Courageous Leadership Chapters 7-9

As mentioned in earlier posts, I believe Bill Hybels brings up some very good ideas. It is hard to pick out just a few points because there are so many.
Chap 7 - Discovering and Developing Your Own Leadership Style. He brought out 10 leadership styles in this chapter. Before reading the chapter I probably would have only come up with a few. If I had to choose the style or styles that I fall into, it would probably be The strategic leadership style - taking something and breaking it down into smaller pieces. Another category may be the shepherding leadership style. This type of leadership takes place over a period of time and doesn't happen quickly. At the end of the chapter he lists 4 steps to help lead and provide a high impact. Step 4 - Commit yourself both to developing your strong leadership styles and growing in your weaker leadership styles, really stuck out to me. The point of growing in your weaker areas may be the driving point. With how things are changing so quickly in society today, if you don't try to keep up, or at least be aware of the changes around you, you will find yourself on the outside looking in. Mr. Hybles made the point - No matter how strong leaders are in their particular leadership style, totally overlooking the areas in which they are weak will eventually compromise their ability to lead.

Chapter 8 - A Leader's Sixth Sense
In this chapter he discusses data sources that we use to make decisions. Knowing these sources and being aware of them will help us understand better why we make some of the decisions we do. What I believe - what are my core values and beliefs. What I know other leaders would do. This would go back to who I surround myself with - people who I allow to speak into my life, mentors, friends, etc,. Pain or probably another way to say it is past experiences. Hopefully we have learned things in the past and don't repeat the same mistakes. May we be able to see where an idea or program will lead even if it is "packaged or wrapped" a little different. The Holy Spirit. We always need to be open to the Holy Spirit's leading. At times this may seem to go against, or not line up fully with some of the earlier points just discussed. He brought out some very good questions that I need to ask myself in this area: Is there enough quietness in your life for you to hear the whispers of the Holy Spirit? Do you have the guts to carry out promptings, even though you might not understand them fully, and even though your team might question your wisdom? Are you willing to walk by faith? Will you commit yourself to allowing the Spirit to fully inform your decision-making?

Chapter 9 - The Art of Self-leadership
I thought his compass analogy was good. It reminded me of being an all around team player. So many times it is easy to just focus on those who you are responsible for. He brings up the point of the toughest leadership challenge - yourself. It is so easy to get focused on a goal or mission and overlook your own needs or areas of weakness. One thought comes to mind - you can't lead someone where you haven't been yourself. Or you may be on a journey with your team and don't have all the answers, but you at least have God's peace while going on the journey. In this chapter he goes on and lists many questions that we as leaders need to ask ourselves from time to time. Some that stuck out to me - Is my character submitted to Christ? Everytime time you compromise character you compromise leadership. In a round about way I am reminded of a former boss - he would never ask any of his workers to do anything he wouldn't do himself. Am I asking those I am a servant leader to, to do things or have expectations of them that I am not doing myself? Is my pride subdued? There probably are better ways of doing things than just my way. Am I overcoming fear? This can keep me from doing things or making changes that need to be done. Is my pace sustainable? I think that this is one question that is not asked enough. So many times we take our family and our physical bodies for granted. The topic of burnout comes into play. In the "church" community and even other areas in our life, if things get going to fast and get out of hand and lead to a mental, physical, or family breakdown, that is not good. He makes the point that we in large part are responsible for the pace at which we live our lives.

Once again, many good points mentioned in these chapters.

Courageous Leadership, Chapters 4-6

I am really enjoying this book. Hybels offers such practical information that I think most people can understand and would be able to implement. The chapter "Building a Kingdom Dream Team" is so good because he lays out a good foundation for building a strong team. Everything he says totally makes sense but on my own I probably would never think of doing this process the same way. I really liked how he said we first need to define the nature and purpose of the team. I know I've been on teams before where no one was really sure what the real goal was. Which totally correlates with our Acts 2 process - we have to all focus on the "main thing" and from there we will have unity in our body. I really liked Hybel's 3 C's of selection. I think it is right on. I think sometimes in churches someone with an incredible talent may be elevated to a position but the character is lacking. They will inevitably fail. Sometimes it takes a while to really see someone's character, which is why I appreciate our church's policy of having new people wait for a period of time before getting involved. The next chapter "The Resource Challenge" was a good one. I'm glad that someone is actually addressing finances and giving to this extent. Bill Hybels wrote in his book about how he was unapologetic about asking for resources in the early years of his ministry. People get so touchy about their money but Bill was willing to ask people who were just barely Christians about donating large amounts of money. It was really good to hear someone be so upfront about how its nearly impossible to make a church grow without financial resources. It really makes me think about what we could be doing to be generating more resources in our body. I whole-heartedly believe that our pastors and staff should be paid more. Their occupation is not easy and is not just a Monday through Friday 8 - 4 job. I believe they should be paid well. I definitely agree with Hybels that if people get excited about a vision, they are glad to give. I feel that we have a generous congregation and if we can get people excited about what our purpose is and dreams that we have for our body, I think we can draw new people in and also increase our resources.

Annette's CL Chapter 4-6 Review

Wow I can't believe I forgot to do this! My apologies... November was kind of a blur for me.  But no excuse - I simply overlooked it. So here's my review.  I love this book but it's also challenging me.

Chapter 4: Building a Kingdom Dream Team
The stories he tells at the beginning of the chapter are a bit intimidating because they sound so awesome! But I get what's he's talking about.  I praise God for the teams I work with in youth and worship.  I am SO blessed by their faithfulness to God and to the church.  We've worked through disagreements, lack of resources, being worn out...  There is truly nothing like a team of godly people to work with doing what God has given you passion to do.  It's so cool!  But it is definitely not easy to develop.  Like I said, you have to work through some hard things too.  You don't always agree and you have to find a solution anyway.  I wholeheartedly agree with the 3 Cs as well.  I know I've definitely always been concerned about Character first.  That can cause major problems - as our church has experienced in the past.  Competence can be subjective because sometimes you have to train someone to do the job.  And at times, they pick it up and go!  Other times, it becomes apparent that they're either not cut out for the job or they realize they don't want the commitment.  So competence isn't always clear at the beginning.  Chemistry is definitely important.  And the important thing to know is that you can work on that!  If it's not there naturally, you just have to make the effort to see if you can build that kind of relationship.

Chapter 5: The Resource Challenge
Ugh I don't like this topic - probably because I struggle with financial stuff in general.  It's the battle of the flesh versus the spirit I'm sure.  But in ministry, I definitely struggle to have faith in this area.  The body of Christ is NOT poor!  Our God is limitless - I know that.  But for some reason I still have a hard time believing for provision when it comes to money.  I know I have to get over it and just be obedient.  In effect, I limit God in my mind by lack of faith.  I hoped the chapter would resolve this for me.  Honestly, it didn't.  BUT there were some very practical and Biblical principles that I will refer back to.  People give to vision and vision is given by God.  I should not feel guilty about that.  God help me!!!

Chapter 6: Developing Emerging Leaders
Now we're talking!  I got excited to read this.  :)  "When are leaders at their best?"  What a great question!  I think we should discuss this together.  He's convinced that leaders should make this one of their highest priorities.  Is your radar up right now - watching for someone to mentor??  We've talked about Jesus' leadership development plan before too, which he addresses too.  The five necessary qualities he says to look for are 1) influence, 2) character, 3) people skills, 4) drive and 5) intelligence.  I have to admit that I haven't always looked for those things.  But I see the wisdom in it, and I'm definitely going to rethink that.  I've definitely considered 2 and 4 in the people I seek - and sometimes 3, but not always.  These really make sense, but I don't think it's an exact formula.  And he does suggest making up your own list.  Sometimes those qualities can be developed in a person.  I think it depends on the position you need to find a leader for.  I think an  important point to note is that we as leaders should have some kind of process in place to develop emerging leaders!  How you do it is variable...but let's do it!  :)