their strengths and challenges. Creating a development plan to help them achieve their potential.

In general, these styles define a leader by how he or she behaves. Do you “take charge” or “take care”? Leaders exhibit a preferred style, but the effective ones can be both soft and hard; they’re flexible in switching between managing tasks and caring about people.

3. When and where do leaders focus on the person or task? This question relates to situational leadership. The appropriate leadership style depends on understanding situational context and specifics.

4. What do leaders know and do? What are the key leadership competencies? What core body of knowledge, skills and values define successful leaders? In this leadership model, the focus is on both the situation and the business strategy.

5. Why does leadership matter? Some leadership theorists have shifted away from competencies to focus on results. Leadership is about getting the right results in the right way. Leaders need to achieve a balanced scorecard of employee, customer, investor and organizational results to provide sustainable results.

Perhaps this has reminded you of MBA courses and leadership workshops you've sat through, or business books that have claimed to have the secret to unlock leadership magic. It's tempting to buy into yet again another fad-du-jour.

But if you want to seriously improve your leadership abilities, you can't read a book and simply start to apply new skills. Leadership is more about relationships and character. That can't be developed on your own. The beginning is self-awareness. One of the most effective ways to grow your self-awareness and leadership abilities is with an executive coach.

Is now the time to take the next step in your development?

I coach leaders seeking to maximize their potential. I know coaches of excellence with the same mission. My differentiator is the intentional anchoring of Jesus in the leadership growth journey.

Click here to get on my calendar to see if MO Leadership Coaching is the right tool for you.

Leaders Develop Others and Themselves

I'm reviewing ideas in the book The Leadership Code: 5 Rules to Lead By,, (Harvard Business Press, 2011) Dave Ulrich, Norm Smallwood and Kate Sweetman.

All leaders who want to be effective should function well as a strategist (shape the future), an executor (get things done), a talent manager (bring out the best in people), and as a human capitol developer (prepare for the next generation). And, as a foundation for these roles, an effective leader must excel at their own personal proficiency (they must invest in their own learning and development in order to lead others well).

In a previous post ( 5 Golden Rules – Part 1) I reviewed

Rule 1: Shape the future and

Rule 2: Make things happen. Here are rules 3, 4, and 5.

Rule 3: Engage today’s talent. As a talent manager, you’re in charge of optimizing teams’ performance. You must answer the question, “Who goes with us on our business journey?” You need to know how to identify, build and engage talent for immediate results.

How can you bring out the best in people? Do you know which skills are required and where to find talent in your organization? How can you best develop and engage people, guaranteeing that they turn in their best efforts?

When you excel at talent management, you generate personal, professional and organizational loyalty. Talent thrives when you provide nurturing and developmental opportunities. Part of this role of talent engagement and development easily connects to a Biblical worldview that to who much is given, much is expected.     Luke 12:48

Rule 4: Build the next generation.

As a human-capital developer, you’ll need to plan for the next generation. You must answer the question, “Who stays and sustains the organization for the next generation?” Just as talent managers ensure shorter-term results through people, human-capital developers make sure the organization has the longer-term competencies and people required for future strategic success.

This rule requires you to think in terms of building a workforce plan focused on future talent, developing that talent and helping employees envision their future careers within the company. You cannot overlook the fact that the organization will outlive any single individual.

Solid mentorship prepares the next generation to lead well. God offers the path towards wisdom and discernment. Titus 2:6-8 underscores the idea of teaching younger leaders the power of self-control.

Rule 5: Invest in yourself.

Leaders must model what they want others to master. Leading others ultimately begins with yourself. You cannot expect to influence followers unless you invest time and energy on your personal proficiency, individual strengths, self-awareness, and emotional and social intelligence. Leaders have the capacity and the responsibility to grow. The Bible directs leaders to stretch themselves by growth towards wisdom and discernment. (Hebrews 5:12-14)

Resources like Meyer-Briggs, DISC, The Enneagram and Strengthfinders are self-awareness tools that offer great growth opportunities. For leaders looking to move to the next level 360 assessments are a good investment.  Finally, if you’re not working with a mentor or executive coach (www.coach4ldrs.com) you’re missing out on one of the most effective ways to build your strengths and talents.

5 Golden Rules of Leadership

I've been reading The Leadership Code: 5 Rules to Lead By, (Harvard Business Press, 2011) Dave Ulrich, Norm Smallwood and Kate Sweetman. I like this book for many reasons, but especially because the authors do a good job of synthesizing leadership theories into a concise framework. Having a framework of the five major leadership functions makes it easier to tackle the job of getting better at leading people effectively.

I have been struck over the years by the silence I am surrounded by when I ask a leader to share their job description. Most leaders do work hard to help those they lead have clarity in their work by refining job descriptions for all. However seldom do leaders create their own.

All leaders have to function well as a strategist (shape the future), an executor (get things done), a talent manager (bring out the best in people), and as a human capitol developer (prepare for the next generation). As a foundation for these roles, an effective leader must excel at their own personal proficiency (they must invest in their own learning and development in order to lead others well). Here is a summary of the authors' ideas, put in the form of five "golden" rules:

Rule 1: Shape the future. As a strategist, you must answer the question “Where are we going?” for the people you lead. You not only envision the future, but help create it. You need to figure out where the organization must go to succeed, while pragmatically testing ideas against current resources and capabilities. Work with others to figure out how to move from the present to the desired future.

How informed are you about future trends, both inside and outside your field? How much time and attention do you allocate to future planning? How will you inspire your people with vision, purpose, mission and strategies? What does the Lord teach us about understanding the future?

Rule 2: Make things happen. As executors, leaders focus on the question, “How can we ensure we’ll reach our goals?” You must translate strategy into action. You’ll need to transform plans for change into measurable results by assigning accountability, knowing which decisions to manage and which to delegate, and ensuring that teams work together effectively.

This means keeping promises to multiple stakeholders. It also means ensuring that systems are in place for others to perform with the support and resources they need. Discipline is required. What does the Lord teach us about discipline? How can you help your people create their own high-performance results? Do you know when to step in or, conversely, step back?

I'm saving Rules 3-5 for my next post, but I'd love to hear from you about these two rules. Are you a person who focuses on the future, or who tries to become more forward-thinking? How adept are you at getting things done? Both areas are certainly important to being an effective leader and both can be improved by working with an executive coach.  (www.coach4ldrs.com)

A Godly Framework for Leadership

Are leaders born or made? I could argue for both positions. In the work I do (coach4ldrs.com)  I've seen some naturally gifted leaders, and some who've simply worked hard and grown into excellence.

The real issue is that all leaders can improve. Whether you’re a seasoned executive or a high-potential team member, you can boost your performance in five crucial leadership areas. I've seen this happen. I've been working with high potential people who've made some amazing improvements through executive coaching. I see this in Jesus as our example as revealed in Luke 2:52 “and Jesus grew in wisdom and stature and in favor with God and man.

More than half a million business books deal with leadership acumen, but studying the most respected experts’ ideas reveals a consensus on the foremost functions required for effectiveness.

In The Leadership Code: 5 Rules to Lead By, (Harvard Business Press, 2011) Dave Ulrich, Norm Smallwood and Kate Sweetman have synthesized current thinking on leadership and developed a framework that blends idealism with realism. They’ve distilled leadership into five core roles, regardless of one’s industry or business environment:

1. Strategist—Leaders shape the future. (Psalm 37:23-24)

2. Executor—Leaders make things happen. (2 Corinthians 8:11)

3. Talent manager—Leaders engage today’s talent. (Matthew 5:16)

4. Human-capital developer—Leaders build the next generation. (Deuteronomy 6:9)

5. Personal proficiency—Leaders invest in their own development. (Colossians 1:9-10)

 Having a framework for the most essential leadership skills will help you avoid quick fixes and business-book fads. While the scope of leadership may seem overwhelming, these five golden rules provide much-needed focus.

Leaders must excel in many areas: innovative strategies, long-term customer relationships, quality execution, high-performing teams and accountability. They need to manage people, communicate well, engage and inspire others, exercise keen judgment and decision-making, excel at emotional and demonstrate ethical integrity. It’s easy to get lost if you pursue the wrong priorities.

With a clear and concise framework that covers the entire leadership landscape, you can concentrate on how to become more effective and determine the best ways to develop talent. The Leadership Code offers five pivotal rules that lay out how the game is played. Knowing them enables you to modify your behavior and ultimately succeed.

There's no doubt that people can grow and develop their leadership talent; I've seen it happen in the work I do as an executive coach (coach4ldrs.com).  But what's needed is focused, deliberate practice on the things that count, that really contribute to a leader being effective. These five areas pinpoint the most essential things to concentrate on.

In the next few blogs I will dig deeper into the 5 areas and then who leaders are and how they act that creates a commitment to follow. As always when I study leadership, I find secular writers presenting godly concepts that are received in the marketplace as new thinking and seldom is there a connection for most to God’s Word. That’s because people seldom look.

The reality is God designed people and leaders and offers His way as exemplified by the greatest leader of all time. The leader that changed the world, Jesus.

What do you think about these concepts? Do they encapsulate all of the areas required for a leader to be effective? I'd love to hear from you, leave a comment.

Blame or Praise? Leaders and Failure

Admittedly, some mistakes are more blameworthy than others. As a manager, how do you make it safe for people to report and admit to mistakes?

Harvard management professor Amy Edmondson delineates a “spectrum of reasons for failure” in “Strategies for Learning from Failure” (It is only $1.71 now on Amazon!!), as summarized here:

Deviance: An individual chooses to violate a prescribed process or practice.

Inattention: An individual inadvertently deviates from specifications.

Lack of Ability: An individual doesn’t have the skills, conditions or training to execute a job.

Process Inadequacy: A competent individual adheres to a prescribed, but faulty or incomplete, process.

Task Challenge: An individual faces a task too difficult to be executed reliably every time.

Process Complexity: A process composed of many elements breaks down when it encounters novel interactions.

Uncertainty: A lack of clarity about future events causes people to take seemingly reasonable actions that produce undesired results.

Hypothesis Testing: An experiment conducted to prove that an idea or a design will succeed actually fails.

Exploratory Testing: An experiment conducted to expand knowledge and investigate a possibility leads to undesired results.

Notice how this spectrum progresses from mistakes that are blameworthy to those that could be considered praiseworthy. Imagine that, recognizing mistakes as praiseworthy. Is that the type of culture you are building?

How many of the failures in your business are truly blameworthy? Compare this to how many are treated as blameworthy, and you’ll have a better understanding of why so many failures go unreported.

You cannot learn from your mistakes when the emphasis is on blaming. You cannot learn to become more resilient when your energy is tied up in assigning or avoiding blame.

Perhaps Procter & Gamble’s A. G. Lafley said it best in his Harvard Business Review interview: “I think I learned more from my failures than from my successes in all my years as a CEO. I think of my failures as a gift. Unless you view them that way, you won’t learn from failure, you won’t get better—and the company won’t get better.”

What about you? Do you learn more from failure or success? I'd love to hear from you, leave a comment.

Master of Godly Perseverance

Leaders achieve success through their talent, intelligence, flexibility and wisdom. Those who overcome the odds often point to an even more powerful trait: perseverance. Have you mastered the power of perseverance?

As I wrote in my last post, (Developing Godly Perseverance)  perseverance can be learned and mastered if you make the commitment and accept the challenge. Learning means taking one small step to become proficient in the next one. No one can change his or her character in one leap. Here are two more steps to master perseverance:

Find your purpose

Many leaders lack purpose and fail to persevere in tough times. Maybe their focus is too narrow. Are you more concerned about your own well-being or the organization as a whole? Are you a limited decision-maker or a grand vision-maker? You have the opportunity to make a significant impact on many levels and on many people. Find your purpose there.

If you can’t find a way to love your work, seek ways to love the results. There’s purpose in adding value, making improvements and growing people. By deciding to be the best at something, you can have a calling with great purpose. Fuel your perseverance with this kind of thinking.

Remember, people are the ultimate “WHY” or purpose.  Align your purpose with God’s. God points us towards saving the lost, discipling the saved and helping the most-needy. Finding a bridge into these areas gives you purpose that will not only fuel your perseverance but fuel in forever.

Be positive 

A leader with a critical or pessimistic view will never muster the determination to plow through a crisis. If you lack positivity, you probably feel a force dragging you down, without understanding why. Fortunately, this can be addressed.

Become more self-aware, and catch yourself having negative thoughts or moods. Try to determine why you have these feelings, and create positive alternatives. A seasoned leadership coach (MO Leadership) can be of great benefit. Coaching accentuates the positive and leans toward it. Focus on the ways a situation can work instead of getting mired in negatives.

Foster Perseverance in Others

The best way to help your people persevere is to model optimal behavior. Develop grit and build on it. Use your authority wisely to instill organizational toughness. Developing a culture of perseverance maximizes people’s strengths and pushes them to achieve peak performance. An authoritarian approach is unhelpful, while a coaching, encouraging manner is powerful. Grasp how your leadership style comes across, and adjust to your people’s needs.

Leaders make great strides by helping their people understand that success is an accumulation of many ordinary jobs done well. They push people out of their comfort zones, giving them challenging assignments and timely feedback. Letting staff devise solutions ultimately engages them.

Organizations become persevering machines that weather the strongest storms when leaders build relationships and foster a good work ethic.

What do you think? Have you mastered the power of perseverance? I’d love to hear from you. I can be reached here marc@mocoach4ldrs.com and on LinkedIn

The journey of thinking about perseverance has helped me in my work and my leadership. In my next series I will explore: How to Bring Out the Best in People. Hope you join me as I think through the idea.

Developing Perseverance for the Godly Leader

If you’re a leader who struggles with perseverance, you can adjust your mindset and behavior. I see this all the time in the clients I work with. (MOcoach4lrds.com) Perseverance can be learned and mastered if you make the commitment and accept the challenge. Learning means taking one small step to become proficient in the next one. No one can change his or her character in one leap so start one step at a time. The most important step is most certainly prayer. As you gain some perspective and see the gap bring that to the Lord. Areas to pray about might include: READ MORE

Harness wisdom

If you’re a seasoned leader, take stock of your experiences and draw upon what you’ve learned. Try to be more patient with long-term projects, and reject a rapid-reward mentality. Look back over your career and note what has worked and what hasn’t. Learn from past mistakes, and avoid any plans that resemble past failures.

By reflecting on past setbacks, you can see how your worst fears were probably unjustified. Likewise, future setbacks won’t be fatal, and they offer an opportunity to learn and be better prepared.

You’re better positioned to persevere when you rely on what you know to be true, rather than succumbing to feelings that throw you off course. Focus on facts substantiated by your past.

Enjoy your work

Seek work that makes use of your interests and personality traits. If you have a vivid imagination, find a position that permits you to be creative. If you love people, assume a role that allows you to foster strong relationships. If you’re analytical, take a job solving complex problems. Duties that align with your interests and values will fulfill you. These traits are God given. They are an invitation towards your best. They are the fingerprint of God you your person.

You can persevere when you love what you do. Not every aspect of your job may be gratifying, but if you enjoy your work, you’re more likely to push yourself when circumstances get tough.

Develop discipline

If you lack the discipline to stick to plans, you’ve probably encountered difficulties at work. Failing to stay the course disadvantages you and your people, who depend on you to do what’s best.

Develop contempt for complacency. Leading people is hard work. There are plenty of needs to address, even in highly effective organizations. Maintaining a well-run company takes discipline and trying to correct a struggling one takes even more. You can persevere with a disciplined approach to your duties. Keep yourself accountable, perhaps with a trusted colleague, mentor or professional coach, who holds you to your tasks, to stay on course. Don’t let yourself give up. Discipline is a character trait of a godly leader. Commit to grow in your disciplines: physical, spiritual, financial, intellectual, leadership and relational. Knowing that the most important discipline of all is the relational discipline with God. He is waiting.

What do you think? Do you struggle to persevere? How are you developing your perseverance? I’d love to hear from you.  I can be reached here marc@mocoach4ldrs.com and on LinkedIn.