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Archives For Leadership Development

Do members of your team need to sharpen their vision casting skills?  Use the following module to engage in a dynamic discussion and watch development happen right in front of your eyes.


  1. Give 2-4 members of your team a copy of this training module.  (Don’t ask more than 4 people.  The more people you include the less impact it will have on them individually.)
  2. Ask them to do each of the assignments before you meet back together as a group.
  3. When you meet together your role is to simply ask the questions provided and help them debrief what they are learning.  Use your experience to speak into their learning but only after you’ve drawn out their thoughts and learnings first.  During the discussion stay focused by continually referring back to the competency you’re trying to help them develop:  Communicate vision in way that it sticks with and is passed on by others

Competency:  Communicate vision in way that it sticks with and is passed on by others

Assignment #1

Read Passage 
Matthew 28:16-20

Then the eleven disciples went to Galilee, to the mountain where Jesus had told them to go. 17 When they saw him, they worshiped him; but some doubted. 18 Then Jesus came to them and said, “All authority in heaven and on earth has been given to me. 19 Therefore go and make disciples of all nations, baptizing them in the name of the Father and of the Son and of the Holy Spirit, 20 and teaching them to obey everything I have commanded you. And surely I am with you always, to the very end of the age.”

  • What is significant about the timing and location of Jesus meeting with the eleven disciples?
  • In three short sentences, Jesus gave what has become known as the Great Commission. What is the significance of each of these sentences?
  • Which of the sentences would’ve meant the most to you if you were one of the disciples standing there with Jesus at that time? Why?

Assignment #2

Listen to Andy Stanley Leadership Podcast (CLICK HERE TO LISTEN)

Answer the following questions:

  • How would you grade yourself as a vision caster?  A-B-C-D or F?  Why?
  • What impressed you about Frank’s initial actions as new CEO of Home Depot?
  • How would it change the way you lead if you inverted the leadership pyramid of your organization or department?  Write out specific ways.
  • In what ways is your vision complex, non-portable and difficult to repeat?  What do you need to do to make it Simple, Portable and Repeatable?
  • Frank told several stories throughout the podcast, which one stood out to you the most?  Why?  What leadership principle did you take away from that story?  (Write out 2-3 specific principles)
  • Write down specific ways you are setting, living and celebrating the vision of your organization or department?

Assignment #3

Share a story with your team members that illustrates your vision.  Share it in a way that is simple, portable and repeatable.

  • What story did you share with your team?  Why did you share that particular story?
  • What outcome do you hope this story will have in their beliefs and behaviors?
  • What was their response?

Assignment #4

Work in a position you normally don’t serve in with your organization and write down observations of your experience.

  • What did I experience?
  • How did it impact my perspective on the overall vision?
  • How did it impact my perspective on those serving in that role?
  • What ideas did it generate for me?
  • How did others respond to seeing me serving in that role?

I hope you find this module helpful.  After you use it with your team let me know how it went.

I’ve noticed that great senior leaders typically are tenacious readers. I’ve also observed that those who do a great job developing leaders are typically taking one or more of their leaders through a book. In fact, I would go so far as to say if you’re not developing your team to be readers then you’re probably not developing them as leaders.

If I were bringing on a new staff member who had little leadership experience, there are five books I would spend the first six to eight months taking them through. Over the years, I’ve taken several people through these books and they always have a great impact.

One Minute Manager, by Ken Blanchard

Why this book?  Blanchard boils leadership down to three simple disciplines: One-minute goal setting, One-minute praising, One-minute reprimands. In fact anytime I hire someone new this is the first book I give them. If you practice what Blanchard suggests it will align your expectations with those you lead. As you’ve probably heard me say before, “If you don’t have shared expectations, you’ll have shared frustrations.”

How long will it take?  About 3 sessions (one session per discipline). Continue Reading…

Have you ever asked yourself: “How can I get more out of my leaders?” You’re passionate about your organization so it stands to reason you would want to “get more out of” your people.

So you cast a lofty vision to “get more out of” them. You set BHAG’s (Big Hairy Audacious Goals) to “get more out of” them. You establish incentives to “get more out of” them. Some even use fear, guilt or intimidation to “get more out of” them. But while you may see a short-term spike in productivity you’ll see virtually no increase in loyalty, passion or development of your leaders.

Let’s stop and put the shoe on the other foot for a minute. How would you feel if someone was always trying to “get more out of you?” I would feel used, manipulated, or like a cog in the machine.

What if we took a different approach? Instead of trying to “get more out of”, what if we focused on “putting more into” our leaders?

Putting more into our leaders will require that we not just be PASSIONATE about our ORGANIZATION, we must be PASSIONATE about our PEOPLE.

When you’re passionate about your people you ask questions like: What are your gifts? What are your strengths? What are areas you want to grow? What ideas do you have? What is your passion? What are your dreams? What are your values? What excites you most about our mission?

Once you discover what’s already IN your leaders, then you’ll know how you can BELIEVE in, INVEST in and PUT more in them to help them maximize who God created them to be. And when you maximize what is in them you’ll enjoy the overflow of what comes from them.

Great leadership is more about what you can “put into” your leaders rather than what you can “get out of” your leaders.

What are some ways you’re investing in your leaders?