I just finished reading the book Rework by Jason Fried and David Heinemeier Hansson. I’ve been a raving fan of their work with 37 Signals Products like Basecamp and Highrise, which I use every day at the LAUNCH Network. Next I became a raving fan of their book which has ingenious principles for running a business or organization. I love their no-nonsense practical approach to leadership. Check out Jason’s talk at TED. This short video will challenge some of the habits your organization has developed that keep people from being productive at work.

For years I used to set a goal of reading 52 books between January 1 and December 31.  And for several years I accomplished that goal.  I still think that’s a good discipline for a young leader, but as I grew older something inside told me to slow down.  I sensed I was at a stage where I needed to focus less on information and focus more on transformation.  So I started reading fewer books. But that still wasn’t having the growth impact I was longing for.

It took a while but I finally developed a 6 Question System for reading that seemed to take me deeper into the content and impacted my thinking in a more tangible way. Today when I read a book I start by reading the table of contents and dividing it into sections.  Sometimes a section is one chapter, sometimes it’s 2 or 3 chapters.  But I define the specific chunks in the book I will apply these questions too.  I find this more helpful than applying all six questions to every single chapter.  As I read here are the six questions that force me to read that section on a deeper level.  I hope you find this as helpful as I have.

• What stood out to you the most? I don’t actually write the answer to this question.  But I answer this by using a highlighter to mark every sentence that stood out to me.  In a 10-page chapter this may be as many as 40-60 sentences that stood out as important or as key thoughts.
• What challenged your thinking the most? Now that I’ve finished reading the chapter I go back and read my highlights and put a “C” by no more than three highlights.  Next I write down in my journal (Evernote) the answer to what challenged me the most.  Narrowing it down to just three things that challenged me and writing the answer to that question makes me process the content at a whole new depth.
• What did you question or disagree with? It’s always tempting to skip over this question.  Many times we don’t pause long enough to question the content of what we just read.   So I look back over my highlights and put a “?” beside one or two things I questioned or disagreed with. Next I write in my journal what or why I disagreed.  Or if I didn’t disagree with anything I write out what questions were raised in my mind.  This forces me to look at the content from a different angle and process even deeper.
• What 3-5 action steps will you take as a result of your reading? Next I write down what I’m going to do as a result of reading the content of the chapter or section.  If you don’t put into practice the principles you learned those principles will never be translated into new behaviors.  So force yourself to find a few action steps you will take.  Remember there is no transformation without application.
• What area did my reading reveal where I need to grow? Now to really get the subject material into your soul think though an area of Personal Growth the reading revealed for you.  As I look back over my highlights I put a “-“ beside a section that reveals a needed growth area of my life.  Then I write out where and how I need to grow in that area.  So as you review your reading section ask yourself:  Did it highlight a specific area of weakness that I need to work on?  Did it reveal a poor attitude, an undeveloped skill, a bad habit, a relational roadblock that needs to be dealt with?  If we really want to change we’ll take the time to identify those specific areas of growth potential in our own life.
• What area of strength did this reading affirm about my leadership? Finally, I look for strengths that the chapter affirmed in my life or leadership.  As I read back over the highlights I put a “+” beside the section that revealed what I am good at. We become better leaders when we focus on developing our strengths. So make sure you allow the content you’re reading to affirm the positive aspects of your leadership.

So grab a good book that you think will challenge you to grow as a leader.  Buy a journal or open up your Evernote. And don’t forget, this method of reading requires greater patience but results in bigger payoff.  Hey, give it a try and let me know what you think.

I was in Fredrickberg VA recently speaking to a passionate group of leaders at Lifepoint Church. Pastor Daniel Floyd and his team have done an amazing job creating a strong culture that enables them to move their vision forward.  In this short video Pastor Daniel shares his insights for church planters on discovering and developing your organizational culture.

How are things going? Really, how are they going? Have you stopped lately to ask yourself this question? Or are you running so hard and fast that you know things aren’t going like you want, but you don’t have time to think about why. Pull over, take a break and do a Mistakes Audit.

I’m not talking about being self-critical or negative. I mean stop, take some time and think ask yourself some important questions:  What mistakes am I currently making that is hurting the progress of my organization?  Why am I making these mistakes?  What do I need to do differently?  Who can I get to help me?  What can I learn from the mistakes I’ve been making?  If you really want to benefit from this exercise make sure you put your answers in writing.

Here are four benefits I think you will discover when you do a Mistakes Audit:

• You can make some necessary adjustments that will improve your performance and results.
• You will add to your leadership wisdom. Don’t just look for what you might be doing wrong but ask the questions: Why? What do I need to change? What I am learning from my mistakes?
• You will be able to teach others from your learnings and strengthen their leadership as a result.
• Your team will gain a greater level of respect because of your authenticity, (If you share it with them!).

Don’t forget one of the best ways you can gain leadership wisdom is by learning from your mistakes.

Every organization is filled with people, but that doesn’t necessarily mean it’s filled with followers.  It’s dangerous when a leader begins to mistake attendance for commitment.  We must realize…

• Some people are in our organization because they’re compensated.
• Some people are in our organization just because they want something to keep them busy
• Some people are in our organization because ours is the closest to helping them achieve their personal agenda
• Some people are in our organization because their friends are there

But it’s not likely that everyone in our organization is a fully committed follower.  The leader who mistakes attendance for commitment grows careless in the intentional development of followership. A follower, a true follower is someone who believes in and gives their all for the cause of the organization.  They find joy in their contribution. They honor and look to the leader for the vision. They find ways to add value to the vision.  True followers will take risks, make sacrifice and become evangelists for the organization.

What can you do this week to cultivate fully committed followers in your organization?

Leaders tend to have strong personalities, strong opinions and strong convictions.  As a result we’re easily susceptible to a spirit of pride.  Solomon warns us in Proverbs 18:12 “Before his downfall a man’s heart is proud, but humility comes before honor.” I don’t know that there is anything more dangerous to our leadership influence than deeply rooted pride.

• Pride encumbers learning
• Pride blocks reconciliation
• Pride blinds wisdom
• Pride destroys authentic relationships
• Pride inhibits vulnerability
• Pride limits team innovation
• Pride injures the confidence of others around you
• Pride breeds an atmosphere of condemnation
• Pride diminishes the contribution of others
• Pride ignores the power of God
• Pride fails to ask for help
• Pride results in an ego driven organization
• Pride comes before the fall

So think about it, is there any sense of pride in your life and leadership that’s limiting God’s work through you?

If something doesn’t move for a while it usually gets stiff or stagnate.  There are times in every leaders life where we get stuck in patterns of immobility and before we know it we’re asking ourselves, “What’s wrong with me?”, “Why have I lost my passion?” OR “Is it time for me to move on to a new job?”  If you’re feeling a little stagnant, before you make any big moves, take some time to think through the following questions:

• If I could add one thing to my job description what would it be?  Why?
• If I could eliminate one thing from my job description what would it be?  Why?
• What’s the most stimulating thing I’m doing in my job right now?  What about that responsibility gives me so much energy?
• Who is actively challenging me to grow and stretch as a leader?  If the answer is no one, who can you invite to play that role in your life?
• What strengths have I been neglecting and allowing to atrophy?  What do I need to do to re-stimulate those strengths?
• What about my current routine is draining me and preventing me from dreaming and innovating new ideas?
• Have I read anything in the past 30 days that has stirred my thinking?  If the answer is nothing, who can I ask for reading suggestions?
• Do I have any goals that are inspiring me to give my all and trust God for outcomes bigger than what I’m able to do on my own?
• Are the obstacles I’m facing demotivating me or motivating me toward greater determination?

As you reflect on these questions write out your thoughts and create a growth plan that will get your blood pumping again!  The choice is yours…get moving or grow stagnant.

For leaders to accomplish exponential results we must work through others.  But many leaders live in frustration wondering why they can’t move team members toward meaningful outcomes.  In this 18 minute video, Daniel Pink shares secrets to becoming a motivational leader.  Watch at your own risk…this may just change the way you lead.

My Leader Makes Me Mad!!!