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On the heels of my previous post of what churches could learn from business, is there really anything that businesses could learn from churches?  I’ll preface it with this, churches don’t have the patent on morality but I would argue that the foundation of values rests on Faith (and studies show well over 90% of people in the US believe there is a God).  From Faith comes beliefs and expections that enter the marketplace… I’ll also leave out my personal belief (in Christ) and keep it generic as large segments of our world are still seeking Truth… so what are they?

• Your leadership matters.  As a owner, leader, or manager of people, you are positioned to make a huge impact and influence scores of people within your organization, your clients, and community.  The stakes are higher than you can imagine and go beyond a P & L statement or balance sheet.  Though you may not hear it at the water cooler, don’t be mistaken, people are watching you and may be forever influenced by your actions (and you may never know).  Lead well! “For everyone to whom much is given, of him shall much be required.” — Luke 12:48
• People matter.  They are more than a number or a task.  Every person at your organization has a story… They’re going home to a marriage in trouble, or issues of health in their families, or kids that have made awful decisions.  It’s easy to say “don’t bring your troubles at home to work” but the reality is we don’t live in buckets or compartments.  Be willing the manage the tension of the bottom line and the realities of what your employees may be dealing with in their lives.
• Life is not about money.  Yes we need to be profitable and be great managers of our financials, but in the end- what really matters?  I once heard a business leader say, “he who dies with the most toys wins…”  Uh, when you die you die and your toys ain’t coming with you.  Money isn’t the biggest motivator for your employees either… Check out here and here for a few other references about what does… one being Purpose…  I Timothy 6:10 For the love of money is a root of all kinds of evil. Some people, eager for money, have wandered from the faith and pierced themselves with many griefs.
• Create Purpose Beyond Gidgets.  So if it’s not about money, what are you creating at your business?  Why do you exist?  What corner of the world are you really changing as a team?  Are you giving your entire organization the opportunity to experience a deeper purpose beyond punching a clock and collecting a paycheck?  If the leaders of industry could take their strategic, management, marketing, communication gifts and apply them to give back to their community… our world would change.The purpose of your organization should be bigger than any individual at your business including any owner, shareholder, or executive.
• You’re not in control.  Sure, you like to make projections, have retirement plans, and “most” of the time you may feel like you’re in control of your own destiny.  That reality just isn’t so.  You don’t control the economy, the next war, your health, the next terrorist attack, or unexpected shift in consumer trends.  It’s doesn’t mean we stop planning but it’s a perspective to keep in check.  (Think of the stories of those who took their own life thinking they had it all figured out when their fortunes were lost…)  Proverbs 27:1 ” Boast not of tomorrow, for you don’t know what tomorrow will bring.”
• Be authentic.  We live in a culture where it seems true integrity is the exception and not the rule.  Who is the man or woman behind the curtain?  What are your motives?  Do you really have the best interest in mind for your clients and employees?  Luke 16:10 – “Whoever can be trusted with very little can also be trusted with much, and whoever is dishonest with very little will also be dishonest with much.”

Honestly, if I’m going to clean toilets for an organization, it’s going to be one that has a reason for existing and adds value (all things being equal…).  What would you add?

In a perfect world:

• I know the goals and purpose of my organization
• I know my role and how it fits within my organization
• Based on the organization goals, I collaborate with my team to create my initiatives
• I identify the tasks, calendar scheduling, and priorities to carry out these initiatives
• While keeping these initiatives visible to myself, I execute my objectives
• These newly completed projects are made public to key stakeholders within my organization
• I’m updated with other initiatives completed by my team
• I realign with the goals and purpose of my organization and leadership and repeat the process

In the real world

• Organizations don’t have clear goals or a concrete vision of who they are and why they exist
• People are operating without a clear job description or clear measurable objectives of how they fit in the big picture
• Their team doesn’t have defined roles either, so people really focus only on what they do
• People fill their days with tasks that keep them busy and they feel as if they are productive
• People continue to react to the day to day demands and feel like they are doing a great job because of how busy they are
• When asked what was accomplished, managers don’t understand why “nothing is getting done” and why things take so long
• Edicts come down from management, people are frustrated and hate their jobs, organizations spin their wheels, there is no growth
• People realign with what perception they need to maintain to keep their jobs, get a paycheck, and wish they had other options

No matter what character you are in the story, as leaders, we must do better. We can lead up, lead down, lead across, and lead ourselves. How are you doing?

I’ve had the opportunity to interview several strong candidates (and some weak one’s) over the past few months for various positions at our company- here are 10 qualities and actions that have stood out to me:

• Quality follow-up response: When someone takes notes during our discussions and follows the interview with a quality recap of what we talked about with a few value added nuggets for our company- it’s rare and refreshing. A follow-up “thank you note” is one thing, taking the extra time to address something we talked about… better.
• They’ve done their homework: A few people have stood out simply by answering the question, “So, what do you know about Pinnacle?” They studied our website, talked to a few clients, employees, or asked around about our reputation…
• Positively Persistent: The best ones have followed up on a regular, positive basis- many times continuing our discussion with value added articles, events of interest, attended our events, and seem to continue to learn about our company.
• A Moving Car: Mark Beeson has always said, “It’s easier to do something with a moving car than a parked car” meaning… if someone has energy, is self motivated, and action oriented- attractive. Philosophers and sages of wisdom that don’t do anything- not so much…
• Genuine Character: When I know someone has integrity, it matters. A few indicators that scare me off: “It’s all about me” attitude, bashing previous employer, a sense they’re working too hard to tell me what I want to hear, or overly complimentary.
• Demonstrated Leadership: If I feel like we can’t find the “perfect fit” of skills and/or experience, I’ll hire a leader. People that can make a decision, accept responsibility, will do the heavy lifting, and can drive initiatives. They may not have all the “technical” answers, but they’re confident and competent enough to navigate their way to effectiveness.
• Self-Assured: Those who are comfortable in their own shoes, can talk freely of who they are, who they’re not, without apology= you’re in the top half of all candidates. Don’t be desperate, directionless, or tentative.
• Lifetime Learners: The best are pressing in, reading, and have appetites for learning. While they’re seeking, it’s clear they’re filling their time with positive, building activities. It makes me think they’ll “dive in” when we hire them and will be able to learn what they don’t know…
• They Welcome Feedback: One person mentioned they have 2 or 3 strategic people in their lives to give them input on what their next steps should be, another thanked me for a few concerns addressed… we don’t have time for games, we need a team that’s real and can sharpen each other…. Defensiveness and excuses are normal. Superstars seek out editors in their life.
• They Admit What They Don’t Know: New team members are going to encounter too much “new” as it is… the last thing we need are people trying to “fake” their way through waters they’ve never navigated without asking questions. It’s OK to admit what you don’t know in an interview in my book.

We’ve got some great people and great days ahead as we build our team… What qualities would you add?

For those who happen to read this blog and are not “Christians”, people of faith, religious, or whatever else you want to tag it with… thanks for stopping by and keep seeking Truth and asking the big questions in life…

For those who consider themselves “Christ Followers”, what does it mean to live out our faith at work? Views on this range all over the map but I’ll share my filters (and to be upfront, I fail at these often but keep working to fail forward):

What it is:

• Strive to be the hardest working person in my organization to give my employer an honest day’s work
• Be “for” my co-workers- helping them in their roles when asked, serving, building-up, encouraging them, and celebrate their promotions
• Promote team, collaboration, unity, and bring positivity to the group
• Show up on time, be a good communicator, and not be the one to leave at 4:59
• Admit my mistakes and be honest with what I know and don’t know
• Focus on building real “relationships” with some of the people I work with to really get to know them, their families, their dreams
• My actions should cause people to be drawn to me, be favorable, and trustworthy
• I should be unique and model the gifts of the Spirit. If I’m not different, who cares?
• Help those who are hurting
• I can be candid and strong about roles, responsibilities, and vision
• Bring peace in times of turmoil and uncertainty (Is this not true now more than ever?)
• Ask, “What is the next right thing” inside (employees) and outside (clients) of my organization when facing decisions and areas where right and wrong may seem gray- be an example of integrity within my company
• I fear no one or no thing. I can have a backbone and not worry what others think about me when it comes down to doing the right thing for people. I do need to be effective in how to communicate this however.
• Choose love over lecture

What it isn’t:

• Being pulled into the negativity and gossip that exists in all organizations
• Telling everyone around me what their problem is, what they need to fix about themselves, and that they’re going to Hell
• Pushing them to go to church when I don’t know anything about them and have no relationship with them
• Looking for manufacturing opportunities to share my faith… (speaking of Microsoft Word, have you met the real Word?)
• Cheating clients and justifying it
• Competing unfairly with co-workers, “shading the truth” when asked about their performance for my own personal gain
• Weak, spineless, “I’m just going to take my ball and go home” mentality
• Going around people and not following proper protocol. If you have a problem, tell the right person.
• Being a virus in an organization, out-of-line with the company vision, and be a gossip (all in the name of doing the right thing)
• Trying to convert people
• Seeking martyrdom. Sidenote: I don’t understand why people seek out persecution for their Faith (wearing Jesus pins, t-shirts, I love Jesus screensavers, etc) in clearly hostile work environments. Yes it’s bold. But effective? I think not. There’s a time a place isn’t there?

People at my work generally know that I go to church and most know where, I don’t hide it but I don’t broadcast it either. If asked or if it comes up in conversation, I’m fine with sharing it. When in doubt, I default to “do” and “be”. Do the right thing consistently and be a person that people want to know what’s different about me.

If people find me approachable and want to ask me more, then maybe I’m being who I’ve been called to be. For me, this is the challenge and measure of success of living my Faith in the workplace. And if it never happens? Am I a failure for living with integrity, working hard, and trying to do the next right thing for all the people around me? I think not.

People are ALWAYS watching us, what are they seeing?

Oh…and if you love the T-shirt pictured, you can find it here…

I don’t always agree with my leadership. That goes for work, church, government, or any other organizations I’ve been a part of… I have an urge to make sure my peers around me know that I don’t “agree” with some decision being made or roll my eyes at the latest “edict” from above… but that may be dead wrong.

Most of the time, business plans, ministry methodology, or Parent-Teacher Organization (PTO) plans are not revolutionary. They’re not flashy. They’re just OK. I’m guessing most of yours are too.

However, if you apply an aligned team to mediocre plans- great things can happen. The same is true of many products. Average restaurant food with a great staff can= a great experience.

Our leaders need our support despite their mediocrity at times. Whatever we choose to be a part of, we should choose to align with its leaders so greatness may happen.

• It’s been said, “leadership teams can yell and scream at each other within the boardroom but when they come out…they should choose to align to the vision/plan regardless of their personal views”
• Sometimes, brown-nosers and “yes” men are absolutely right
• My church doesn’t need another critic, it needs me to jump in and be part of the solution
• My owners don’t need me to buck their initiatives, they need me to be a driver
• Choosing to be “aligned” is a conscious choice that is made daily to every organization you’ve chosen to be a part of
• Alignment is knowing when and how/whether to voice your ideas, concerns or disagreements
• I need to know who my “first” team is and be completely aligned with them
• My frustrations need to have a neutral, healthy outlet (or as Wayne Cordeiro would say, a lightning rod) so I don’t bring negativity to the team
• Normal is being a water cooler critic, a maximizer aligns with a vision

The day we can no longer align with our team may be the day we need to move on to a different vision, job, or church. And if you leave, leave well without leaving landmines or toxicity to those who remain. I’m assuming you had a reason to be where you’re at today… are you a supportive, aligned driver or are you the hurdle, elephant-in-the-room dissenter?

Part of maximizing our lives is maximizing the things we’ve chosen to be a part of… sometimes it’s simply choosing to align.

5K races don’t mean much if you only run 3 miles. A 14 foot free throw doesn’t score any points. In the work place, those who can be finishers stand out from the crowd and people take notice. The halls and cubicles where you work are full of people that get projects and tasks 80-90% complete. You want to stand out and be a performer? Finish.

3 Ways to be a Finisher:

• Look for an opportunity to take an initiative that has been stalling out or hanging incomplete at work. Take it, and in your mind make yourself 100% responsible. Do what it takes to get it done and done well. Want to be normal? Be cynical and roll your eyes at how the project is just another company objective that will never get done…
• In meetings and conversations, be the best note taker- pay attention and get the details of what needs to be done whether it’s your responsibility or not. Help remind people of the tasks to do, priorities at hand, and assist people by reminding then what needs to get done. Normal is people on your team missing details leaving projects incomplete, clients unhappy, and money uncollected. Fill in the cracks for your team so your team finishes strong.
• Be willing to make a decision. Everyday there are scores of emails and conversations filled with questions, hurdles, and excuses. Bring clarity and be solution oriented… take those things that are spinning and bring them to a finish line. What’s normal? Add to the confusion, be vague, ask questions that seem really smart but just keep things undone, offer more reasons why something can’t be done and how you don’t have enough information. Hide in the multitudes of 80%.

There are incomplete puzzles all around your work, embedded in your emails, and with your clients. What will you do?

Being a finisher comes with a price. You’re going against the grain and at times it exposes “the normal” in others. People on your team will get defensive and will even go behind your back. Stay the course. Just keep doing.

At the end of the day, if you’re truly “for” your team and focused on the mountain your team is trying to climb- you’ll find purpose and growth in your work and in your life.

OK… I’m a geek, but this is how I roll…

After being gone from vacation, it took me a few days to get my feet under me again and I felt overwhelmed by the volume of emails, tasks, and unknowns in my to-do list. After spinning for a few days, I decided to map out some time chunks of the most important items in that day.

I have a lot questions asked of me throughout the day, meetings, quick emails that need responses that currently are simply part of my job. However, my “task work” would start piling up and when I’m not getting enough sleep, I feel buried and very little gets done. I took a stab at my typical day, I guessed I had four hours a day for the most important tasks I had to get done and listed them in 15 min chunks:

Example:

Update Vision/Technology Plan for ARI 30 min

Project Meeting and Update to ABC Inc 15 min

Get initial notes together for Fri Conf call 30 min

Follow up on billing issues with DEF Inc. 15 min

Update and send Sr Manager Update 30 min

Work on 12-month Communication plan 45 min

Review Proposal for Billy Bob Hot Dogs 15 min

Update Vision/Tech plan for Badabing 30 min

Update Help Desk next steps and goals 30 min

Throughout the day I crossed these off as the emails and conversations would take place as time clipped away… Over the last four days, I averaged just over 3 hours of real task time per day actually completed, my email total went down 40%, and I feel more on top on my duties than ever over the past few months… Measuring what I actually do helps me plan for what I actually want to get done…

What works for you?

In my company, we have two partners/owners, three Senior Division Managers, a Sales Manager, four admin, three sales people, a customer service manager, 36 consultants, and me… an Operations/Project Manager. I’m somewhere muddled with the Senior Managers/Sales Manager in a “loose” management team (working on that) and find myself working to lead down, lead across, and lead up everyday…

Yesterday I invited everyone to a local restaurant to celebrate my one year anniversary at the new job… To have a party? No. Because I love hanging out with big groups of people and socializing? No. My goal was simply to get to know my team, let them know in any way that I could that they matter, they contribute, to get to know more about them, their families, and to have some “real” conversations…. it was a great night.

I got home. The life was sucked out of me. I was grumpy to my wife. I just wanted to go to bed. I am not energized by people.

It made me think about leading from the middle… what if we decided one day to “flip the switch” and simply turn off our leadership responsibility? After all…. it’s hard. What would that look like?

• I could close my office door most of the time
• I wouldn’t have to be around people or talk to them near as much
• I wouldn’t look for opportunities to take on more responsibility
• I could look for someone else to blame
• I wouldn’t have to work to find ways to encourage people
• I wouldn’t have to coach people in their roles and how to communicate with their team
• I could simply focus on me, making sure I keep my job, do as little as possible, and let someone else worry about the things broke in the company… after all, it’s not in my job description!

Who would notice? What impact would that have on the organization?

If you flipped the switch on your leadership where you’re at…. would it be missed?

Leading from the middle often goes unrecognized. It’s not easy. It’s the harder path.

However, when we choose to lead and engage:

• We build trust, overlap, and relationships with those around us
• We will have more opportunities to have “real” conversations
• Something will be “different” about us that people will be drawn to.. (it’s not normal)
• We are honoring God by modeling Christ in the workplace
• We make it about others and not ourselves

And if we look over our shoulders….there just may be some people taking notice… I want to lead well. How about you? Are you in the middle?

Our leaders can be frustrating as expressed well in comments from Michael Gray from an earlier post “Hey Leader Have You Landed“. Have you ever been or are you currently stuck in the middle of wanting to add value to your team or organization and leader that is changing his/her vision, your role, not practicing what they preach, unavailable, doesn’t seem to be listening, is out-of-touch with his/her team, or seems to be a moving target? Ugh.

Here are five things I think our leaders need from us:

• They need to be able to trust us. Do we “have their back” when others are talking about them? Are you “for” your leader and want what’s best for them? Have you told them privately you’re “for” them?
• Be a champion for the vision. Do you advocate the vision publicly? Are you working hard to be aligned to the vision ahead of you? Have you clarified what the vision is with your leader and understand it?
• Fill in the gaps. Carrying out any plan will have flaws, holes, and surprises. Are you pointing at the cracks or filling the cracks?
• Lead yourself well. Are we knocking our role out of the park? Are you distracted with busyness or getting the key objectives completed?
• Respect their time. When you meet with your leader, are you prepared and pithy? Are you helping carry their load to free their time or adding to the load and putting more on their schedule?

What would you add to this list?

Our leaders are flawed, but if we do these things well, eventually we will have opportunities to “lead up” and in some cases even help shape the vision of our organizations.

But what if that doesn’t happen? What if you remain frustrated? If you find yourself complaining at the water cooler, trashing the direction of the company, or crossing your arms thinking “that’s not my responsibility”…. it may be time for you to move on… We all have bad days but we’re not called to be a cancer in our organizations.

For a great next step, I’d recommend The 360 Degree Leader by John Maxwell- it has many great insights in leading up, across, and down.

One favorite quote from the book: “If you do what you can, with what you have, where you are, then God won’t leave you where you are, and He will increase what you have.”