Bono

When I first heard Bono speak at the 2006 Leadership Summit, I was blown away. His intensity, passion, conviction was ... surprising and inspiring. I took notes and put them in my daughters baby book. I want her to incorporate his words as life lessons. And from a rock star. Who'd have thought?


This is what I wrote in 'E's' baby book in August 2006:


"One of the speakers was Bono, the lead singer of the Band U2 and Time Magazine's 2005 Person of the Year. He was a taped interview conducted by Bill Hybels, Senior Pastor of Willow Creek Community Church. I was so impressed by Bono that I took some notes to share with you [E]."

• Always reserve the right to be ridiculous.
• He finds Christians difficult - very judgmental and only looking at surface issues.
• He likes to be in the middle of conflict - he actually said "in the middle of a conflict is a great place to be. It allows duality. I see his point here and agree with the concept - be able to see all sides / perspectives. But, be prepared. Sometimes you have to chose a side.
• Celebrity is currency.
• Great ideas have the same power as a great melody.
• The church is historically behind the curve.
• Love thy neighbor - who is our neighbor?
• Stop asking God to bless the things you are doing. Find what God is doing. It's already blessed.
• It's not a burden, a duty. It's an opportunity, an adventure.

So here it is 2009 and Bono was back at the Leadership Summit to report on what he was seeing in the fight to end extreme poverty. Again, this was a taped interview conducted by Bill Hybels.

• Only love can leave such a mark.
• Love thy neighbor" is a command, not advice.
• Intuition is greater than intellect.
• There's always resistance on the ongoing journey of equality.
• If you lead anything do something.

For more information on the fight to end extreme poverty and the One Campaign, go to www.One.org.


Here's to learning and growing. J

Hiring, Firing and Board Meltdowns

The second session of the Leadership Summit (08/06/09) was a different take on hirings, firings and board meltdowns. A three +/- minute drama was done showing a hiring for a key position within the organization, a firing, and board that completely breaks down. Obviously, there were things during each of the dramas that were not the "best" way to approach the depicted scenario. After the drama, a panel of experts - Bill Hybels, Carly Fiorina, Dr. Henry Cloud, Patrick Lencioni, and Dr. David Ireland - all discussed the good [not much], the bad [a lot], and the ugly of the drama depiction.

In all of this, it's important to understand that the leader's role is to honor people. The people you work with and lead, the people who may come into the organization, the people who will leave the organization. Jack Welch was quoted as saying "the kindest form of management is the truth."

Hiring. Scenes were shown of a person reviewing a resume, talking to someone on the phone about the candidate, and then the face-to-face meeting and subsequent offer. Some of the gems I got out of the session included:

• Your candidate must fit in with your culture. That means you have to first understand your culture.
• You must be clear on why you are hiring and what you want to achieve.
• Hiring out of desperation is a big NO-NO and rarely [if ever] works out!
• Identify [in advance] 2-3 behavioral traits you most want to see in your candidate.
• Spend time with the candidate out of the interview environment.
• Ask the same questions [worded differently] three times.
• Ask questions about their answers to your questions.

Questions to ask them include:

• What would other people say about you?
• What are ways that are challenging in dealing with you?

In a best case scenario, your organization would have such a strong [and defineable] culture, people could self select themselves into the organization - or out of it.

Firing. The video showed the steps that led up to a person being fired, obviously badly. The gems were:

• A firing should NEVER be a surprise. Don't let the firing/layoff be the first conversation.
• Regular feedback is imperative.
• Very few people like to have [or be on the receiving end of] hard conversations. Have a process in place for having dialog along the way.
• Retrain first or re-position. Look for a different fit.
• Clarity and care is key for down sizing.

Board Meltdown. A board meltdown can be avoided during the board creation process. Creating a board of directors [fyi 15-20 board members is unmanageable] should be a strategic and planned endeavor.

• Board members must have influence, affluence and skill sets that are needed by the board and the organization.
• Board members must have limited terms.
• Time and energy should be put into defining what is needed and the ideal mix of styles, talents, etc. for a board.
• A board is a team and as such should figure out how to work together as a team.
• They must trust each other, be vulnerable and open to each other.
• As a board, they must have a culture, a philosophy, and direction on how to behave.

Here's to learning and growing. J

The Second Day - continued

The third thing Bill Hybels and his team are learning from these tough economic times is Relationally.

Habakkuk 3:2 says "... I stand in awe of your deeds, O Lord. Renew them in our day, in our time make them known; ..." We read and hear about the amazing things God has done in the past. But, what about now? What about in our time? According to Bill, God's great work comes through his people who are fully devoted to Him. Questions to ask include:

• Are we attracting fully devoted people?
• Are we growing them?
• Are we feeding [training] and mentoring them?

What if you are not a church? What if you are a business organization? Are your people devoted to the work your organization does? Are you growing them? Feeding [training] them? Mentoring them? Here's an exercise for you and your team:

• How many key seats are there in the organization?
• What percentage of those key seats are filled with the right [devoted] people?
• What is our plan to get and/or grow the right people?
• Are we developing backup people for each key seat?

Personal. Romans 8:6 says "The mind of sinful man is death, but the mind controlled by the Spirit is life and peace." Many of us are at our best when we are rested, surrounded by talented and motivated people and doing work we love. We are at peace. But, what happens when that's not the case - when we're not at peace? As a leader, it is imperative to know yourself and monitor your "tank". Drops in your reserves require self leadership. Yes, that's right you have to lead yourself. Be diligent about figuring out what fills your bucket and do what it takes. And here's a thought - maybe you need to spend more time with God.

If you are interested in learning more about Bill Hybels or his presentation on 'Leading in a New Reality', check out Summit Next Steps [catchy title] and scroll down to 'Speaker Links and More.'

Here's to learning and growing! J

The Second Day ...

Though the title is slightly misleading, the first day of the WCA Leadership Summit (08/06/09) was nothing short of amazing! Bill Hybels, Senior Pastor of Willow Creek Community Church kicked the summit off with Leading in a New Reality. Romans 12:6 says "We have different gifts ..." Romans 12:8 "... if it is leadership, let him govern diligently; ..." The very toughest economic times, like a rogue wave [like we are in now], forces all of us to investigate and use new ways, new creativity, new leadership. God has given all of us the gifts we have "for such a time as this." Bill went on to describe four things that he and his team are learning.

Philisophical. Be the church, no matter what. Love one another, help one another. If you are hurting/struggling, seek help. If you are not hurting or have opportunities to reach out, step it up - step up your serving, sowing, etc. For everyone, use these times to stretch intellectually.

Kingdom Economics. Cash is king [really, Christ is King, but you get the idea]. You must have healthy cash reserves [which buys time]. Saving is key. Have six months in reserve. For many of us, nothing new here. But, while you're saving, pay attention to the costs.

Part of remaining relevant in challenging economic times is to stay laser focused on what it is you are "tasked" with doing. One way to do this [with your team as a group exercise] is to group activities, tasks, expenditures, etc. into three categories: A - you will NEVER stop doing; B - if revenues drop 50%, it has to go; and C - if revenues drop 75%, it has to go. Do this exercise periodically to make sure you stay on track.

For those who utilize volunteers in getting things done, here's another exercise. Break your expenditures down into five categories: Staff/benefits, donations (give it away), ministry budgets, overhead/facilities, and "whims" of the spirit - those things you just get a sense about. Most of us don't have a "whims" of the spirit budget. You may not even have a "give it away" budget. What this will force you to do is look for opportunities to identify, equip, and mobilize volunteers in your organization.

But 'what if' your organization [business] doesn't have the option of volunteers? How could you incorporate these two ideas into your organization. Staying laser focused is a skill we all can use and improve on. What about trimming the budget and creating room for donations and/or "whims" of the spirit. What would that look like for your organization? Just some thoughts.

Stay tuned for the final two take aways for Leading in a New Reality.

Here's to learning and growing. J