incarnational leadership

I first penned this blog in December of 2009.  On this day before Chritmas Eve, it still speaks to me about the WHY of the season and the HOW of leadership.  May your Chritmas be blessed with the knowlege that Christ came to save...JOY TO THE WORLD!

My favorite version of the Christmas story is simple, and yet complete..."The Word became flesh and dwelt among us, full of grace and truth" (John 1:14). While I can still recite Luke 2:1-20 from memory, and the Matthew account of the wise men holds mystery for me, it seems that John 1:14 is so deep and theological, that I am able to contemplate it over and over and never grow weary. Perhaps that is because it is a verse that not only describes the essence of my Christian faith but also describes what I believe to be a grand leadership style. Let's explore...

1. leaders are real people - we so often place people in leadership positions on pedestals, believing they can do no wrong and will, with the right words or the wave of the hand, lead us to the promised land. Leaders, like every other human being, are merely "flesh." They have no special powers...they are not omnipresent...they are not omniscient...and they have emotions just like everyone else. Once everyone understands this (including the leader them self), it becomes much easier to lead - and to follow.
2. leaders need to hang out with people - I have heard from several people over the past few weeks how they have observed leaders being aloof and isolating themselves from others. How stupid is that? If people in leadership positions are to lead (read: influencing others toward a common goal), then they have to a)be listening to others; and b)be talking to others. There is no other way around it. Leaders have to "dwell" among those they lead, not merely stop in and say hello every now and then. That's the beauty of the verse - Jesus didn't come down from heaven, wave a magic wand, and make everything OK - he "hung out" with those whom he loved, namely people.
3. leaders have to love people - to be full of grace assumes that one loves others, in a compassionate and non-judgmental way. This is hard work, because human nature always wants to assume the worst. It can be especially hard for people in leadership positions since they worked hard to get where they are - and then consequently assume that everyone should work just as hard as them. It's easy to be judgmental - it's hard to love unconditionally. Imagine an organization where grace abounds...here's a hint: it begins with the leader.
4. leaders identify and name reality - truth is all around us...it can be seen, it can be heard, and it can be felt. And yet, people in leadership positions refuse to call it out, especially if it is bad news. For many people, being a person of grace means not holding others accountable...and yet, the two can, and should, go hand-in-hand. When I truly love someone for whom they are, I want what is best for them (AND, when I truly love my organization and its mission, I want what is best for it and its future). Why would I NOT hold both the individual and the organization accountable, naming the truth and helping them change and be better?

As I get ready to celebrate Christmas, I am awed that my God came down to this earth and hung out - as God and man - to give us a picture of what "grace and truth" looks like when it manifests itself among people. Jesus Christ came as a baby - a REAL baby - and grew to be a man who walked among REAL people - and then, in order to save me from my sin, died a REAL death - and culminated his victory over death with a REAL resurrection. For that I give thanks, knowing that through faith in him as my Lord and Savior, I have the HOPE of eternal life - and that makes all the difference in the world.

no such thing as bad leadership

I was contemplating the idea the other day that there is no such thing as bad leadership, and then I began to think of people I knew who were bad leaders, including those whom no one followed, accomplished little, and left a carnage of bodies behind them.  As these two thoughts swirled in my brain, I realized that I might be right...that there are people in leadership positions who, when performing poorly, are simply not leading.  I am not sure what one might call what they are doing, but I would not call it leadership.  Here is why:

• my definition of leadership includes words such as stewardship, shared vision, and common good.  If these behaviors or outcomes do not exist, there is no leadership.
• with apologies to John Maxwell, leadership IS more than influence.  There must be an element of leaving the world and its people in a better place over time when one is leading.
• leadership, when lived out in all of its dimensions, is good.  The actions of leadership show care for others, help people toward a shard vision that impacts the common good, and stewards the power that is inherent in a leadership role.  Anything less is no longer leadership.
• there are levels of leadership through which one will progress, i.e. they will get better at leading.  Making a mistake in a leadership role is not the same as not leading, and followers should be looking for signs that differentiate between someone learning to lead and those who can't, don't, or won't lead.
• those who serve in leadership roles but are not practicing leadership will more often than not be unable to understand or notice this differentiation.  It will be the responsibility of others to note the lack of leadership and put into a place a plan to remove that person and put in place one who can practice leadership.  A word of warning here - where there is no leadership (and remember that those who lead badly are providing no leadership) someone or something will fill the void.  Beware the individual or group who seek to fill that void to meet their own needs.

One final thought...those who choose leaders for their groups, organizations, or institutions may be afraid to put the wrong person in place.  The paradox is that there should be great fear AND there is a need to take a chance on people.  Remember that people can learn leadership and fill that role very effectively.  The challenge is finding the person who is self aware enough to know that there is no such thing as bad leadership and that leadership, which is inherently a good thing, is a journey of learning and growth that takes place over time.

the process of making decisions

“The leader facilitates a decision making process by which those involved feel good about the decision making process”

This thought came to me as I was driving to Concordia's service of commencement this past Saturday (who knows from where these ideas originate).  It struck me that when a group of people are brought together for a decision to be made, there will be times (probably more often than not) when some of the group members disagree with the decision...perhaps even disagree violently.  The leader's role is not to get everyone to agree...the leader's role is to facilitate a decision making process by which those involved feel good about the decision making process.  That's not always easy, and it may take more art than skill.  Here are a few thoughts on how one might be able to make this happen on a more regular basis:

• before the process begins, be sure that the right people are in the room...it is probably better to err on the side of too many people around the table rather than missing someone who needs to be there
• articulate the problem very clearly so people know exactly what the issue is on which they are deciding...clarity around problem solving saves time and keeps the group focused
• ask good questions...before entering the room, be sure that the right questions have been articulated and that the leader does not have pre-conceived answers they already want to hear
• be sure everyone has a chance to speak...bring out everyone's ideas, especially those who tend to be more quiet
• do not let a certain voice or opinion dominate...when people are passionate about something, they want to speak to it (and often believe that if they speak loud and long enough they will get their way)
• ask clarifying questions...be sure that you and the others around the table understand what is being said and WHY certain ideas are being stated.
• have a common understanding about who is making the decision and how that decision will be made...is it the leader's decision; the decision of another person in the group; is it through a vote or consensus?
• do not leave the room until everyone understands what decision has been made (or when it will be made)...again, getting clarity around this helps to send the same message forward
• follow up with major dissenters and influential voices...very few people need to get their way all the time AND most people want to know that they were heard.  Those who get a little more attention from the leader after the decision has been made are more apt to be supportive as the decision is rolled out
• enter into the conversation with the attitude that you as a leader do not always have the right answer to the issue at hand...being humble throughout the decision making process will go a long way toward helping others feel good about the decision making process.

Leaders who understand and practice this concept can help to build a strong constructive culture where people are free to speak up, teams work collaboratively, and team members feel good about the decision making process - whether they agree with the decision or not.

creating your own rain delay

It was one month ago today that "divine intervention" sent a rain storm to Cleveland, Ohio right around midnight to give the Chicago Cubs 18 minutes to regroup, refocus, and regain their mojo as a team of destiny.  The 30 minutes prior to the rain delay saw yet another Cubs' Collapse, and those of us who had watched this all before had that sinking feeling.  The momentum had shifted to the Indians and we were doomed to say yet again, "Wait 'til next year."  But alas, the Gods intervened, sent rain which created an 18-minute delay and,thanks to the wisdom and leadership of Jason Heyward, the Cubs came back on the field ready to play and (drum roll please) won the game to become World Series Champions.

Most leaders do not get to experience such a divine intervention and need to create their own "rain delays" so that their teams, their organizations, their families, or even they are able to regroup, refocus and regain their mojo in the midst of a crisis.  So how might leaders do that?  Here are a few thoughts:

• take time out to remember the positive things that have been happening in the midst of tough time...they are there, but are often not in the current focus of the group
• send people home for the day - or at least out to a long lunch...trying to solve the problem in the midst of the daily swirl might not be the right answer at the time
• call in a consultant who can look at things differently than everyone else is...having an outside set of eyes may make the problem or crisis seem not as bad as first thought
• laugh...there is almost always some humor to be found.  And if it can be found, take the time to talk about it and laugh until you cry.
• have a pep talk with the team...following the move of Jason Heyward, do not let people go off by themselves and sulk...call them together, remember the good things you have accomplished, reiterate the issue at hand, and then get back to work
• time your decisions well...when everything else is falling down around you, the timing of the next decision or change is critical.  Just as in trying to hit a baseball, the paradox exists of timing is everything and swinging away. 
• sleep on that idea...most tough situations do not need to be solved immediately.  Make sure you and others in the organization can have some flexibility built into the decision making process

Creating one's own rain delay can seem counter intuitive...leaders are taught and expected to act quickly (and are often rewarded for that type of action).  Consider what your internal voice is telling you about creating a rain delay and whether or not you will be able to make the decision when called upon.  If not, who else can you ask on your team to be the umpire who, despite what any one manager or player wants, makes the call on the next rain delay for your team or organization.

leadership through a theological lens

As I was talking with a group of people from the Emerging Leadership Academy at HHSC this past week, the discussion came up of how one's view of God shapes one's leadership.  As I have thought more about that over the week, it has struck me how true this might be.  Here are a few examples of how one's view of God might impact leadership understanding and behavior:

• there is no god...this view puts humans at the very center of the universe, a place that leaders might find themselves more vulnerable than they should be
• there might be a god, but it is of no importance to me...similar to above, hubris is the downfall of many who find themselves in a leadership position
• there is a god, but he/she has very little to do with my life...leaders are in positions of power and authority (often a god-like position); a theological view of a god who is not important could put a leader at a disadvantage if they see their role in that same way
• god is a judgmental figure who punishes those who are bad and rewards those who are good...leaders can sometimes see their role in this same light and begin to base their actions toward others in a similar way
• god is a nice person who looks over people and protects them from troubles and hardships...leaders can end up in a similar role, always rescuing others from making mistakes or not holding them accountable
• god is someone I can call upon when I am in trouble...followers might see leaders like this and, if leaders accept that role, will find themselves fixing problems rather than moving the organization toward the future
• god is both king and shepherd, one who rules the world with might and cares for people through love and mercy...this paradoxical view of god might provide leaders with a balance in their lives - or could lead toward dualistic behavior and actions

This list is not exhaustive by any means...nor is it meant to pigeonhole one's belief system with their style of leadership.  It is a reminder for all those in leadership roles that the better they understand themselves and their relationship with a greater being or entity, the more conscious they will become of how their style of leadership impacts others. I am a firm believer that everyone has a theological view of the world, and when leaders take the time to think through their view they begin to better understand themselves and be better leaders of others.

how to lead when more than half of your followers don't like you

Awkward blog title...awkward presidential campaign.  No matter who would have won this year's presidential election, they would have faced less than a majority of the voters choosing them as their next leader.  What a strange feeling - whether voted on or put in place by a board of directors (or an electoral college) - to take charge when so many of those who work with and for you are against you from the start.  What's a leader to do?  Here are a few thoughts:

• don't be deluded...knowing that you are starting your role in this position is important toward understanding the job ahead
• know who your supporters are...they will be your cheerleaders when others are actively working against you
• know who your enemies are...most of those who don't want you are not your enemies - they just liked someone else better.  But know who your true enemies are so you can navigate the territory ahead
• start by listening...and not just to your supporters.  Listen broadly and deeply to understand what people want and need
• build coalitions...bringing people of differing opinions together will show everyone that you are a leader of and for the entire group
• act quickly...do something to show that despite having less than a majority mandate you are a person of action.  People appreciate a leader who gets things done
• accept your vocation...no matter how you might have been chosen for a leadership position, you are now the person to whom people look to be their leader.  LEAD...because that is your new responsibility

I will pray for the new president of the United States...I will pray for those he chooses to work with and for him...I will pray for the future of the people whom he leads...and I will pray for justice and mercy to be hallmarks of the presidency and the country, just as I have always done.

backs up against the wall leadership

Pinch me!  The Chicago Cubs are World Series Champions for the first time since 1908.  For over 57 years I have been waiting for this moment, and when it arrived it felt so surreal...and perhaps is just now sinking in.  Even as I watched game 7 for a second time last night, I was still stressed watching the multiple times the team had their backs up against the wall, ready to once more become the lovable losers.  Only this year WAS different...this was not the same Cubs team with whom I grew up.  All three series had that moment when I wondered if it was over...and then they came back to win and move on.  Down 3 games to 1 in the World Series, the chances were slim - only five other teams had done that in all of baseball history.  They had their backs up against the wall...and prevailed.  All hail The Cubs...all hail Theo Epstein...all hail Ernie Banks...all hail Chicago!

Leaders often find their backs up against the wall, having to lead through a crisis that must be faced for the good of the organization.  In those times decisions have to be made that can make or break the leader and her team.  Based on what I watched over the past month, here is a list of items for leaders to consider when their back is up against the wall:

• never give up...it sounds cliche, but I watched a Cubs team that never gave up.  Multiple times they came back from a seeming loss to win the game.  Down 3 games to 1, with all the odds against them, they never gave up,  Even at the very end, after blowing a lead in what seemed to be game that was theirs to win, they kept playing as they had all season...and eventually won the championship.
• support those who got you there...many of the players who were all-stars during the season seemed to have lost their touch early in the playoffs.  Just as the experts were calling for them to be benched, Joe Maddon stuck with his best players and they delivered.  Showing confidence in your best people, even when their work is less than stellar for awhile, can pay big dividends in the end.
• look for unlikely heroes...names like Contreras, Almora Jr, and Montero may never make it into the Hall fo Fame, yet they were key to the Cubs success over the course of the playoffs.  Given the right oportunity at the right time, people can rise to the occasion and do spectacular things...all they might need is a chance.
• let others lead...when a rain delay was called after nine innings in game 7, Jason Heyward called the team together for "the talk" that changed momentum.  Manager Joe Maddon never saw this as as threat to his leadership; instead, he had created the culture where all could particpate in making the team better.
• take a wild-hair chance...after being out for the entire season due to injury, Kyle Schwarber announced he was ready to play for the World Series.  Rather than laughing him off, the Cubs took a close look, invested in his return, and he became one foof the many heroes of the Series.  No way should he have played...and yet there he was, contributing to the end.  Risky decisions can be one's best decisions.
• celebrate the end...when one's back is up against the wall, it does not stay there forever.  There is an end in sight, and no matter the outcome, it is time to celebrate the hard work that went into the process of making hard decisions.  As I watched the Cubs' players hug one another and rejoice, I too hugged those around me, popped open the bottle of champagne, and shed a few tears.  This was the moment I had been waiting for for 57 years, and it felt all that much better because the team's backs had been up against the wall.

If you are a fan of the Chicago Cubs (or of baseball in general), take the time to thank the gods for removing the curse of the goat...and for all of you who read this blog regularly (or not), take a moment to watch this video and celebrate with the author on this historic occasion.