Thursday, July 29, 2010
Wednesday, July 28, 2010
GODLY LEADER MOMENT (Do not Worry)
DO NOT WORRY Therefore I tell you, do not worry about your life, what you will eat or drink; or about your body, what you will wear. Who of you by worrying can add a single hour to his life?... O ye of little faith?... Your Heavenly Father knows what you need. Seek first His kingdom & righteousness and all these things will be given to you. Therefore do not worry about tomorrow MATTHEW 6:25-34
NOT WORRYING is a tough concept for all of us, no matter who you are! Leaders have to (and must) deal with this personally as well as for those they lead! In these challenging times with so much hopelessness, bad economy, people/friends losing jobs, organization struggling, oil spilling, disasters here and there, people being laid off, who or what is next? Will it be you, a loved one or some of those you lead? It is nearly a daily occurrence to hear from someone close in our lives who has been impacted; I heard from a good friend and executive just this morning that is now out of a job. Its everywhere, and were not supposed to worry?!? Indeed, this is one of the tougher biblical principles we are supposed to follow YIKES, no that is a DOUBLE YIKES.
As leaders we are really needed by those we lead. As much as we may want to focus & dwell on our own worries, stresses, etc .your folks need you & your leadership! A few points to share as I have been pondering this much lately:
Let them know you also have concerns personally as well as your concern for them. Be human and dont be afraid of letting them see it. When we let others IN, we build trust & strong relationships. Some believe this shows weakness as a leader .that is just wrong. The relationships in our lives makes these times much more palatable “ especially when one of those relationships is YOU, their boss! When we all get through these times (and we will unless we do not and things turn around - this trusting relationship you built WITH THEM will pay huge dividends.
Working relationships between co-workers can become very strained as individuals withdrawal, lack concentration, and/or lash out at others. Do not avoid it or try to pretend its not there. It is real and everyone feels it. Why not get it out for all to know and realize we are all dealing with it and we (the leader and the rest of the team) are there for each other. It needs to be be dealt with, exposed and curtailed before it gets out of hand. Although we can never be sure of our security (of our jobs) and those that we lead, we need to reassure our people as much as possible; & with the truth as we know it!
You may be thinking that you are not there to be a counselor, therapist or psychologist! I for one, totally disagree. REAL leaders are absolutely conscious and realize that their job is indeed all of these and more. It may not be in your job description, but trust me, the ones you lead know what they need from you; and again its all of those and more .
Gods best, BOOKER
NOT WORRYING is a tough concept for all of us, no matter who you are! Leaders have to (and must) deal with this personally as well as for those they lead! In these challenging times with so much hopelessness, bad economy, people/friends losing jobs, organization struggling, oil spilling, disasters here and there, people being laid off, who or what is next? Will it be you, a loved one or some of those you lead? It is nearly a daily occurrence to hear from someone close in our lives who has been impacted; I heard from a good friend and executive just this morning that is now out of a job. Its everywhere, and were not supposed to worry?!? Indeed, this is one of the tougher biblical principles we are supposed to follow YIKES, no that is a DOUBLE YIKES.
As leaders we are really needed by those we lead. As much as we may want to focus & dwell on our own worries, stresses, etc .your folks need you & your leadership! A few points to share as I have been pondering this much lately:
Let them know you also have concerns personally as well as your concern for them. Be human and dont be afraid of letting them see it. When we let others IN, we build trust & strong relationships. Some believe this shows weakness as a leader .that is just wrong. The relationships in our lives makes these times much more palatable “ especially when one of those relationships is YOU, their boss! When we all get through these times (and we will unless we do not and things turn around - this trusting relationship you built WITH THEM will pay huge dividends.
Working relationships between co-workers can become very strained as individuals withdrawal, lack concentration, and/or lash out at others. Do not avoid it or try to pretend its not there. It is real and everyone feels it. Why not get it out for all to know and realize we are all dealing with it and we (the leader and the rest of the team) are there for each other. It needs to be be dealt with, exposed and curtailed before it gets out of hand. Although we can never be sure of our security (of our jobs) and those that we lead, we need to reassure our people as much as possible; & with the truth as we know it!
You may be thinking that you are not there to be a counselor, therapist or psychologist! I for one, totally disagree. REAL leaders are absolutely conscious and realize that their job is indeed all of these and more. It may not be in your job description, but trust me, the ones you lead know what they need from you; and again its all of those and more .
Gods best, BOOKER
Tuesday, July 20, 2010
Monday, July 19, 2010
…When they saw Jesus having dinners with tax collectors and ‘sinners’, they asked his disciples “Why does your teacher eat with tax collectors & ‘sinners’?†On hearing this, Jesus said, “It is not the healthy who need a doctor, but the sick. But go & learn what this means….For I have not come to call the righteous, but sinners and the sinners.." MATTHEW 9:11-13
There are so many messages within these scriptures for leaders, but allow me to focus on one I relate to and use in discussions with leaders. An assumption from my first book:
[ Both leaders and followers in the workplace and society have become accepting and numb to ineffective leadership. Most of us have accepted how non-productive, unenthusiastic, and ineffective we and those around us really are! We accept this insanity as just the way it is and has to be (poor relationships between individuals and departments, conflicts and bottlenecks, poor attitudes, bad apples and bad management). ]
The point I make here is regarding this ‘bad apples’ thought. There is this conscious or subconscious thinking on the part of many in leadership roles, that there just will always be those bad apples on any team. These bad apples might be viewed as the two or three folks on every team that have issues,… cause trouble,… they challenge YOU,,… don’t seem to be team-players,… the ones always in conflict,… or some other shortage of abilities and/or skills.
In looking back at the scripture, Jesus speaks of His role to teach or serve those who need leadership, healing or teaching! The righteous and/or healthy ones, those other members of your team are not who need your leadership - it’s the bad apples. Leaders tend to take credit for the ones who are healthy/play well on the team and use the ‘bad apple’ language to avoid their (the leader’s) job, their LEADERSHIP CHALLENGE!?!
As leaders, we likely have a high percentage of folks who are just fine with or without your leadership. Your responsibility and role on the team (if you are to be an effective leader vs just another manager maintaining status quo) is to teach, lead, grow, mentor and develop those sick ones…the bad apples. Managers & organizations often just view ‘bad apples’ as if they are unsalvageable and the only solution is to just get rid of them. While there is undoubtedly a small % that deserve this and need to be tossed out; the vast majority of those bad apples (in my humble opinion) can be led to become healthy productive team players.
Are you up for your LEADERSHIP CHALLENGE? Are you willing to have ‘dinners’ with the sick (the bad apples); teach and make them well? Jesus knew his purpose,…… do you, do we, and does organizational leadership?
God’s best to you and yours this day, BOOKER
There are so many messages within these scriptures for leaders, but allow me to focus on one I relate to and use in discussions with leaders. An assumption from my first book:
[ Both leaders and followers in the workplace and society have become accepting and numb to ineffective leadership. Most of us have accepted how non-productive, unenthusiastic, and ineffective we and those around us really are! We accept this insanity as just the way it is and has to be (poor relationships between individuals and departments, conflicts and bottlenecks, poor attitudes, bad apples and bad management). ]
The point I make here is regarding this ‘bad apples’ thought. There is this conscious or subconscious thinking on the part of many in leadership roles, that there just will always be those bad apples on any team. These bad apples might be viewed as the two or three folks on every team that have issues,… cause trouble,… they challenge YOU,,… don’t seem to be team-players,… the ones always in conflict,… or some other shortage of abilities and/or skills.
In looking back at the scripture, Jesus speaks of His role to teach or serve those who need leadership, healing or teaching! The righteous and/or healthy ones, those other members of your team are not who need your leadership - it’s the bad apples. Leaders tend to take credit for the ones who are healthy/play well on the team and use the ‘bad apple’ language to avoid their (the leader’s) job, their LEADERSHIP CHALLENGE!?!
As leaders, we likely have a high percentage of folks who are just fine with or without your leadership. Your responsibility and role on the team (if you are to be an effective leader vs just another manager maintaining status quo) is to teach, lead, grow, mentor and develop those sick ones…the bad apples. Managers & organizations often just view ‘bad apples’ as if they are unsalvageable and the only solution is to just get rid of them. While there is undoubtedly a small % that deserve this and need to be tossed out; the vast majority of those bad apples (in my humble opinion) can be led to become healthy productive team players.
Are you up for your LEADERSHIP CHALLENGE? Are you willing to have ‘dinners’ with the sick (the bad apples); teach and make them well? Jesus knew his purpose,…… do you, do we, and does organizational leadership?
God’s best to you and yours this day, BOOKER
A GODLY Leadership Moment
…When they saw Jesus having dinners with tax collectors and ‘sinners’, they asked his disciples “Why does your teacher eat with tax collectors & ‘sinners’?†On hearing this, Jesus said, “It is not the healthy who need a doctor, but the sick. But go & learn what this means….For I have not come to call the righteous, but sinners..." MATTHEW 9:11-13
There are so many messages within these scriptures for leaders, but allow me to focus on one I relate to and use in discussions with leaders. An assumption from my first book:
[ Both leaders and followers in the workplace and society have become accepting and numb to ineffective leadership. Most of us have accepted how non-productive, unenthusiastic, and ineffective we and those around us really are! We accept this insanity as just the way it is and has to be (poor relationships between individuals and departments, conflicts and bottlenecks, poor attitudes, bad apples and bad management). ]
The point I make here is regarding this ‘bad apples’ thought. There is this conscious or subconscious thinking on the part of many in leadership roles, that there just will always be those bad apples on any team. These bad apples might be viewed as the two or three folks on every team that have issues,… cause trouble,… they challenge YOU,,… don’t seem to be team-players,… the ones always in conflict,… or some other shortage of abilities and/or skills.
In looking back at the scripture, Jesus speaks of His role to teach or serve those who need leadership, healing or teaching! The righteous and/or healthy ones, those other members of your team are not who need your leadership - it’s the bad apples. Leaders tend to take credit for the ones who are healthy/play well on the team and use the ‘bad apple’ language to avoid their (the leader’s) job, their LEADERSHIP CHALLENGE!?!
As leaders, we likely have a high percentage of folks who are just fine with or without your leadership. Your responsibility and role on the team (if you are to be an effective leader vs just another manager maintaining status quo) is to teach, lead, grow, mentor and develop those sick ones…the bad apples. Managers & organizations often just view ‘bad apples’ as if they are not salvageable and the only solution is to just get rid of them. While there is undoubtedly a small % that deserve this and need to be tossed out; the vast majority of those bad apples (in my humble opinion) can be led to become healthy productive team players.
Are you up for your LEADERSHIP CHALLENGE? Are you willing to have ‘dinners’ with the sick (the bad apples); teach and make them well? Jesus knew his purpose,…… do you, do we, and does organizational leadership?
God’s best to you and yours this day, BOOKER
There are so many messages within these scriptures for leaders, but allow me to focus on one I relate to and use in discussions with leaders. An assumption from my first book:
[ Both leaders and followers in the workplace and society have become accepting and numb to ineffective leadership. Most of us have accepted how non-productive, unenthusiastic, and ineffective we and those around us really are! We accept this insanity as just the way it is and has to be (poor relationships between individuals and departments, conflicts and bottlenecks, poor attitudes, bad apples and bad management). ]
The point I make here is regarding this ‘bad apples’ thought. There is this conscious or subconscious thinking on the part of many in leadership roles, that there just will always be those bad apples on any team. These bad apples might be viewed as the two or three folks on every team that have issues,… cause trouble,… they challenge YOU,,… don’t seem to be team-players,… the ones always in conflict,… or some other shortage of abilities and/or skills.
In looking back at the scripture, Jesus speaks of His role to teach or serve those who need leadership, healing or teaching! The righteous and/or healthy ones, those other members of your team are not who need your leadership - it’s the bad apples. Leaders tend to take credit for the ones who are healthy/play well on the team and use the ‘bad apple’ language to avoid their (the leader’s) job, their LEADERSHIP CHALLENGE!?!
As leaders, we likely have a high percentage of folks who are just fine with or without your leadership. Your responsibility and role on the team (if you are to be an effective leader vs just another manager maintaining status quo) is to teach, lead, grow, mentor and develop those sick ones…the bad apples. Managers & organizations often just view ‘bad apples’ as if they are not salvageable and the only solution is to just get rid of them. While there is undoubtedly a small % that deserve this and need to be tossed out; the vast majority of those bad apples (in my humble opinion) can be led to become healthy productive team players.
Are you up for your LEADERSHIP CHALLENGE? Are you willing to have ‘dinners’ with the sick (the bad apples); teach and make them well? Jesus knew his purpose,…… do you, do we, and does organizational leadership?
God’s best to you and yours this day, BOOKER
Wednesday, July 14, 2010
HR JOB, Higginsville, MO
Saw on Craigslist, this HR JOB NOTICE (don't know anything further..
Human Resources Director
Date: 2010-07-13, 10:08AM
Working in accordance w/ the established mission, policies, and procedures. The HR Director is responsible for planning, coordinating, and administering the personnel activities for the community. Includes screening, interviewing, and training all exempt and non-exempt employees.
Location: Higginsville, MO
Compensation: negotiable
Principals only. Recruiters, please don't contact this job poster.
Please, no phone calls about this job!
Human Resources Director
Date: 2010-07-13, 10:08AM
Working in accordance w/ the established mission, policies, and procedures. The HR Director is responsible for planning, coordinating, and administering the personnel activities for the community. Includes screening, interviewing, and training all exempt and non-exempt employees.
Location: Higginsville, MO
Compensation: negotiable
Principals only. Recruiters, please don't contact this job poster.
Please, no phone calls about this job!
Blog title...
Working on TRANSPORTATION NEEDS for Lafayette and surrounding counties/KC area (as National HOPE Association Exec Director). This is regarding the Elderly, Disabled, Health related, Disadvantaged, Previous Offenders,.....and lots of others!
Would LOVE to hear from YOU if you have anything to share, an idea, a need, some money/car to donate, or any other interest you may have. Please do not hesitate if so...
Additionally if you have a need/passion or purpose and need a Nonprofit organization to work with, call us!!!
Meeting tomorrow/Thursday, July 15 in Independence, MO...call me if you are interested in joining us!
BOOKER, 913.232.0244 / nationalhopeassociation@gmail.com
www.nationalhopeassociation.org
Would LOVE to hear from YOU if you have anything to share, an idea, a need, some money/car to donate, or any other interest you may have. Please do not hesitate if so...
Additionally if you have a need/passion or purpose and need a Nonprofit organization to work with, call us!!!
Meeting tomorrow/Thursday, July 15 in Independence, MO...call me if you are interested in joining us!
BOOKER, 913.232.0244 / nationalhopeassociation@gmail.com
www.nationalhopeassociation.org
Thursday, July 8, 2010
CONFLICT with a Golf twist..
Leadership Linkage#1, ‘a series of articles connecting Golf & Leadership’
Think about individual and organizational conflict. People will be in conflict, accept it, it is a fact… the only need actually is that there are people ‘functioning together’. The issue may be anything, from implementing a new process at work, to how someone talks or acts, differences in views about life, habits/behaviors……and well, maybe even where we should place a wastebasket in an office!
Why is conflict so natural and inevitable. Some partial reasoning is that we work with people that we did not (or would not) possibly have chosen – if it had been our choice. Unlike other situations, (like church, school and/or some other social setting where we get to choose those that we want to be with), at work it is rarely our decision. In those other situations, we can walk away at any time; it is not the same in the work environment. Therefore, you must get along with others or face conflict….or leave, which rarely seems to be a good option ?!?
Ok , so you think “yeah all that makes sense, but how does it apply on the golf course?†Well thanks for asking.
Consider this scenario: Four people, (let’s call them Bob, Susan, Alex and Jackie) decide to go play golf for whatever the reason, maybe they know each other well, maybe not. Without any team/relationship-development or consciousness of conflict dynamics, they just take off on the first hole, assuming WE will just work/play well together naturally. How difficult can playing a golf be in the context of conflict? Let’s just provide some of the many dynamics that may occur now as these four begin to ‘play’ in these serene and beautiful surroundings!!!
• On every shot, Alex takes forever to actually swing at the ball, after all kinds of setting up, fidgeting, practice swings, adjusting whatever, staring at the ball……!
• Bob, being the office gabber, doesn’t really know etiquette here or in the workplace, so he just continues to talk as Susan sets up and swings…!
• Jackie grabs her cell phone which of course rings right as Alex is in his backswing…
• Bob doesn’t count his stroke, the one that was behind the bush, and boldly declares he got a 5 on that hole. Alex being one that plays exactly by the rules (in play, life and work) is extremely aggravated about this kind of math…!
• Susan loves to drive the cart as fast as she can and come to screeching halts by the ball when found, which drives Jackie crazy, who wants things slow and enjoyable…!
• Susan also washes her ball after every hole, and Bob who typically plays the whole round with a ball becoming increasingly soiled…!
• Jackie always jumps up to hit first, even though it is not her turn…!
• Bob walks across the line of Susan’s (and anyone elses) put on the green…!
• Alex just picks up his last putt, even though he is 4 ft away and all know he could easily miss that ‘gimme’ putt…!
• Bob has a cooler of drinks/snacks and trashes the cart,…of course Alex is a neat freak…!
Oh yes, conflict is extremely natural and inevitable. Relationships, communication and conflict resolution are interpersonal-understandings that many of us do not practice so well. We just go back home, to the office, etcccccccccc and tell someone else. >>>>>> Golf and the Workplace, hummm<<<<<
God's best to you, BOOKER
Think about individual and organizational conflict. People will be in conflict, accept it, it is a fact… the only need actually is that there are people ‘functioning together’. The issue may be anything, from implementing a new process at work, to how someone talks or acts, differences in views about life, habits/behaviors……and well, maybe even where we should place a wastebasket in an office!
Why is conflict so natural and inevitable. Some partial reasoning is that we work with people that we did not (or would not) possibly have chosen – if it had been our choice. Unlike other situations, (like church, school and/or some other social setting where we get to choose those that we want to be with), at work it is rarely our decision. In those other situations, we can walk away at any time; it is not the same in the work environment. Therefore, you must get along with others or face conflict….or leave, which rarely seems to be a good option ?!?
Ok , so you think “yeah all that makes sense, but how does it apply on the golf course?†Well thanks for asking.
Consider this scenario: Four people, (let’s call them Bob, Susan, Alex and Jackie) decide to go play golf for whatever the reason, maybe they know each other well, maybe not. Without any team/relationship-development or consciousness of conflict dynamics, they just take off on the first hole, assuming WE will just work/play well together naturally. How difficult can playing a golf be in the context of conflict? Let’s just provide some of the many dynamics that may occur now as these four begin to ‘play’ in these serene and beautiful surroundings!!!
• On every shot, Alex takes forever to actually swing at the ball, after all kinds of setting up, fidgeting, practice swings, adjusting whatever, staring at the ball……!
• Bob, being the office gabber, doesn’t really know etiquette here or in the workplace, so he just continues to talk as Susan sets up and swings…!
• Jackie grabs her cell phone which of course rings right as Alex is in his backswing…
• Bob doesn’t count his stroke, the one that was behind the bush, and boldly declares he got a 5 on that hole. Alex being one that plays exactly by the rules (in play, life and work) is extremely aggravated about this kind of math…!
• Susan loves to drive the cart as fast as she can and come to screeching halts by the ball when found, which drives Jackie crazy, who wants things slow and enjoyable…!
• Susan also washes her ball after every hole, and Bob who typically plays the whole round with a ball becoming increasingly soiled…!
• Jackie always jumps up to hit first, even though it is not her turn…!
• Bob walks across the line of Susan’s (and anyone elses) put on the green…!
• Alex just picks up his last putt, even though he is 4 ft away and all know he could easily miss that ‘gimme’ putt…!
• Bob has a cooler of drinks/snacks and trashes the cart,…of course Alex is a neat freak…!
Oh yes, conflict is extremely natural and inevitable. Relationships, communication and conflict resolution are interpersonal-understandings that many of us do not practice so well. We just go back home, to the office, etcccccccccc and tell someone else. >>>>>> Golf and the Workplace, hummm<<<<<
God's best to you, BOOKER
Monday, July 5, 2010
To PEACE in your life..
Some thoughts to share below….but first a quick reminder that the National HOPE Association Meet/Greet is tomorrow night, 5-7pm...please stop by if possible. Here are a couple of links for the details if you haven't received an invite (or lost it)!!!
LINKED IN: http://ping.fm/qqSqI
FACEBOOK: http://ping.fm/V8L9I
****************************************
Some thoughts on this World of OURS - I am not sure if these were prompted by Church yesterday, the 4th of July/Patriotism thing, my Teaching, my Hometown challenges, the National HOPE Association purpose I am focused on, etc…but these random thoughts hit me listening to the Pastor yesterday>
• What an AWESOME world we have…
• So much PAIN/SUFFERING happening….
• BEAUTY can be found in abundance…
• Everyone doesn’t have our FREEDOMs...
• LOVE & RELATIONSHIPS make it good...
• Around us we find HATRED/EVIL staring at us…
• So much is NEEDED by so many…
• GREAT PEOPLE are all around us…
• PAIN, SADNESS & BAD stuff can happen to all sorts of folks…
It just struck me how much of EVERYTHING there is and how we can get focused on one or the other and then SURPRISE, the other extreme hits us or someone nearby. So keep your eyes open – IF things are good, stay conscious of the bad you might help someone with (AND) if you are suffering in some way, realize there is much good to be thankful for all around…!?!
I have no idea where this needs to go, I just wanted to share and hope it helps. For me, I just find the PEACE with all that is going on in our Savior, Jesus. Praying and seeking His Wisdom works for me; too much for us to try to tackle, process, try to fix on our own. I just try to put it in His hands. I hope this finds you HAPPY, in PEACE, not NEEDING too much and HELPING someone today!
Doug Booker, Leadership Teacher/Exec Dir of National HOPE Association
913.232.0244
LINKED IN: http://ping.fm/qqSqI
FACEBOOK: http://ping.fm/V8L9I
****************************************
Some thoughts on this World of OURS - I am not sure if these were prompted by Church yesterday, the 4th of July/Patriotism thing, my Teaching, my Hometown challenges, the National HOPE Association purpose I am focused on, etc…but these random thoughts hit me listening to the Pastor yesterday>
• What an AWESOME world we have…
• So much PAIN/SUFFERING happening….
• BEAUTY can be found in abundance…
• Everyone doesn’t have our FREEDOMs...
• LOVE & RELATIONSHIPS make it good...
• Around us we find HATRED/EVIL staring at us…
• So much is NEEDED by so many…
• GREAT PEOPLE are all around us…
• PAIN, SADNESS & BAD stuff can happen to all sorts of folks…
It just struck me how much of EVERYTHING there is and how we can get focused on one or the other and then SURPRISE, the other extreme hits us or someone nearby. So keep your eyes open – IF things are good, stay conscious of the bad you might help someone with (AND) if you are suffering in some way, realize there is much good to be thankful for all around…!?!
I have no idea where this needs to go, I just wanted to share and hope it helps. For me, I just find the PEACE with all that is going on in our Savior, Jesus. Praying and seeking His Wisdom works for me; too much for us to try to tackle, process, try to fix on our own. I just try to put it in His hands. I hope this finds you HAPPY, in PEACE, not NEEDING too much and HELPING someone today!
Doug Booker, Leadership Teacher/Exec Dir of National HOPE Association
913.232.0244
Wednesday, June 30, 2010
MUST READ, WORTH YOUR TIME, trust me
( No clue who to give credit to...great friend sent to me):
Five lessons about the way we treat people.
1 - First Important Lesson - Cleaning Lady.
During my second month of college, our professor
gave us a pop quiz. I was a conscientious student
and had breezed through the questions until I read
the last one:
"What is the first name of the woman who cleans the school?"
Surely this was some kind of joke. I had seen the
cleaning woman several times.. She was tall,
dark-haired and in her 50's, but how would I know her name?
I handed in my paper, leaving the last question
blank.. Just before class ended, one student asked if
The last question would count toward our quiz grade.
"Absolutely, " said the professor. "In your
careers, you will meet many people. All are significant... They deserve your attention and care, even if all you do is smile and say "hello."
I've never forgotten that lesson. I also learned her name was Dorothy.
2. - Second Important Lesson - Pickup in the Rain
One night, at 11:30 p.m., an older African American
woman was standing on the side of an Alabama highway trying to endure a lashing rain storm. Her car had broken down and she desperately needed a ride.
Soaking wet, she decided to flag down the next car.
A young white man stopped to help her, generally
unheard of in those conflict-filled 1960's. The man
took her to safety, helped her get assistance and
put her into a taxicab. She seemed to be in a big hurry, but wrote down his address and thanked him. Seven days went by and a knock came on the man's door. To his surprise, agiant console color TV was delivered to his home A special note was attached. It read:
"Thank you so much for assisting me on the highway the other night. The rain drenched not only my clothes, but also my spirits. Then you came along..
because of you, I was able to make it to my dying
husband's' bedside just before he passed away... God bless you for helping me and unselfishly serving
others."
Sincerely, Mrs. Nat King Cole.
3 - Third Important Lesson - Always remember those
Who serve.
In the days when an ice cream sundae cost much less, a 10-year-old boy entered a hotel coffee shop and sat at a table. A waitress put a glass of water in
front of him. "How much is an ice cream sundae?" he asked.
"Fifty cents," replied the waitress. the little boy pulled his hand out of his pocket andstudied the coins in it.
"Well, how much is a plain dish of ice cream?" he inquired.
By now more people were waiting for a table and the
waitress was growing impatient.
"Thirty-five cents," she brusquely replied.
The little boy again counted his coins.
"I'll have the plain ice cream," he said
The waitress brought the ice cream, put the bill on
the table and walked away The boy finished the ice
cream, paid the cashier and left.. When the waitress
came back, she began to cry as she wiped down the table. There, placed neatly beside the empty dish, were two nickels and five pennies..
You see, he couldn't have the sundae, because he had to have enough left to leave her a tip.
4 - Fourth Important Lesson. - The obstacle in Our Path.
In ancient times, a King had a boulder placed on a
roadway... Then he hid himself and watched to see if anyone would remove the huge rock. Some of th
King's' wealthiest merchants and courtiers came by
and simply walked around it. Many loudly blamed the King for not keeping the roads clear, but none did anything about getting the stone out of the way.
Then a peasant came along carrying a load of
vegetables. Upon approaching the boulder, the
peasant laid down his burden and tried to move the
stone to the side of the road. After much pushing
and straining, he finally succeeded. After the
peasant picked up his load of vegetables, he noticed
a purse lying in the road where the boulder had
been. The purse contained many gold coins and a note
from the King indicating that the gold was for the
person who removed the boulder from the roadway.
The peasant learned what many of us never understand!
Every obstacle presents an opportunity to improve
our condition.
5 - Fifth Important Lesson - Giving When it Counts....
Many years ago, when I worked as a volunteer at a
hospital, I got to know a little girl named Liz who
was suffering from a rare & serious disease. Her only
chance of recovery appeared to be a blood
transfusion from her 5-year old brother, who had
miraculously survived the same disease and had
developed the antibodies needed to combat the
illness. The doctor explained the situation to her
little brother, and asked the little boy if he would
be willing to give his blood to his sister.
I saw him hesitate for only a moment before taking a
deep breath and saying, "Yes I'll do it if it will save
her." As the transfusion progressed, he lay in bed
next to his sister and smiled, as we all did, seeing
the color returning to her cheek. Then his face
grew pale and his smile faded.
He looked up at the doctor and asked with a
trembling voice, "Will I start to die right away".
Being young, the little boy had misunderstood the
doctor; he thought he was going to have to give his
sister all of his blood in order to save her.
NOW GO HAVE A GREAT DAY, and MAKE SOMEONE SMILE…that’s from me, BOOKER
Five lessons about the way we treat people.
1 - First Important Lesson - Cleaning Lady.
During my second month of college, our professor
gave us a pop quiz. I was a conscientious student
and had breezed through the questions until I read
the last one:
"What is the first name of the woman who cleans the school?"
Surely this was some kind of joke. I had seen the
cleaning woman several times.. She was tall,
dark-haired and in her 50's, but how would I know her name?
I handed in my paper, leaving the last question
blank.. Just before class ended, one student asked if
The last question would count toward our quiz grade.
"Absolutely, " said the professor. "In your
careers, you will meet many people. All are significant... They deserve your attention and care, even if all you do is smile and say "hello."
I've never forgotten that lesson. I also learned her name was Dorothy.
2. - Second Important Lesson - Pickup in the Rain
One night, at 11:30 p.m., an older African American
woman was standing on the side of an Alabama highway trying to endure a lashing rain storm. Her car had broken down and she desperately needed a ride.
Soaking wet, she decided to flag down the next car.
A young white man stopped to help her, generally
unheard of in those conflict-filled 1960's. The man
took her to safety, helped her get assistance and
put her into a taxicab. She seemed to be in a big hurry, but wrote down his address and thanked him. Seven days went by and a knock came on the man's door. To his surprise, agiant console color TV was delivered to his home A special note was attached. It read:
"Thank you so much for assisting me on the highway the other night. The rain drenched not only my clothes, but also my spirits. Then you came along..
because of you, I was able to make it to my dying
husband's' bedside just before he passed away... God bless you for helping me and unselfishly serving
others."
Sincerely, Mrs. Nat King Cole.
3 - Third Important Lesson - Always remember those
Who serve.
In the days when an ice cream sundae cost much less, a 10-year-old boy entered a hotel coffee shop and sat at a table. A waitress put a glass of water in
front of him. "How much is an ice cream sundae?" he asked.
"Fifty cents," replied the waitress. the little boy pulled his hand out of his pocket andstudied the coins in it.
"Well, how much is a plain dish of ice cream?" he inquired.
By now more people were waiting for a table and the
waitress was growing impatient.
"Thirty-five cents," she brusquely replied.
The little boy again counted his coins.
"I'll have the plain ice cream," he said
The waitress brought the ice cream, put the bill on
the table and walked away The boy finished the ice
cream, paid the cashier and left.. When the waitress
came back, she began to cry as she wiped down the table. There, placed neatly beside the empty dish, were two nickels and five pennies..
You see, he couldn't have the sundae, because he had to have enough left to leave her a tip.
4 - Fourth Important Lesson. - The obstacle in Our Path.
In ancient times, a King had a boulder placed on a
roadway... Then he hid himself and watched to see if anyone would remove the huge rock. Some of th
King's' wealthiest merchants and courtiers came by
and simply walked around it. Many loudly blamed the King for not keeping the roads clear, but none did anything about getting the stone out of the way.
Then a peasant came along carrying a load of
vegetables. Upon approaching the boulder, the
peasant laid down his burden and tried to move the
stone to the side of the road. After much pushing
and straining, he finally succeeded. After the
peasant picked up his load of vegetables, he noticed
a purse lying in the road where the boulder had
been. The purse contained many gold coins and a note
from the King indicating that the gold was for the
person who removed the boulder from the roadway.
The peasant learned what many of us never understand!
Every obstacle presents an opportunity to improve
our condition.
5 - Fifth Important Lesson - Giving When it Counts....
Many years ago, when I worked as a volunteer at a
hospital, I got to know a little girl named Liz who
was suffering from a rare & serious disease. Her only
chance of recovery appeared to be a blood
transfusion from her 5-year old brother, who had
miraculously survived the same disease and had
developed the antibodies needed to combat the
illness. The doctor explained the situation to her
little brother, and asked the little boy if he would
be willing to give his blood to his sister.
I saw him hesitate for only a moment before taking a
deep breath and saying, "Yes I'll do it if it will save
her." As the transfusion progressed, he lay in bed
next to his sister and smiled, as we all did, seeing
the color returning to her cheek. Then his face
grew pale and his smile faded.
He looked up at the doctor and asked with a
trembling voice, "Will I start to die right away".
Being young, the little boy had misunderstood the
doctor; he thought he was going to have to give his
sister all of his blood in order to save her.
NOW GO HAVE A GREAT DAY, and MAKE SOMEONE SMILE…that’s from me, BOOKER
Friday, June 25, 2010
Thursday, June 24, 2010
Come out to our first networking event in Kansas City. Raffle, information, meet the team, door prizes, refreshment, fun....July 6/5-7pm
The National HOPE Association (NHA) is a nonprofit organization with people focused on finding ways to help people...one family at a time; locally, regionally and even nationally!
We are just getting started and would like to connect with people for lots of reasons:
* Finding support
* Potential employment
* Developing partnerships and affiliations
* Financial support
* Cars for our donated cars program
* Ideas and thoughts you might have regarding people/organizations/situations needing our help
* Your help as a potential board member
* To help us 'help people'
Our primary focus at the moment is in the area of providing transportation to people, organizations and rural areas in need. Transportation touches everyone, and there are people all around us being challenged just to get to work, as well as many other reasons (health issues, food, education, elderly, etc).
links to invites for the networking event:
http://ping.fm/z0DAT
http://ping.fm/VLV6O
DOUG BOOKER, Exec Director 913.232.0244
The National HOPE Association (NHA) is a nonprofit organization with people focused on finding ways to help people...one family at a time; locally, regionally and even nationally!
We are just getting started and would like to connect with people for lots of reasons:
* Finding support
* Potential employment
* Developing partnerships and affiliations
* Financial support
* Cars for our donated cars program
* Ideas and thoughts you might have regarding people/organizations/situations needing our help
* Your help as a potential board member
* To help us 'help people'
Our primary focus at the moment is in the area of providing transportation to people, organizations and rural areas in need. Transportation touches everyone, and there are people all around us being challenged just to get to work, as well as many other reasons (health issues, food, education, elderly, etc).
links to invites for the networking event:
http://ping.fm/z0DAT
http://ping.fm/VLV6O
DOUG BOOKER, Exec Director 913.232.0244
Tuesday, June 22, 2010
Thinking and Praying..
I was reading, thinking and praying this morning about all the blessings in my life, but also about how much I want to serve HIM, help people, do meaningful, purposeful work, etc. I AM blessed, but struggle with where He wants me, how He wants me to do his work, how I can help people...
It is what consumes me right now and in the midst of nothing but positives going on in my life: teaching, coaching, connecting people, great family and now even serving people thru a NonProfit organization I am leading!
The point here is that I was reading and praying for patience, not to worry, being calm, waiting on Him to use me...and thinking “I believe I am doing good things, doing the right thing (and yeah I know it’s not about doing good works, etc ïŠ);
but is it JUST staying focused, trusting in Him and knowing He will take care of it all when He decides to, in His own way? Of course it is, duhhh…â€
Well anyway, in the midst of all that pondering here this morning, I came across Psalm 37:5 >
“… Commit your way to the Lord; trust in Him and He will do this:
He will make your righteousness shine like the dawn,
The justice of your cause like the noonday sun.
Be still before the Lord and wait patiently for him….â€
Well anyway, it worked for me; likely it wasn’t just a coincidence I stumbled across THIS scripture in the middle of THESE thoughts, huh?
Maybe it gives you some peace as well. Thanks for listening.
God’s best to you this day,
BOOKER
It is what consumes me right now and in the midst of nothing but positives going on in my life: teaching, coaching, connecting people, great family and now even serving people thru a NonProfit organization I am leading!
The point here is that I was reading and praying for patience, not to worry, being calm, waiting on Him to use me...and thinking “I believe I am doing good things, doing the right thing (and yeah I know it’s not about doing good works, etc ïŠ);
but is it JUST staying focused, trusting in Him and knowing He will take care of it all when He decides to, in His own way? Of course it is, duhhh…â€
Well anyway, in the midst of all that pondering here this morning, I came across Psalm 37:5 >
“… Commit your way to the Lord; trust in Him and He will do this:
He will make your righteousness shine like the dawn,
The justice of your cause like the noonday sun.
Be still before the Lord and wait patiently for him….â€
Well anyway, it worked for me; likely it wasn’t just a coincidence I stumbled across THIS scripture in the middle of THESE thoughts, huh?
Maybe it gives you some peace as well. Thanks for listening.
God’s best to you this day,
BOOKER
Monday, June 21, 2010
Looking for a firm to administer an organization survey and prepare/format reports…this is one we have done internally for various clients many years, but need to outsource and also want new look while we are at it. Web-based, 2500 respondents, short fuse, international client, turnkey.
If you have contacts or recommendations, please contact Lorin Walker directly at: LorinWalker@tercon.com
If you have contacts or recommendations, please contact Lorin Walker directly at: LorinWalker@tercon.com
Saturday, June 19, 2010
Workplace or Church - chain of command
A recent leadership discussion with a church Pastor/leadership team validated the fact that nearly ALL organizations struggle with the effective use of a chain of command.
Now it is indeed the case that many folks think something wrong with the concept of 'chain of command'. In fact, it is my opinion that management almost resists the concept as if it were some evil thing. I am sure this is a connection people make to the military and thinking "we can’t be like the military here". This ignorance and unconscious thinking causes the chain of command to be circumvented, skipped, overlooked, ineffective, treated as unimportant and otherwise blown off! This view and thinking causes major issues, mistakes, barriers, ineffective communication and waste in the organization’s PEOPLE SYSTEM's productivity.
What was happening here with this church situation was a Pastor who was frustrated as communication was being ‘shouted’ to the masses. Because the masses are indeed a large mass, there is no real flow of information or accountability (down or up). Due to a lack of a clear organizational leadership structure (some might call that a chain of command ïŠ) – things were not getting done.
What was learned from the session, was a realization of the need for a leadership team. Everyone ‘below’ the Pastor, was essentially a mob (or mass) -the congregation with some players informally known as key players, but no real clean hierarchy.
There’s another term (heirarchy) some don’t like as if the whole ‘working for’ thing gets played up as something else we don’t want (people working FOR others). This is just management gobbledygoop…sure real leaders don’t have people working FOR them, and in fact real leaders serve their people. That’s another discussion in itself, ‘Servant Leadership’.
Many workplaces lead, manage or communicate in this same way – the one at the top, CEO, President, etc ‘shouting’ to the masses thru bulletin boards, mass emails, thru HR, town hall meetings, skip-levels, etc.
Even though many organizations have the structure possibly in place, the chain of command is not effectively used just the same.
Well enough for now, how’s your chain of command? Are leaders are at all levels (going up and going down) used in terms of communication, accountability, teaching, and otherwise MAKING IT HAPPEN?
Now it is indeed the case that many folks think something wrong with the concept of 'chain of command'. In fact, it is my opinion that management almost resists the concept as if it were some evil thing. I am sure this is a connection people make to the military and thinking "we can’t be like the military here". This ignorance and unconscious thinking causes the chain of command to be circumvented, skipped, overlooked, ineffective, treated as unimportant and otherwise blown off! This view and thinking causes major issues, mistakes, barriers, ineffective communication and waste in the organization’s PEOPLE SYSTEM's productivity.
What was happening here with this church situation was a Pastor who was frustrated as communication was being ‘shouted’ to the masses. Because the masses are indeed a large mass, there is no real flow of information or accountability (down or up). Due to a lack of a clear organizational leadership structure (some might call that a chain of command ïŠ) – things were not getting done.
What was learned from the session, was a realization of the need for a leadership team. Everyone ‘below’ the Pastor, was essentially a mob (or mass) -the congregation with some players informally known as key players, but no real clean hierarchy.
There’s another term (heirarchy) some don’t like as if the whole ‘working for’ thing gets played up as something else we don’t want (people working FOR others). This is just management gobbledygoop…sure real leaders don’t have people working FOR them, and in fact real leaders serve their people. That’s another discussion in itself, ‘Servant Leadership’.
Many workplaces lead, manage or communicate in this same way – the one at the top, CEO, President, etc ‘shouting’ to the masses thru bulletin boards, mass emails, thru HR, town hall meetings, skip-levels, etc.
Even though many organizations have the structure possibly in place, the chain of command is not effectively used just the same.
Well enough for now, how’s your chain of command? Are leaders are at all levels (going up and going down) used in terms of communication, accountability, teaching, and otherwise MAKING IT HAPPEN?
Friday, June 18, 2010
For sale: 2000 Lincoln Town Car Signature Sedan...175K mileage, great condition (inside/out), all power...great ride >Found a better mileage vehicle to purchase/Lincoln gets about 19miles/gallon (not bad)
Blue Book approx $4000 / Asking $3800 doug@bookertraining.com / 913.232.0244 Lexington, MO...30min east of KC area
Blue Book approx $4000 / Asking $3800 doug@bookertraining.com / 913.232.0244 Lexington, MO...30min east of KC area
Tuesday, June 15, 2010
Sharing some pics from backyard, fish, flowers, birds and what I enjoy: http://ping.fm/hznf5?aid=2049546&id=1437215280&ref=mf
Wednesday, June 9, 2010
Tuesday, June 8, 2010
Friday, June 4, 2010
Thursday, June 3, 2010
National HOPE Association, leadership request
Letter requesting your support...
Dear Friends:
I am personally contacting you to create awareness about the National HOPE Association, to ask for your support and to seek your ideas or suggestions.
The National HOPE Association (NHA) is a Non-Profit organization with a 15 –year history of serving Columbia, MO and surrounding counties. It is now here to serve the rural areas outside of KC, to include but not limited to Lafayette, Johnson, Ray & Pettis counties in Missouri.
The NHA's mission is to enhance the quality of life of citizens and families in need by increasing access to transportation and other vital services within our communities. The role of the NHA is to identify the issues disadvantaged residents and families face (through working with the business community, governmental entities, academia, human services organizations, churches and media outlets).
There are many ways you can support the NHA; would you please consider one of these:
1) A fully tax-deductible financial donation in support of our mission.
2) We seek donations of automobiles for one of our programs - CARS FOR MISSOURI, that provides cars to people in need. These donated cars provide new access to jobs and other vital services to your disadvantaged neighbors.
3) Finally, we are seeking your thoughts, ideas or suggestions for ways in which the NHA can better serve the public in our quest to build a better community, one family at a time.
If you would like to make a donation, join our organization or share your ideas, I urge you to contact me at your earliest convenience. I would like to thank you in advance for your generosity.
God’s best to you and yours,
Douglas M. Booker, Executive Director
National Hope Association
doug@bookertraining.com / 913.232.0244
Dear Friends:
I am personally contacting you to create awareness about the National HOPE Association, to ask for your support and to seek your ideas or suggestions.
The National HOPE Association (NHA) is a Non-Profit organization with a 15 –year history of serving Columbia, MO and surrounding counties. It is now here to serve the rural areas outside of KC, to include but not limited to Lafayette, Johnson, Ray & Pettis counties in Missouri.
The NHA's mission is to enhance the quality of life of citizens and families in need by increasing access to transportation and other vital services within our communities. The role of the NHA is to identify the issues disadvantaged residents and families face (through working with the business community, governmental entities, academia, human services organizations, churches and media outlets).
There are many ways you can support the NHA; would you please consider one of these:
1) A fully tax-deductible financial donation in support of our mission.
2) We seek donations of automobiles for one of our programs - CARS FOR MISSOURI, that provides cars to people in need. These donated cars provide new access to jobs and other vital services to your disadvantaged neighbors.
3) Finally, we are seeking your thoughts, ideas or suggestions for ways in which the NHA can better serve the public in our quest to build a better community, one family at a time.
If you would like to make a donation, join our organization or share your ideas, I urge you to contact me at your earliest convenience. I would like to thank you in advance for your generosity.
God’s best to you and yours,
Douglas M. Booker, Executive Director
National Hope Association
doug@bookertraining.com / 913.232.0244
Saturday, May 29, 2010
Friday, May 28, 2010
Wednesday, May 26, 2010
Lessons from the Pencil Maker (resending)
...........sharing from a friend with some questions of my own> The Parable of the Pencil, Author Unknown
The Pencil Maker took the pencil aside, just before putting him into the box. There are 5 things you need to know, he told the pencil, before I send you out into the world. Always remember them and never forget, and you will become the best pencil you can be.
#1: You will be able to do many great things, but only if you allow yourself to be held in someone's hand (your relationships and your relationship with God?)
#2: You will experience a painful sharpening from time to time, but you'll need it to become a better pencil (acceptance of feedback, input & critique?)
#3: You will be able to correct any mistakes you might make (Failure is OK as long as we learn?)
#4: The most important part of you will always be what's inside (who you really are down deep?).
...and #5: On every surface you are used on, you must leave your mark (impact on others?). No matter what the condition, you must continue to write (persistence?). The pencil understood and promised to remember, and went into the box with purpose in its heart.
>>>Now change places with the pencil!!!?... remember them and never forget, and you will become the best person you can be. (are you continually sharpening yourself or have you become a 'dull tip'?...anyone ever accuse you of being a 'dull tip' before!!!! Have a great day.
The Pencil Maker took the pencil aside, just before putting him into the box. There are 5 things you need to know, he told the pencil, before I send you out into the world. Always remember them and never forget, and you will become the best pencil you can be.
#1: You will be able to do many great things, but only if you allow yourself to be held in someone's hand (your relationships and your relationship with God?)
#2: You will experience a painful sharpening from time to time, but you'll need it to become a better pencil (acceptance of feedback, input & critique?)
#3: You will be able to correct any mistakes you might make (Failure is OK as long as we learn?)
#4: The most important part of you will always be what's inside (who you really are down deep?).
...and #5: On every surface you are used on, you must leave your mark (impact on others?). No matter what the condition, you must continue to write (persistence?). The pencil understood and promised to remember, and went into the box with purpose in its heart.
>>>Now change places with the pencil!!!?... remember them and never forget, and you will become the best person you can be. (are you continually sharpening yourself or have you become a 'dull tip'?...anyone ever accuse you of being a 'dull tip' before!!!! Have a great day.
...........sharing from a friend with some questions of my own> The Parable of the Pencil, Author Unknown
The Pencil Maker took the pencil aside, just before putting him into the box.
There are 5 things you need to know, he told the pencil, before I send you out into the world.
Always remember them and never forget, and you will become the best pencil you can be.
#1: You will be able to do many great things, but only if you allow yourself to be held in someone's hand (your relationships and your relationship with God?)
#2: You will experience a painful sharpening from time to time, but you'll need it to become a better pencil (acceptance of feedback, input & critique?)
#3: You will be able to correct any mistakes you might make (Failure is OK as long as we learn?)
#4: The most important part of you will always be what's inside (who you really are down deep?).
and #5: On every surface you are used on, you must leave your mark (impact on others?). No matter what the condition, you must continue to write (persistence?).
The pencil understood and promised to remember, and went into the box with purpose in its heart.
Now change places with the pencil!!!?...Always remember them and never forget, and you will become the best person you can be.
The Pencil Maker took the pencil aside, just before putting him into the box.
There are 5 things you need to know, he told the pencil, before I send you out into the world.
Always remember them and never forget, and you will become the best pencil you can be.
#1: You will be able to do many great things, but only if you allow yourself to be held in someone's hand (your relationships and your relationship with God?)
#2: You will experience a painful sharpening from time to time, but you'll need it to become a better pencil (acceptance of feedback, input & critique?)
#3: You will be able to correct any mistakes you might make (Failure is OK as long as we learn?)
#4: The most important part of you will always be what's inside (who you really are down deep?).
and #5: On every surface you are used on, you must leave your mark (impact on others?). No matter what the condition, you must continue to write (persistence?).
The pencil understood and promised to remember, and went into the box with purpose in its heart.
Now change places with the pencil!!!?...Always remember them and never forget, and you will become the best person you can be.
Tuesday, May 25, 2010
Sunday, May 23, 2010
Wednesday, May 19, 2010
Book review, relationships, solid ground..!
Dick Hardy's book (27 Tough Qs Pastors Ask) reminds me of the importance of a 'solid foundation'. As he does ever so well in the book, Dick lays out how a church/pastor needs to approach this - well done Dick Hardy! If you are in the 'church business', go get this book...
This all is completely connects to me in my own work with management, leadership, organizational development, teams, cultures, etc.
Just as a pastor and church need to build on solid ground, so does any organization or team! That solid ground may be different dynamics for churches, businesses, corporations, workgroups, etc...but much of it is all the same: PEOPLE, LEADERSHIP, RELATIONSHIPS, TEAMWORK, CONSENSUS, etc.
For your reading pleasure, here is The Parable of the Sower (from Luke 8: 4-15). ...and a question:
8:4 While a large crowd was gathering and people were coming to Jesus from one town after another, he spoke to them in a parable: 8:5 “A sower went out to sow his seed. And as he sowed, some fell along the path and was trampled on, and the wild birds devoured it. 8:6 Other seed fell on rock, and when it came up, it withered because it had no moisture. 8:7 Other seed fell among the thorns, and they grew up with it and choked it. 8:8 But other seed fell on good soil and grew, and it produced a hundred times as much grain.” As he said this, he called out, “The one who has ears to hear had better listen!”
8:9 Then his disciples asked him what this parable meant. 8:10 He said, “You have been given the opportunity to know the secrets of the kingdom of God, but for others they are in parables, so that although they see they may not see, and although they hear they may not understand.
8:11 “Now the parable means this: The seed is the word of God. 8:12 Those along the path are the ones who have heard; then the devil comes and takes away the word from their hearts, so that they may not believe and be saved. 8:13 Those on the rock are the ones who receive the word with joy when they hear it, but they have no root. They believe for a while, but in a time of testing fall away. 8:14 As for the seed that fell among thorns, these are the ones who hear, but as they go on their way they are choked by the worries and riches and pleasures of life, and their fruit does not mature. 8:15 But as for the seed that landed on good soil, these are the ones who, after hearing the word, cling to it with an honest and good heart, and bear fruit with steadfast endurance.
Q: Are your relationships in life built on solid foundations? How about your church, your work team?
This all is completely connects to me in my own work with management, leadership, organizational development, teams, cultures, etc.
Just as a pastor and church need to build on solid ground, so does any organization or team! That solid ground may be different dynamics for churches, businesses, corporations, workgroups, etc...but much of it is all the same: PEOPLE, LEADERSHIP, RELATIONSHIPS, TEAMWORK, CONSENSUS, etc.
For your reading pleasure, here is The Parable of the Sower (from Luke 8: 4-15). ...and a question:
8:4 While a large crowd was gathering and people were coming to Jesus from one town after another, he spoke to them in a parable: 8:5 “A sower went out to sow his seed. And as he sowed, some fell along the path and was trampled on, and the wild birds devoured it. 8:6 Other seed fell on rock, and when it came up, it withered because it had no moisture. 8:7 Other seed fell among the thorns, and they grew up with it and choked it. 8:8 But other seed fell on good soil and grew, and it produced a hundred times as much grain.” As he said this, he called out, “The one who has ears to hear had better listen!”
8:9 Then his disciples asked him what this parable meant. 8:10 He said, “You have been given the opportunity to know the secrets of the kingdom of God, but for others they are in parables, so that although they see they may not see, and although they hear they may not understand.
8:11 “Now the parable means this: The seed is the word of God. 8:12 Those along the path are the ones who have heard; then the devil comes and takes away the word from their hearts, so that they may not believe and be saved. 8:13 Those on the rock are the ones who receive the word with joy when they hear it, but they have no root. They believe for a while, but in a time of testing fall away. 8:14 As for the seed that fell among thorns, these are the ones who hear, but as they go on their way they are choked by the worries and riches and pleasures of life, and their fruit does not mature. 8:15 But as for the seed that landed on good soil, these are the ones who, after hearing the word, cling to it with an honest and good heart, and bear fruit with steadfast endurance.
Q: Are your relationships in life built on solid foundations? How about your church, your work team?
Monday, May 17, 2010
Friday, May 14, 2010
Excerpt from my second book:
The CLO, a guy named Booker :) speaking to the whole chain of command (all 70 management folks of Tool Box Inc (TBI):
Slide #3
‘REBUILDING on ROCK’
RELATIONSHIP
+ LEADERSHIP
+ TEAMERSHIP = CULTURE
“Gang, this is the beginning of a new way of existing here at TBI. This existence and new way will begin with you and I; all 70 of us right here right now. Today and our future is about the changed leaders here at TBI! Let me assure you that this is about YOU and me and all those sitting around you, and not someone else. It is about behavioral change; learning new ways to effectively take care of people and each other. It is about creating a new organization rebuilt on rock! The rock I am speaking of here is about strong relationships, real leadership and ultimately a caring team-culture. In case this concept isn’t clear to you, this rock deal originates from the bible, Matthew 7:25”, as he looked to the screen…
Slide #4
The rain came down, the streams rose, and the winds blew and beat against that house;
yet it did not fall, because it had its foundation
on the rock.
“If we have strong leadership, committed bonds and strong relationships among us, then we are solid and can withstand challenges and problems that arise. Conversely, when we are built on sand, when we don’t have effective leadership; baggage, poor relations, conflicts, agendas and territories exist. When relationships are not solid, then we erode and don’t function well - to say the least.
And yes gang, this is us right now...it is what holds us back from being AWESOME! You are getting my point here?” Booker began slowly strolling across the stage deliberately giving people time to think. He then pointed at the screen clicking the remote to bring up:
Slide #6
“But everyone who hears these words of mine
and does not put them into practice is like a foolish man who built his house on sand.”
As the murmuring settled, he turned back toward the audience and continued, “Let me share a story with you, my story...my leadership and faith story..."
IS YOUR ORGANIZATION OR TEAM 'BUILT ON ROCK'????!
Slide #3
‘REBUILDING on ROCK’
RELATIONSHIP
+ LEADERSHIP
+ TEAMERSHIP = CULTURE
“Gang, this is the beginning of a new way of existing here at TBI. This existence and new way will begin with you and I; all 70 of us right here right now. Today and our future is about the changed leaders here at TBI! Let me assure you that this is about YOU and me and all those sitting around you, and not someone else. It is about behavioral change; learning new ways to effectively take care of people and each other. It is about creating a new organization rebuilt on rock! The rock I am speaking of here is about strong relationships, real leadership and ultimately a caring team-culture. In case this concept isn’t clear to you, this rock deal originates from the bible, Matthew 7:25”, as he looked to the screen…
Slide #4
The rain came down, the streams rose, and the winds blew and beat against that house;
yet it did not fall, because it had its foundation
on the rock.
“If we have strong leadership, committed bonds and strong relationships among us, then we are solid and can withstand challenges and problems that arise. Conversely, when we are built on sand, when we don’t have effective leadership; baggage, poor relations, conflicts, agendas and territories exist. When relationships are not solid, then we erode and don’t function well - to say the least.
And yes gang, this is us right now...it is what holds us back from being AWESOME! You are getting my point here?” Booker began slowly strolling across the stage deliberately giving people time to think. He then pointed at the screen clicking the remote to bring up:
Slide #6
“But everyone who hears these words of mine
and does not put them into practice is like a foolish man who built his house on sand.”
As the murmuring settled, he turned back toward the audience and continued, “Let me share a story with you, my story...my leadership and faith story..."
IS YOUR ORGANIZATION OR TEAM 'BUILT ON ROCK'????!
Monday, May 10, 2010
Info/thoughts to share with YOU
Ain't life grand!!! . Heard speaker Mary Lucas . Looking for board member, Not for Profit? Reviews for first two books?...read on!?! Life right now is sooooo about relationships and helping folks and learning in so many ways!...keep up with relationships (to include yours with me, will you? :) If I have told/asked you in the past to holler if you ever need anything and maybe you do now, well then holler! I told you to pester me huh? My Not for Profit organization is lining up to potentially be able to put some people to work, so if you are looking - again, holler at me.
I heard Mary Bichelmeyer Lucas speak for a second time at a graduation this past weekend (author of "Lunchmeat & Life Lessons: Sharing a Butcher's Wisdom.") Very good and interesting wisdom...don't pass up if you get a chance to hear her.
I am Exec Director of a Not for Profit org called National HOPE Association. Already have a strong team and some amazing things happening (which I would love to share if you would like to contact me). I am still seeking a couple of friends of mine from whatever walk of life we met who could sit on a board and help. This is not time-consuming and not a paying gig at the moment; potential to be that! If you have the time and interest or maybe you just want it on your resume, being a board member, please contact me.
Lastly, if you read either of my first two books and you have anything positive to say about it...plz contact me to get some words from you.
Now go make sure all of your relationships are in order, build those bridges in all directions!!!
God's best my friend, DOUG
9132320244 www.bookertraining.com
I heard Mary Bichelmeyer Lucas speak for a second time at a graduation this past weekend (author of "Lunchmeat & Life Lessons: Sharing a Butcher's Wisdom.") Very good and interesting wisdom...don't pass up if you get a chance to hear her.
I am Exec Director of a Not for Profit org called National HOPE Association. Already have a strong team and some amazing things happening (which I would love to share if you would like to contact me). I am still seeking a couple of friends of mine from whatever walk of life we met who could sit on a board and help. This is not time-consuming and not a paying gig at the moment; potential to be that! If you have the time and interest or maybe you just want it on your resume, being a board member, please contact me.
Lastly, if you read either of my first two books and you have anything positive to say about it...plz contact me to get some words from you.
Now go make sure all of your relationships are in order, build those bridges in all directions!!!
God's best my friend, DOUG
9132320244 www.bookertraining.com
Wednesday, May 5, 2010
Monday, May 3, 2010
The Pastor leadership dilemma
As I have spoken, consulted and talked about for years, leaders in all parts of our society are challenged with 'other than what got them there'!
A good friend of mine, Dick Hardy has just come out with a book (27 Tough Qs Pastors Ask) that hits on this dynamic right up front; validating my thinking for sure. Quoting from his Introduction, "...Preaching is almost never a problem. Growing in the art of preaching is normally an energizing exercise for pastors. It's all the other stuff of ministry that does them in. In fact in most cases it is 'everything but preaching' that trips pastors up the most...."
Yep, there it is again. A leader from any part of our society gets THERE by his/her passion, skill, niche or expertise in something, and then struggles mightily with the rest of the stuff...leadership and/or management skills, traits and needs.
Great book, by the way, for any pastor (or anyone with an interest in leadership as well). For sure why I want to get more and more involved in working with churches!!!! Info on Dick's book, www.thehardygroup.org
What part of your life do you see this LEADERSHIP DILEMMA playing out...?...your boss, your pastor, YOU??????! Have a great day. BOOKER
A good friend of mine, Dick Hardy has just come out with a book (27 Tough Qs Pastors Ask) that hits on this dynamic right up front; validating my thinking for sure. Quoting from his Introduction, "...Preaching is almost never a problem. Growing in the art of preaching is normally an energizing exercise for pastors. It's all the other stuff of ministry that does them in. In fact in most cases it is 'everything but preaching' that trips pastors up the most...."
Yep, there it is again. A leader from any part of our society gets THERE by his/her passion, skill, niche or expertise in something, and then struggles mightily with the rest of the stuff...leadership and/or management skills, traits and needs.
Great book, by the way, for any pastor (or anyone with an interest in leadership as well). For sure why I want to get more and more involved in working with churches!!!! Info on Dick's book, www.thehardygroup.org
What part of your life do you see this LEADERSHIP DILEMMA playing out...?...your boss, your pastor, YOU??????! Have a great day. BOOKER
Friday, April 30, 2010
Front Line Supervisors
Most would agree that FLL (front line leaders) just might be the most important leadership roles within the entire organization due to their immediate impact on productivity and culture.
Some of the skills which typically need development are listed here (developed by a group of leaders I recently was working with)....they are offered here for your thinking and consideration:
• Understanding and realizing LEADERSHIP QUALITIES and TRAITS, the role of a leader?
• TRUST…deeper understanding… building & breaking it…. the value of it?
• Understanding the Power of RELATIONSHIP-BUILDING?
• Going from PEER to LEADER?
• TEAM-BUILDING…how to?…tearing it down…building it…understanding the need.
• MOTIVATION, ATTITUDE and MORALE.
• HUMAN NATURE and HUMAN BEHAVIOR…. understanding people and culture.
• Interpersonal COMMUNICATION…skills and techniques, barriers, improving.
• COMMUNICATION Systems and Processes within the organization…how the Chain of Command works.
• CONFLICT, DISAGREEMENT and DIFFERENCES…. resolving and managing.
• Handling & accepting other's ideas, suggestions and input.
• LISTENING…a most powerful tool.
• BRAINSTORMING / TEAM PROB-SOLVING.
• CREDIT & PRAISE -RECOGNITION and REWARD.
• DISCIPLINE, COACHING and FEEDBACK.
• Handling negativism, COMPLAINTS
• Creating an Open and Trusting environment.
• LEADERSHIP ASSESSMENT…. discovering ‘where you stand’…levels of leadership.
• Group Dynamics, the impact that we have on each other, CONSENSUS and BUY-IN.
• MENTORING, COUNSELING and developing people.
• Presentation and FACILITATION tips/techniques.
• CONTINUOUS LEARNING, IMPROVEMENT and SYSTEMS-thinking.
• Understanding the concept of CHANGE…selling, processing and utilizing.
• DELEGATION …skills and understanding (a great tool or a terrible one).
.............likely you can think of some others right now huh?????!
It is amazing though to look at all this ‘stuff’’ that leaders should know!!! How could organizations 'possibly assume' that anyone just possesses it all naturally? Oh well, it will be OK :)
Some of the skills which typically need development are listed here (developed by a group of leaders I recently was working with)....they are offered here for your thinking and consideration:
• Understanding and realizing LEADERSHIP QUALITIES and TRAITS, the role of a leader?
• TRUST…deeper understanding… building & breaking it…. the value of it?
• Understanding the Power of RELATIONSHIP-BUILDING?
• Going from PEER to LEADER?
• TEAM-BUILDING…how to?…tearing it down…building it…understanding the need.
• MOTIVATION, ATTITUDE and MORALE.
• HUMAN NATURE and HUMAN BEHAVIOR…. understanding people and culture.
• Interpersonal COMMUNICATION…skills and techniques, barriers, improving.
• COMMUNICATION Systems and Processes within the organization…how the Chain of Command works.
• CONFLICT, DISAGREEMENT and DIFFERENCES…. resolving and managing.
• Handling & accepting other's ideas, suggestions and input.
• LISTENING…a most powerful tool.
• BRAINSTORMING / TEAM PROB-SOLVING.
• CREDIT & PRAISE -RECOGNITION and REWARD.
• DISCIPLINE, COACHING and FEEDBACK.
• Handling negativism, COMPLAINTS
• Creating an Open and Trusting environment.
• LEADERSHIP ASSESSMENT…. discovering ‘where you stand’…levels of leadership.
• Group Dynamics, the impact that we have on each other, CONSENSUS and BUY-IN.
• MENTORING, COUNSELING and developing people.
• Presentation and FACILITATION tips/techniques.
• CONTINUOUS LEARNING, IMPROVEMENT and SYSTEMS-thinking.
• Understanding the concept of CHANGE…selling, processing and utilizing.
• DELEGATION …skills and understanding (a great tool or a terrible one).
.............likely you can think of some others right now huh?????!
It is amazing though to look at all this ‘stuff’’ that leaders should know!!! How could organizations 'possibly assume' that anyone just possesses it all naturally? Oh well, it will be OK :)
Thursday, April 29, 2010
Sunday, April 25, 2010
Blessed life and Helping YOU
Today, church, the message and all made me think again how fortunate I am and how good life is. Nowhere near rich in terms of material stuff, but with family, friends, new relationships and new doors...it couldn't be better. I even managed to connect some people with each other this past week that will bless them both...
This is likely more for me than for you. Just sharing with YOU that life is good despite the challenges and obstacles. At any moment, it can all turn and I know this, we all do, huh? With all the good HE has given me, it could be all downhill from here and I would still be 'getting over' :)))
I am blessed at this moment in time, this season, etc, and I know precisely why it is so good. I am so focused on helping others; and there is no better time in our lives than when we can focus on THEM and not OURSELVES!
God is good, thank you Lord
Please let me know if I can help you in your world! Take care and have a great last week of April 2010.
This is likely more for me than for you. Just sharing with YOU that life is good despite the challenges and obstacles. At any moment, it can all turn and I know this, we all do, huh? With all the good HE has given me, it could be all downhill from here and I would still be 'getting over' :)))
I am blessed at this moment in time, this season, etc, and I know precisely why it is so good. I am so focused on helping others; and there is no better time in our lives than when we can focus on THEM and not OURSELVES!
God is good, thank you Lord
Please let me know if I can help you in your world! Take care and have a great last week of April 2010.
Saturday, April 24, 2010
Managers 'bad people' ?!?...nahhhh
A recent group of leaders I was speaking to, reminded me of a dynamic that happens periodically. Sometimes people initially believe I am targeting or attacking managers. This could be no further from the truth. In my consulting, speaking coaching and teaching (as well as within my book series), people eventually realize that I actually sincerely love people! I find ALL OF US to be hugely amazing as well...
I have a lot of compassion for the challenges managers face and their nearly hopeless position - being placed in these leadership roles with little to no training or preparation. Good people doing their best to execute a critical skillset, especially to those they are attempting to lead huh?
However, I also have a lot of compassion and empathy for the zillions of people who have to be led by untrained and therefore ineffective leadership. To that end, the purpose and my passion in all I do is to challenge the current thinking of managers and create this awareness. This challenge is also for those responsible for developing leadership and essentially organizations as a whole.
Soooo, do you view managers in your life, or in your past to be a bad person?
If YOU are a manager, are you a bad person?...might some be viewing you this way?...
Could it just be managers are actually good people, practicing bad leadership???...
>>>HAVE AN AWESOME SATURDAY<<<
I have a lot of compassion for the challenges managers face and their nearly hopeless position - being placed in these leadership roles with little to no training or preparation. Good people doing their best to execute a critical skillset, especially to those they are attempting to lead huh?
However, I also have a lot of compassion and empathy for the zillions of people who have to be led by untrained and therefore ineffective leadership. To that end, the purpose and my passion in all I do is to challenge the current thinking of managers and create this awareness. This challenge is also for those responsible for developing leadership and essentially organizations as a whole.
Soooo, do you view managers in your life, or in your past to be a bad person?
If YOU are a manager, are you a bad person?...might some be viewing you this way?...
Could it just be managers are actually good people, practicing bad leadership???...
>>>HAVE AN AWESOME SATURDAY<<<
Wednesday, April 21, 2010
A great friend just shared this . so now sharing video/music inspiration with you: http://ping.fm/fKMJQ
Tuesday, April 20, 2010
Visioning or just Pointing
I spotted this, it's not mine. Don't know who gets the credit, but I like it:
"...the difference between a leader and a non-leader: The non-leader says look at that star in the sky / people, the team or the group look to the end of his/her pointing finger?!?...mmmmm...?
"...When the real leader points, people don't look at the end of the finger (or stop there), but they see the distant STAR. Even if they can not quite see it, they are still looking for IT..."
>>>Are you leading or are you just pointing?
>>>Are you 'seeing & focused on' a vision or stuck at the end of someone's finger?????
"...the difference between a leader and a non-leader: The non-leader says look at that star in the sky / people, the team or the group look to the end of his/her pointing finger?!?...mmmmm...?
"...When the real leader points, people don't look at the end of the finger (or stop there), but they see the distant STAR. Even if they can not quite see it, they are still looking for IT..."
>>>Are you leading or are you just pointing?
>>>Are you 'seeing & focused on' a vision or stuck at the end of someone's finger?????
Sunday, April 18, 2010
Blog title...
We ALL need help!…hard to argue with that, huh?
In conversations with a new business acquaintance recently, the thought (above) hit me pretty close to home and as I pondered it, of course I thought “aha, good material for the next Leadership Moment series!”. The objective with this message is really twofold (hopefully I can make two points in one page, we’ll see). First point:…that we all need input, assistance, mentors and coaches in our lives—ALL of us….and point # 2: to share with you some aspects regarding ‘first impressions’ that have become evident to me.
I have personally gone through many changes in my life recently and people have entered and left for a variety of reasons (no need for details at this time…however if you have a few hours to kill, I will be happy to share!). Because of these changes, I have been very conscious / concerned of a void that has resulted – not having people around to give me honest input, coaching and thoughts about ME. Now, because of the world of leadership and training that I live in, this need is something that I very strongly believe in and seek continuously. Quite by chance I stumbled into the path of someone who has taken up some of that slack and has helped fill that void for me. It took some boldness on their part, but I was being provided with some pretty good observations and critiquing of ME: my habits, behaviors, etc that I had developed and needed to address. Just so you don’t think this is just about me rambling on about my life, let me make point #1 clear right here. As I was receiving this input, I had a few choices to make…get mad at ‘these things’ I was hearing about ME; change the subject, forgive and forget; reject the input as though it wasn’t true; OR thank this person for their input. Consider what you typically observe when people receive feedback or ‘criticism’ (by the way, how do you respond?). I agree with what you are thinking, the receiver typically has just had their day ruined! Again, because of my work, which often focuses on helping leaders and managers in self-assessment; my response is pretty immediate and sincere in these situations. As Gomer Pyle used to say (and maybe still does?)… “THANK YOU, THANK YOU, THANK YOU!” Why?…because this person has just HELPED me. The point is that these observations were right on – just a few little quirks that I had developed unconsciously that will be easily corrected. The only negative takeaway for me is thinking about how many people have written me off or thought less of me because of these quirks? Why didn’t they tell me right then and there? You and I know the answer: they didn’t feel comfortable enough, the relationship wasn’t strong enough or they didn’t want to hurt my feelings, right? The reality here takes us back to the original point: that we all need people in our lives that will do that for us (not to us, but for us). I will also acknowledge that the approach and tact of the person providing the input has something to do with our reception! This recent situation made me realize another angle of this…that these mentors don’t necessarily have to be someone extremely close to us. In fact, the person in question here is someone that I have only known a short while, but we have been able to honestly communicate on a professional level with each other that has hopefully been mutually beneficial. If you think this is nuts and it can’t really happen or work that way—you are the one that is nuts! Want to know how?…what the secret is? ANSWER: it is ALL about your attitude, security and beliefs about YOU! …Do you think you are a completed project? Do you think you cannot improve? Consider that you are as good as it gets? Do you really want to know your flaws?
I can see right now that my second point about first impressions is not going to get much attention with just a little bit of space remaining -- so just a couple of brief, hopefully connecting thoughts. Think about how you and I have made judgements about people in our past based on first impressions. Think about what may have made that impression negative and how maybe unfairly you ( and I) just wrote them off. Maybe you view somebody that talks funny, incorrectly or different from you negatively or maybe they just have some habit or trait that you don’t like. Possibly they don’t realize it and would love to have that pointed out to HELP them!?! That can be tricky obviously, but let me just pose a few questions to YOU: Are you presenting a good first impression to people? Do you know why or why not?….NOT UNLESS YOU ARE OPEN TO FINDING OUT AND ASKING FOR INPUT. Bottom line: Leaders help people and ask for help…AND…Leaders seek out mentors and mentor others themselves. My recent experience tells me that we had better have those who will point out what needs to be pointed out. Better just leave it at that for now….hope you have a great day…people are amazing!
Take care, Doug
In conversations with a new business acquaintance recently, the thought (above) hit me pretty close to home and as I pondered it, of course I thought “aha, good material for the next Leadership Moment series!”. The objective with this message is really twofold (hopefully I can make two points in one page, we’ll see). First point:…that we all need input, assistance, mentors and coaches in our lives—ALL of us….and point # 2: to share with you some aspects regarding ‘first impressions’ that have become evident to me.
I have personally gone through many changes in my life recently and people have entered and left for a variety of reasons (no need for details at this time…however if you have a few hours to kill, I will be happy to share!). Because of these changes, I have been very conscious / concerned of a void that has resulted – not having people around to give me honest input, coaching and thoughts about ME. Now, because of the world of leadership and training that I live in, this need is something that I very strongly believe in and seek continuously. Quite by chance I stumbled into the path of someone who has taken up some of that slack and has helped fill that void for me. It took some boldness on their part, but I was being provided with some pretty good observations and critiquing of ME: my habits, behaviors, etc that I had developed and needed to address. Just so you don’t think this is just about me rambling on about my life, let me make point #1 clear right here. As I was receiving this input, I had a few choices to make…get mad at ‘these things’ I was hearing about ME; change the subject, forgive and forget; reject the input as though it wasn’t true; OR thank this person for their input. Consider what you typically observe when people receive feedback or ‘criticism’ (by the way, how do you respond?). I agree with what you are thinking, the receiver typically has just had their day ruined! Again, because of my work, which often focuses on helping leaders and managers in self-assessment; my response is pretty immediate and sincere in these situations. As Gomer Pyle used to say (and maybe still does?)… “THANK YOU, THANK YOU, THANK YOU!” Why?…because this person has just HELPED me. The point is that these observations were right on – just a few little quirks that I had developed unconsciously that will be easily corrected. The only negative takeaway for me is thinking about how many people have written me off or thought less of me because of these quirks? Why didn’t they tell me right then and there? You and I know the answer: they didn’t feel comfortable enough, the relationship wasn’t strong enough or they didn’t want to hurt my feelings, right? The reality here takes us back to the original point: that we all need people in our lives that will do that for us (not to us, but for us). I will also acknowledge that the approach and tact of the person providing the input has something to do with our reception! This recent situation made me realize another angle of this…that these mentors don’t necessarily have to be someone extremely close to us. In fact, the person in question here is someone that I have only known a short while, but we have been able to honestly communicate on a professional level with each other that has hopefully been mutually beneficial. If you think this is nuts and it can’t really happen or work that way—you are the one that is nuts! Want to know how?…what the secret is? ANSWER: it is ALL about your attitude, security and beliefs about YOU! …Do you think you are a completed project? Do you think you cannot improve? Consider that you are as good as it gets? Do you really want to know your flaws?
I can see right now that my second point about first impressions is not going to get much attention with just a little bit of space remaining -- so just a couple of brief, hopefully connecting thoughts. Think about how you and I have made judgements about people in our past based on first impressions. Think about what may have made that impression negative and how maybe unfairly you ( and I) just wrote them off. Maybe you view somebody that talks funny, incorrectly or different from you negatively or maybe they just have some habit or trait that you don’t like. Possibly they don’t realize it and would love to have that pointed out to HELP them!?! That can be tricky obviously, but let me just pose a few questions to YOU: Are you presenting a good first impression to people? Do you know why or why not?….NOT UNLESS YOU ARE OPEN TO FINDING OUT AND ASKING FOR INPUT. Bottom line: Leaders help people and ask for help…AND…Leaders seek out mentors and mentor others themselves. My recent experience tells me that we had better have those who will point out what needs to be pointed out. Better just leave it at that for now….hope you have a great day…people are amazing!
Take care, Doug
Friday, April 16, 2010
Tuesday, April 13, 2010
Friday, April 9, 2010
Tuesday, April 6, 2010
Monday, April 5, 2010
Sunday, March 28, 2010
Tuesday, March 23, 2010
Monday, March 22, 2010
Children have never been good at listening to their elders, but they have never failed to imitate them.
~ James Baldwin.
Reminds me of this one I found a while back, for leaders of adults as well, (author unknown):
You CAN'T NOT
'LEAD BY EXAMPLE' !
…think about it…
I would rather see a sermon
than hear one any day…
I'd rather you would walk with me,
than merely show the way…
The lectures you deliver
may be very wise and true,
but I think I'll get my lesson
by watching what you do…
Because I might misunderstand you,
and all the high advice you give,
but there's no misunderstanding
how you act and how you live.
We are ALWAYS…
'LEADING BY EXAMPLE'
…think about it…!
~ James Baldwin.
Reminds me of this one I found a while back, for leaders of adults as well, (author unknown):
You CAN'T NOT
'LEAD BY EXAMPLE' !
…think about it…
I would rather see a sermon
than hear one any day…
I'd rather you would walk with me,
than merely show the way…
The lectures you deliver
may be very wise and true,
but I think I'll get my lesson
by watching what you do…
Because I might misunderstand you,
and all the high advice you give,
but there's no misunderstanding
how you act and how you live.
We are ALWAYS…
'LEADING BY EXAMPLE'
…think about it…!
Sunday, March 21, 2010
Understanding GOD's doings...
Making sense of not understanding!...huh?
What an amazing world, people, weather,...the good, the bad the ugly! In thinking and studying GOD this morning, I was reminded again of how so many of us struggle not understanding HIM.
That we don't understand HIM, makes sense to me anymore. Think about it - HE is GOD, and we aren't.
Although it pales in comparison, that dynamic makes me think of an ant inside a big house, thinking how could that human being have built all this?!? We all 'know' that we did and how doable it is for humans to build a house; but for the ant, it seems unfathomable. Furthermore, as the ant gets stepped on, gets trapped somewhere, sucked up by the vacuum, washed down a drain or some other catastrophe - he cannot understand how the human let this happen . [Does this work for you? See where I'm going?]
It came to me a while back that it actually 'makes sense' that we don't understand what happens in this crazy world or why HE lets things happen. It's also kind of interesting how it doesn't so challenge our thinking when HE does great things! We don't question how HE could have created some awesome wondrous beautiful day as a magnificent sunset takes place huh?
Well anyway, I just wanted to toss that out there, maybe to help someone struggling with the WHY things are happening in his/her life at the moment.
I sure don't know either, but there is a plan, you are part of HIS house, HIS plan and what is going on fits in some way. It is just about trusting that HE knows what he is doing...!
I hope you have a blessed day and coming week. Something just compelled me to share this this morning; not sure why, but I'm OK with that!!!
When things are happening and I am thinking of this dynamic, it always makes me think of JAMES 1: 2-5.........
What an amazing world, people, weather,...the good, the bad the ugly! In thinking and studying GOD this morning, I was reminded again of how so many of us struggle not understanding HIM.
That we don't understand HIM, makes sense to me anymore. Think about it - HE is GOD, and we aren't.
Although it pales in comparison, that dynamic makes me think of an ant inside a big house, thinking how could that human being have built all this?!? We all 'know' that we did and how doable it is for humans to build a house; but for the ant, it seems unfathomable. Furthermore, as the ant gets stepped on, gets trapped somewhere, sucked up by the vacuum, washed down a drain or some other catastrophe - he cannot understand how the human let this happen . [Does this work for you? See where I'm going?]
It came to me a while back that it actually 'makes sense' that we don't understand what happens in this crazy world or why HE lets things happen. It's also kind of interesting how it doesn't so challenge our thinking when HE does great things! We don't question how HE could have created some awesome wondrous beautiful day as a magnificent sunset takes place huh?
Well anyway, I just wanted to toss that out there, maybe to help someone struggling with the WHY things are happening in his/her life at the moment.
I sure don't know either, but there is a plan, you are part of HIS house, HIS plan and what is going on fits in some way. It is just about trusting that HE knows what he is doing...!
I hope you have a blessed day and coming week. Something just compelled me to share this this morning; not sure why, but I'm OK with that!!!
When things are happening and I am thinking of this dynamic, it always makes me think of JAMES 1: 2-5.........
Thursday, March 18, 2010
Wednesday, March 17, 2010
Tuesday, March 16, 2010
Good day, it's not snowing & not sick! Meeting old friend, JP Sanders/old WMA days, 35 years ago.. Org Development Network meeting tonight- on CHANGE!...
Topic: Tool-based Model for Sustainable Change - A proven process for planned organizational change currently in use all over the world in producing positive change processes for large, complex organizations, as well as within project teams. Organizational change can be a gut-wrenching and long process. Lorin will share cases and run the group through some sample tools to demonstrate the practical, outcome-oriented process with specific deliverables. Lorin will share some of his research on self-esteem and the way it interplays with sustainable organization change.
This is your opportunity:
* To learn about your personal assumptions regarding change in your life
* Learn about the latest research on self-esteem and change
* To learn 3 stage model for large organizational change - Design, Structure, Sustain stages
* To get first hand experience with the Tercon Consulting Change Management Suite of 45 Tools
We will also be enjoying our new location on the Penn Valley Campus!
See the attached map. Parking is available in the garage east of building.
Date: March 16, 2010
Place: MCC Penn Valley Campus Center
5th Floor
Room PV CC 503
Host: Jason Brensdal
Time: 5:30 dinner Meeting: 6:00 to 7:30 for lively presentation & discussion
RSVP NOW!
gwen.weakley@kcpl.com or debholt@univerself.com
Programs are always free to members; Cost is $10.00 for non-members. Guests are always welcome.
Future meetings:
May 18, 2010: Bryan Engelman. "Growth - Increasing productivity, commitment, engagement and innovation"
September 21, 2010: Jared Locke Ph.D. Executive Derailment
November 16, 2010: Russ Russo Ph.D. Emotional Intelligence
Interested in presenting a topic of interest to the network? Contact Gwen or Deb!
Thanks,
Gwen Weakley
KCP&L Maildrop: F&M 1C
4400 E Front Street
KCMO 64120
Phone 816-245-3725
Fax 816-245-4008
Topic: Tool-based Model for Sustainable Change - A proven process for planned organizational change currently in use all over the world in producing positive change processes for large, complex organizations, as well as within project teams. Organizational change can be a gut-wrenching and long process. Lorin will share cases and run the group through some sample tools to demonstrate the practical, outcome-oriented process with specific deliverables. Lorin will share some of his research on self-esteem and the way it interplays with sustainable organization change.
This is your opportunity:
* To learn about your personal assumptions regarding change in your life
* Learn about the latest research on self-esteem and change
* To learn 3 stage model for large organizational change - Design, Structure, Sustain stages
* To get first hand experience with the Tercon Consulting Change Management Suite of 45 Tools
We will also be enjoying our new location on the Penn Valley Campus!
See the attached map. Parking is available in the garage east of building.
Date: March 16, 2010
Place: MCC Penn Valley Campus Center
5th Floor
Room PV CC 503
Host: Jason Brensdal
Time: 5:30 dinner Meeting: 6:00 to 7:30 for lively presentation & discussion
RSVP NOW!
gwen.weakley@kcpl.com
Programs are always free to members; Cost is $10.00 for non-members. Guests are always welcome.
Future meetings:
May 18, 2010: Bryan Engelman. "Growth - Increasing productivity, commitment, engagement and innovation"
September 21, 2010: Jared Locke Ph.D. Executive Derailment
November 16, 2010: Russ Russo Ph.D. Emotional Intelligence
Interested in presenting a topic of interest to the network? Contact Gwen or Deb!
Thanks,
Gwen Weakley
KCP&L Maildrop: F&M 1C
4400 E Front Street
KCMO 64120
Phone 816-245-3725
Fax 816-245-4008
Monday, March 15, 2010
Friday, March 12, 2010
Thursday, March 11, 2010
Organizational Communications/Structure
Organizational structure seems to me to be one of the most significant reasons for problems with 'communicating'. Consider this…
Q: Why do organizations change the ‘organization chart’ so often?
A: We keep changing to meet the demands of personalities and people issues instead of organizing to accomplish the mission (making the product, providing your service, etc.). By the way, managers / leaders, the result is that you are creating internal job-related conflicts, along with confusing logical communication channels, pathways and the information flow.
Seems to me that your PEOPLE SYSTEM should be designed to support the business vs re-designing the operation to support the people!!! So many companies have been changed so much to meet the personality quirks… that the lines of communication. Information flow, working systems/processes have become very confused. People get frustrated because nobody understands it… because IT (the structure) doesn’t make sense. Getting the job done becomes so much more ‘difficult’. [Organize… Clarify roles & relationships… Coach & Provide feedback… Expect results!]
Additionally, a concerted effort is usually needed to look at our communication processes and systems. How does the chain of command / leadership team distribute information? Do we rely on bulletin boards, memos, emails, faxes? Have we forgotten the significance of verbal, one-on-one communication? How effective are our meetings? Is communication effective in all directions or do we just send directions downward?
OK, so one more question: Is it 'communications' that is the problem (or) actually 'relationships' that is the root problem here (on your team, office staff, organization, church, etc)?...mmmmm?
Q: Why do organizations change the ‘organization chart’ so often?
A: We keep changing to meet the demands of personalities and people issues instead of organizing to accomplish the mission (making the product, providing your service, etc.). By the way, managers / leaders, the result is that you are creating internal job-related conflicts, along with confusing logical communication channels, pathways and the information flow.
Seems to me that your PEOPLE SYSTEM should be designed to support the business vs re-designing the operation to support the people!!! So many companies have been changed so much to meet the personality quirks… that the lines of communication. Information flow, working systems/processes have become very confused. People get frustrated because nobody understands it… because IT (the structure) doesn’t make sense. Getting the job done becomes so much more ‘difficult’. [Organize… Clarify roles & relationships… Coach & Provide feedback… Expect results!]
Additionally, a concerted effort is usually needed to look at our communication processes and systems. How does the chain of command / leadership team distribute information? Do we rely on bulletin boards, memos, emails, faxes? Have we forgotten the significance of verbal, one-on-one communication? How effective are our meetings? Is communication effective in all directions or do we just send directions downward?
OK, so one more question: Is it 'communications' that is the problem (or) actually 'relationships' that is the root problem here (on your team, office staff, organization, church, etc)?...mmmmm?
Wednesday, March 10, 2010
Thinking of the diff between LEADERSHIP & MANAGEMENT, and how it relates to our personal lives... Try this: The 'leader' in each of us keeps us focused on the important stuff (that ONE THING as Curly put it - from City Slickers). The 'manager' part of us gets bogged down dealing w/ the LITTLE 'unimportant' THINGS... Just thinking!?!
Tuesday, March 9, 2010
Monday, March 8, 2010
Sunday, March 7, 2010
Some thoughts on MOTIVATION:
I do a lot of study, thinking and training dealing with the subject of motivation, and I heard an interesting approach in church a few years back, that I would like to share with you. I cannot tell you the name of the preacher or even the church, but his message I did capture in some scratchings that I captured and saved. I don’t have sufficient room to elaborate much here in one page, so you may have to use the ol’ noggin’ a tad to grasp the essence and relevance of some of the points…but I am sure you can, if you try! *** I have changed and interpreted his message a bit to fit more into the workplace situation and address it from a leadership perspective.
Each of these points has one thing in common, see if you can spot it, ?
ACCEPTANCE - people need to feel security, belonging and ownership…and a feeling that what they do and who they are is important.
ACCOUNTABILITY - we need to know that we will be held accountable for what we do or don’t do. And that our efforts and performance will be evaluated to a high standard.
APPREHENSION - some fear thrown in isn’t all bad, we must know that there are consequences for not performing and not meeting agreed-upon expectations.
AFFECTION - this may seem kind of ‘warm and fuzzy’, but it is true isn’t it? We all seek attention, want to be like and to be cared for down deep, for who we are, not just what we can do.
ACCOMPLISHMENT - people must know when they have succeeded and when the organization succeeds as well. We must recognize accomplishment and ensure all get to feel the sense of accomplishment when the team do well.
ASSIGNMENT - we must understand our purpose, the scope of our duties, our boundaries our role, have clear direction and have a need to understand how it fits into the big picture.
TO ALL LEADERS! You now know possibly all you need to know about MOTIVATION.
By the way, I give the Pastor an ‘A’ for this effort/information. Take care, Doug
I do a lot of study, thinking and training dealing with the subject of motivation, and I heard an interesting approach in church a few years back, that I would like to share with you. I cannot tell you the name of the preacher or even the church, but his message I did capture in some scratchings that I captured and saved. I don’t have sufficient room to elaborate much here in one page, so you may have to use the ol’ noggin’ a tad to grasp the essence and relevance of some of the points…but I am sure you can, if you try! *** I have changed and interpreted his message a bit to fit more into the workplace situation and address it from a leadership perspective.
Each of these points has one thing in common, see if you can spot it, ?
ACCEPTANCE - people need to feel security, belonging and ownership…and a feeling that what they do and who they are is important.
ACCOUNTABILITY - we need to know that we will be held accountable for what we do or don’t do. And that our efforts and performance will be evaluated to a high standard.
APPREHENSION - some fear thrown in isn’t all bad, we must know that there are consequences for not performing and not meeting agreed-upon expectations.
AFFECTION - this may seem kind of ‘warm and fuzzy’, but it is true isn’t it? We all seek attention, want to be like and to be cared for down deep, for who we are, not just what we can do.
ACCOMPLISHMENT - people must know when they have succeeded and when the organization succeeds as well. We must recognize accomplishment and ensure all get to feel the sense of accomplishment when the team do well.
ASSIGNMENT - we must understand our purpose, the scope of our duties, our boundaries our role, have clear direction and have a need to understand how it fits into the big picture.
TO ALL LEADERS! You now know possibly all you need to know about MOTIVATION.
By the way, I give the Pastor an ‘A’ for this effort/information. Take care, Doug
Blog title...
Some thinking on MOTIVATION:
...I do a lot of study, thinking and training dealing with the subject of motivation, and I heard an interesting approach in church a few years back, that I would like to share with you. I cannot tell you the name of the preacher or even the church, but his message I did capture in some scratchings that I captured and saved. I don’t have sufficient room to elaborate much here in one page, so you may have to use the ol’ noggin’ a tad to grasp the essence and relevance of some of the points…but I am sure you can, if you try!
*** I have changed and interpreted his message a bit to fit more into the workplace situation and address it from a leadership perspective.
Each of these points has one thing in common, see if you can spot it, ?
ACCEPTANCE - people need to feel security, belonging and ownership…and a feeling that what they do and who they are is important.
ACCOUNTABILITY - we need to know that we will be held accountable for what we do or don’t do. And that our efforts and performance will be evaluated to a high standard.
APPREHENSION - some fear thrown in isn’t all bad, we must know that there are consequences for not performing and not meeting agreed-upon expectations.
AFFECTION - this may seem kind of ‘warm and fuzzy’, but it is true isn’t it? We all seek attention, want to be like and to be cared for down deep, for who we are, not just what we can do.
ACCOMPLISHMENT - people must know when they have succeeded and when the organization succeeds as well. We must recognize accomplishment and ensure all get to feel the sense of accomplishment when the team do well.
ASSIGNMENT - we must understand our purpose, the scope of our duties, our boundaries our role, have clear direction and have a need to understand how it fits into the big picture.
>>>>To all leaders! You now know a bunch of all you need to know about MOTIVATION.
Likely the preacher providing the above should get an ‘A’ for this effort, huh? Take care, Doug
Sooooooo what motivates you? If you are a leader, what motivates Bob, July, Sara, Rich, Jim, ...the team overall?
...I do a lot of study, thinking and training dealing with the subject of motivation, and I heard an interesting approach in church a few years back, that I would like to share with you. I cannot tell you the name of the preacher or even the church, but his message I did capture in some scratchings that I captured and saved. I don’t have sufficient room to elaborate much here in one page, so you may have to use the ol’ noggin’ a tad to grasp the essence and relevance of some of the points…but I am sure you can, if you try!
*** I have changed and interpreted his message a bit to fit more into the workplace situation and address it from a leadership perspective.
Each of these points has one thing in common, see if you can spot it, ?
ACCEPTANCE - people need to feel security, belonging and ownership…and a feeling that what they do and who they are is important.
ACCOUNTABILITY - we need to know that we will be held accountable for what we do or don’t do. And that our efforts and performance will be evaluated to a high standard.
APPREHENSION - some fear thrown in isn’t all bad, we must know that there are consequences for not performing and not meeting agreed-upon expectations.
AFFECTION - this may seem kind of ‘warm and fuzzy’, but it is true isn’t it? We all seek attention, want to be like and to be cared for down deep, for who we are, not just what we can do.
ACCOMPLISHMENT - people must know when they have succeeded and when the organization succeeds as well. We must recognize accomplishment and ensure all get to feel the sense of accomplishment when the team do well.
ASSIGNMENT - we must understand our purpose, the scope of our duties, our boundaries our role, have clear direction and have a need to understand how it fits into the big picture.
>>>>To all leaders! You now know a bunch of all you need to know about MOTIVATION.
Likely the preacher providing the above should get an ‘A’ for this effort, huh? Take care, Doug
Sooooooo what motivates you? If you are a leader, what motivates Bob, July, Sara, Rich, Jim, ...the team overall?
Friday, March 5, 2010
Blog title...
With the awesome sunny weather today, the thought of golfing was in my mind....thought I would share this:
...also posted on my Leadership Links of KC (LINKED IN Group)
CONFLICT DYNAMICS - Golf and the Workplace?
Think about individual and organizational conflict; people will inevitably be in conflict, accept it, it is a fact. Actually, the only ingredient necessary for conflict to exist, is that there be people ‘functioning together’. The issue may be anything, from implementing a new process at work, to how someone talks or acts, differences in views about life, habits/behaviors……and well, maybe even something as important as where we should place a wastebasket in the office.
Why is conflict so natural and inevitable? Some partial reasoning is that we work with people that we did not (or would not) possibly have chosen – if it had been our choice. Unlike other situations, (like church, school and/or some other social setting where we get to choose who we are with), at work it is rarely our decision. In those other situations, we can walk away at any time; this is not the same in the work environment. It should be noted here that the issue is not that we have conflict, it is that we have ‘unidentified, irritating but unresolved’ conflict.
Ok , so you think “yeah all that makes sense, but how does it connect to the golf world?”
>Thanks for asking <
Consider this scenario: Four people, (Bob, Susan, Alex and Jackie) decide to go play golf, and let’s just say they know each other fairly well, but not real well. Without any team or relationship-development or consciousness of conflict dynamics, they just take off on the first hole, assuming WE will just play well together naturally. This is remarkably similar to what people do in the workplace when thrown together, huh? Now, how difficult can playing a round of golf be, in the context of conflict? Let’s just consider some of the many dynamics that may occur now as these four begin to ‘play’ in these beautiful, peaceful and ‘fun’ surroundings!?!
• On most shots, Alex takes forever to actually swing at the ball, after all kinds of setting up, fidgeting, practice swings, adjusting whatever, staring at the ball… (driving Bob crazy)
• Bob, being the office gabber, doesn’t really know etiquette here (or in the workplace), so he just continues to talk as Susan sets up and swings… (Susan isn’t happy about this)
• Jackie’s cell phone rings right as Alex is in his backswing… (Can you picture Alex’s frown?)
• Bob doesn’t count his stroke, the one he moved from behind the bush, and boldly declares he got a 5 on that hole. Alex being one that plays precisely by the rules (in play, life and work) is extremely aggravated about this… (Trust issues developing with others)
• Susan loves to drive the cart as fast as she can, stopping and starting with a jerk as well; driving Jackie crazy, wanting calm and peacefulness… (Jackie’s not riding with Susan again)
• Susan washes her ball after every hole, and Bob, who typically plays the whole round with a soiled ball, ‘dogs’ her for taking time just to have a clean ball.… (Susan doesn’t appreciate it)
• Jackie always jumps up to hit first, even though it is not her turn… (Bob is perturbed)
• Bob walks across everyone’s putting-line’ not knowing the etiquette… (Mumbling happening)
• Alex, putts within 4 ft. and picks up his ‘gimmee’… (Others know he would have missed it)
• Bob has a cooler of drinks/snacks and trashes the cart,… (Of course Alex is a neat freak)
Annnd we’re only on the fifth hole! OK, got the picture? Of course nobody says anything, but just go away to tell someone else, and look for new partners! Yes,conflict is very natural and inevitable. Communicating and working with others are interpersonal-skills many don’t understand or practice well.
A leader needs to know this ‘stuff’ about people. Take care, Doug
...also posted on my Leadership Links of KC (LINKED IN Group)
CONFLICT DYNAMICS - Golf and the Workplace?
Think about individual and organizational conflict; people will inevitably be in conflict, accept it, it is a fact. Actually, the only ingredient necessary for conflict to exist, is that there be people ‘functioning together’. The issue may be anything, from implementing a new process at work, to how someone talks or acts, differences in views about life, habits/behaviors……and well, maybe even something as important as where we should place a wastebasket in the office.
Why is conflict so natural and inevitable? Some partial reasoning is that we work with people that we did not (or would not) possibly have chosen – if it had been our choice. Unlike other situations, (like church, school and/or some other social setting where we get to choose who we are with), at work it is rarely our decision. In those other situations, we can walk away at any time; this is not the same in the work environment. It should be noted here that the issue is not that we have conflict, it is that we have ‘unidentified, irritating but unresolved’ conflict.
Ok , so you think “yeah all that makes sense, but how does it connect to the golf world?”
>Thanks for asking <
Consider this scenario: Four people, (Bob, Susan, Alex and Jackie) decide to go play golf, and let’s just say they know each other fairly well, but not real well. Without any team or relationship-development or consciousness of conflict dynamics, they just take off on the first hole, assuming WE will just play well together naturally. This is remarkably similar to what people do in the workplace when thrown together, huh? Now, how difficult can playing a round of golf be, in the context of conflict? Let’s just consider some of the many dynamics that may occur now as these four begin to ‘play’ in these beautiful, peaceful and ‘fun’ surroundings!?!
• On most shots, Alex takes forever to actually swing at the ball, after all kinds of setting up, fidgeting, practice swings, adjusting whatever, staring at the ball… (driving Bob crazy)
• Bob, being the office gabber, doesn’t really know etiquette here (or in the workplace), so he just continues to talk as Susan sets up and swings… (Susan isn’t happy about this)
• Jackie’s cell phone rings right as Alex is in his backswing… (Can you picture Alex’s frown?)
• Bob doesn’t count his stroke, the one he moved from behind the bush, and boldly declares he got a 5 on that hole. Alex being one that plays precisely by the rules (in play, life and work) is extremely aggravated about this… (Trust issues developing with others)
• Susan loves to drive the cart as fast as she can, stopping and starting with a jerk as well; driving Jackie crazy, wanting calm and peacefulness… (Jackie’s not riding with Susan again)
• Susan washes her ball after every hole, and Bob, who typically plays the whole round with a soiled ball, ‘dogs’ her for taking time just to have a clean ball.… (Susan doesn’t appreciate it)
• Jackie always jumps up to hit first, even though it is not her turn… (Bob is perturbed)
• Bob walks across everyone’s putting-line’ not knowing the etiquette… (Mumbling happening)
• Alex, putts within 4 ft. and picks up his ‘gimmee’… (Others know he would have missed it)
• Bob has a cooler of drinks/snacks and trashes the cart,… (Of course Alex is a neat freak)
Annnd we’re only on the fifth hole! OK, got the picture? Of course nobody says anything, but just go away to tell someone else, and look for new partners! Yes,conflict is very natural and inevitable. Communicating and working with others are interpersonal-skills many don’t understand or practice well.
A leader needs to know this ‘stuff’ about people. Take care, Doug
Thursday, March 4, 2010
Where LEADERSHIP comes from...
Recently challenged an organization's HR with this question: Where did you or your management folks receive leadership training?
Consider the following possibilities:
>>>Your boss. Nice try, but you and I both know that it’s very likely your boss doesn’t possess much more skills or learning about leadership than you do! Perhaps this person has less expertise than you or has less tenure. Or conversely, this person has much more tenure than you. It’s still very likely that tenure won’t make much of a difference. Think about it, where did he or she get their leadership skills and wisdom? What developmental process did he or she undertake? Right you are, who knows! The reality is that your boss may have stumbled around trying to do his or her best just as you are. As you read this book, consider the possibilities if your past and present superiors had read this and practiced the concepts…
>>>Human Resources. Well this may be a resource for uncovering some workshops or resources that could be interesting. However, even if you find time to go, who is going to hold you accountable to develop those leadership behaviors and skills discussed in the training? Learning doesn’t work that way. Years of behaving don’t just suddenly change because you heard that you should participate in a management workshop! I have been on the training end of this concept, and can tell you that if there is no follow-up mentoring, reinforcement, or coaching back at the office, this training makes no significant difference.
>>>Laments (bellyaching) from those you manage. Your staff is very capable of pointing out your flaws and all the stuff you aren’t doing well from their perspective. This may indeed provide some insight, but I am not convinced that this is about real development and behavioral change to become a more effective leader. Actually, since most managers experience this kind of input, and continue remaining ineffective, I am positive that this isn’t how we learn and change. Likely, your reactions to them are just about altering some behaviors at that moment in time to make this individual happy.
>>>Advice from friends and family. Good luck with this approach. These individuals may indeed be a decent source of input, but again I would encourage you to consider how they know anything about it? How much of what you are hearing is truly valuable and useful? This reminds me of Dave Ramsey (Christian financial speaker, radio & TV host), who makes the point about how illogical it is to get financial advice from people who are up to their ears in debt!
Where will you get yours?....or where did you get yours?
Consider the following possibilities:
>>>Your boss. Nice try, but you and I both know that it’s very likely your boss doesn’t possess much more skills or learning about leadership than you do! Perhaps this person has less expertise than you or has less tenure. Or conversely, this person has much more tenure than you. It’s still very likely that tenure won’t make much of a difference. Think about it, where did he or she get their leadership skills and wisdom? What developmental process did he or she undertake? Right you are, who knows! The reality is that your boss may have stumbled around trying to do his or her best just as you are. As you read this book, consider the possibilities if your past and present superiors had read this and practiced the concepts…
>>>Human Resources. Well this may be a resource for uncovering some workshops or resources that could be interesting. However, even if you find time to go, who is going to hold you accountable to develop those leadership behaviors and skills discussed in the training? Learning doesn’t work that way. Years of behaving don’t just suddenly change because you heard that you should participate in a management workshop! I have been on the training end of this concept, and can tell you that if there is no follow-up mentoring, reinforcement, or coaching back at the office, this training makes no significant difference.
>>>Laments (bellyaching) from those you manage. Your staff is very capable of pointing out your flaws and all the stuff you aren’t doing well from their perspective. This may indeed provide some insight, but I am not convinced that this is about real development and behavioral change to become a more effective leader. Actually, since most managers experience this kind of input, and continue remaining ineffective, I am positive that this isn’t how we learn and change. Likely, your reactions to them are just about altering some behaviors at that moment in time to make this individual happy.
>>>Advice from friends and family. Good luck with this approach. These individuals may indeed be a decent source of input, but again I would encourage you to consider how they know anything about it? How much of what you are hearing is truly valuable and useful? This reminds me of Dave Ramsey (Christian financial speaker, radio & TV host), who makes the point about how illogical it is to get financial advice from people who are up to their ears in debt!
Where will you get yours?....or where did you get yours?
Recently challenged an organization's HR with this question: Where did you or your management folks receive leadership training?
Consider the following possibilities:
>>>Your boss. Nice try, but you and I both know that it’s very likely your boss doesn’t possess much more skills or learning about leadership than you do! Perhaps this person has less expertise than you or has less tenure. Or conversely, this person has much more tenure than you. It’s still very likely that tenure won’t make much of a difference. Think about it, where did he or she get their leadership skills and wisdom? What developmental process did he or she undertake? Right you are, who knows! The reality is that your boss may have stumbled around trying to do his or her best just as you are. As you read this book, consider the possibilities if your past and present superiors had read this and practiced the concepts…
>>>Human Resources. Well this may be a resource for uncovering some workshops or resources that could be interesting. However, even if you find time to go, who is going to hold you accountable to develop those leadership behaviors and skills discussed in the training? Learning doesn’t work that way. Years of behaving don’t just suddenly change because you heard that you should participate in a management workshop! I have been on the training end of this concept, and can tell you that if there is no follow-up mentoring, reinforcement, or coaching back at the office, this training makes no significant difference.
>>>Laments (bellyaching) from those you manage. Your staff is very capable of pointing out your flaws and all the stuff you aren’t doing well from their perspective. This may indeed provide some insight, but I am not convinced that this is about real development and behavioral change to become a more effective leader. Actually, since most managers experience this kind of input, and continue remaining ineffective, I am positive that this isn’t how we learn and change. Likely, your reactions to them are just about altering some behaviors at that moment in time to make this individual happy.
>>>Advice from friends and family. Good luck with this approach. These individuals may indeed be a decent source of input, but again I would encourage you to consider how they know anything about it? How much of what you are hearing is truly valuable and useful? This reminds me of Dave Ramsey (Christian financial speaker, radio & TV host), who makes the point about how illogical it is to get financial advice from people who are up to their ears in debt!
Where will you get yours?....or where did you get yours?
Consider the following possibilities:
>>>Your boss. Nice try, but you and I both know that it’s very likely your boss doesn’t possess much more skills or learning about leadership than you do! Perhaps this person has less expertise than you or has less tenure. Or conversely, this person has much more tenure than you. It’s still very likely that tenure won’t make much of a difference. Think about it, where did he or she get their leadership skills and wisdom? What developmental process did he or she undertake? Right you are, who knows! The reality is that your boss may have stumbled around trying to do his or her best just as you are. As you read this book, consider the possibilities if your past and present superiors had read this and practiced the concepts…
>>>Human Resources. Well this may be a resource for uncovering some workshops or resources that could be interesting. However, even if you find time to go, who is going to hold you accountable to develop those leadership behaviors and skills discussed in the training? Learning doesn’t work that way. Years of behaving don’t just suddenly change because you heard that you should participate in a management workshop! I have been on the training end of this concept, and can tell you that if there is no follow-up mentoring, reinforcement, or coaching back at the office, this training makes no significant difference.
>>>Laments (bellyaching) from those you manage. Your staff is very capable of pointing out your flaws and all the stuff you aren’t doing well from their perspective. This may indeed provide some insight, but I am not convinced that this is about real development and behavioral change to become a more effective leader. Actually, since most managers experience this kind of input, and continue remaining ineffective, I am positive that this isn’t how we learn and change. Likely, your reactions to them are just about altering some behaviors at that moment in time to make this individual happy.
>>>Advice from friends and family. Good luck with this approach. These individuals may indeed be a decent source of input, but again I would encourage you to consider how they know anything about it? How much of what you are hearing is truly valuable and useful? This reminds me of Dave Ramsey (Christian financial speaker, radio & TV host), who makes the point about how illogical it is to get financial advice from people who are up to their ears in debt!
Where will you get yours?....or where did you get yours?
Wednesday, March 3, 2010
Monday, March 1, 2010
Sunday, February 28, 2010
Saturday, February 27, 2010
Pastor/Church Leadership
Just as CEOs, Presidents and Managers in the workplace cannot ‘do it alone’, neither can the Church Pastor. And just as in the business world, ineffective leadership and leadership staffs hold back ‘productivity’ in the church…whatever productivity means to you?
Whether a Manager in the workplace or a Pastor in the church, leadership doesn’t just come naturally. In either case, the leader achieved this role in life due to his/her own passion, calling, experience, knowledge and/or other expertise. Nothing necessarily occurred in their natural progression to develop necessary leadership and management skills. This void hurts the productivity and growth of the business and the church as well.
Experience working with both worlds assures me that there is little difference in the dynamics, needs and solution. The organization (church) is being held back due to this lack of understanding leadership and how to practice it. Leadership is again, assumed ‘stuff’ that all possess…how’s that working out for you . This assumption is 95% of the time, flawed thinking. This is not about personal leadership skills, but leadership that is involved with actually leading people, teams, organizations and churches.
The natural evolution of leaders and teams that report to them, is the initial reliance on and belief that the leader has the marketplace on the best ideas, thoughts and solutions. Unfortunately, in many cases, the leader thinks this also! This can be decisions as small as how to arrange chairs at a Prayer breakfast or as large as next years budgeting! The leader is looked upon for all decisions. Stagnation, plateau-ing and doing things the same ol’ way occur and decline in every sense, likely is on the horizon. At worst, and more the reality is a dropoff in attendance and involvement, poor morale, conflict, relationships dwindling, personal agendas, cliques, distrust, etc. You get the picture huh
- been there, done that maybe?
Leadership skills, practices and behaviors are not natural by-products of people putting in time and gaining experience. It just doesn’t happen that way. Even in positive times, where growth is occuring, people are happy, people are getting help, involvement is good, etc….effective leadership is not necessarily the reason. In many instances, sooner or later, this natural momentum just begins to slow down, and now is when untrained and ineffective leadership begins to become visible. Until then, the thinking is that we have great leadership….the people AND the leaders both fall into believing this, but sooner or late, reality will set in.
Business and organizations of all types experience these same dynamics and suffer in much the same way. The leader and/or leadership team’s flaws become evident, and just as in most all organizations, this is when leadership, relationships, communication, teamwork, conflict, managing, etc all suddenly become a priority! Where were your leaders to get this stuff anyway:
• Facilitating problem solving
• Visioning and gaining buy-in
• Managing and resolving Conflict
• Building relationships and teams
• Growing people
• Project management
• Understanding and improving systems
• Teaching / Facilitation skills
• Building organizational trust
• Understanding, facilitating and implementing change
• Strategizing and goal-setting
Know a church or pastor who might need to consider all this? Is it all working well in YOUR church?
Take care and God bless, D. Booker
Whether a Manager in the workplace or a Pastor in the church, leadership doesn’t just come naturally. In either case, the leader achieved this role in life due to his/her own passion, calling, experience, knowledge and/or other expertise. Nothing necessarily occurred in their natural progression to develop necessary leadership and management skills. This void hurts the productivity and growth of the business and the church as well.
Experience working with both worlds assures me that there is little difference in the dynamics, needs and solution. The organization (church) is being held back due to this lack of understanding leadership and how to practice it. Leadership is again, assumed ‘stuff’ that all possess…how’s that working out for you . This assumption is 95% of the time, flawed thinking. This is not about personal leadership skills, but leadership that is involved with actually leading people, teams, organizations and churches.
The natural evolution of leaders and teams that report to them, is the initial reliance on and belief that the leader has the marketplace on the best ideas, thoughts and solutions. Unfortunately, in many cases, the leader thinks this also! This can be decisions as small as how to arrange chairs at a Prayer breakfast or as large as next years budgeting! The leader is looked upon for all decisions. Stagnation, plateau-ing and doing things the same ol’ way occur and decline in every sense, likely is on the horizon. At worst, and more the reality is a dropoff in attendance and involvement, poor morale, conflict, relationships dwindling, personal agendas, cliques, distrust, etc. You get the picture huh
- been there, done that maybe?
Leadership skills, practices and behaviors are not natural by-products of people putting in time and gaining experience. It just doesn’t happen that way. Even in positive times, where growth is occuring, people are happy, people are getting help, involvement is good, etc….effective leadership is not necessarily the reason. In many instances, sooner or later, this natural momentum just begins to slow down, and now is when untrained and ineffective leadership begins to become visible. Until then, the thinking is that we have great leadership….the people AND the leaders both fall into believing this, but sooner or late, reality will set in.
Business and organizations of all types experience these same dynamics and suffer in much the same way. The leader and/or leadership team’s flaws become evident, and just as in most all organizations, this is when leadership, relationships, communication, teamwork, conflict, managing, etc all suddenly become a priority! Where were your leaders to get this stuff anyway:
• Facilitating problem solving
• Visioning and gaining buy-in
• Managing and resolving Conflict
• Building relationships and teams
• Growing people
• Project management
• Understanding and improving systems
• Teaching / Facilitation skills
• Building organizational trust
• Understanding, facilitating and implementing change
• Strategizing and goal-setting
Know a church or pastor who might need to consider all this? Is it all working well in YOUR church?
Take care and God bless, D. Booker
Giving the WRONG person the Message...
Here’s a dynamic that I run into frequently in consulting/helping teams, office staffs, departments and/or organizations; even at the very top management levels!
COMMUNICATING MESSAGES (ISSUES) TO THE WRONG PERSON! This is indeed relevant to everyone of us—we’ve all seen it…done it…and had it ‘done’ to us as well! This goes on all the time, but if your team can control this one…enormous strides can be made toward increased teamwork, trust, less strife/conflict, more productivity and improved relationships all the way around.
Is it just part of human nature and inevitably going to be there?… probably, if that’s what you think and your teammates think!!! IT WON’T BE EASY, BUT FIXING IT IS POSSIBLE…it simply takes realization of the negative impact and a commitment by the team to change it.
As a facilitator, I see this within groups from top to bottom...
Situation: You have a problem with someone (what they said, what you thought they said, their opinion, something they did that impacted your world, etc…get the picture?) What do we typically do when this occurs? We go share it with someone else—a peer, a boss, everyone except the person who really needs to hear it!
[Starting to connect aren’t you… ?] Teammates (employees within the same office-under the same manager/supervisor) frequently will even take it straight to the leader. Think of the impact and fallout of doing things this way -- first of all, the person you are taking it to can do nothing but listen to you bellyache….what are you expecting them to do with it? If they go do something with it, then they have broken your trust!?! If you allow them (or push them to do it for you) all you are going to do is lose respect and your relationship with that individual.
Teams that are ready to fix this dynamic have to honestly sit down, look each other in the eye and say “we all have our gripes with each other for good reason, but why don’t we agree to start doing things in the right way in the right spirit…?” After all, if you tell me what your issue is or what you don’t like that I did or whatever, haven’t you actually done something positive regarding our relationship and the team overall? But we tend to take confrontation and disagreement as world-shattering stuff instead of the good that can be gained. If we can habitually do it in a respectful, tactful & non-confrontational way…it can drastically improve a team in ways we cannot even imagine.
As a facilitator and trainer, I frequently have this very same thing happen to me. After I have worked with a team (again even exec leadership teams do this stuff) for some period, I begin to see myself as one of the team. It never fails, that eventually someone will take issue with how I am performing or maybe an opinion that I express (as if I do not have a right to my opinion also, huh? :). Instead of taking issue with me and tossing it out there for the good of our relationship…the person shuts down, creating a barrier to any further learning or communicating on that person’s part…and then later, takes it to someone that wasn’t even there!!! YIKES, you've never done anything like this, have you ?
What I just described here, that happens to me is the very thing that people do to each other all the time. It tears down relationships, discourages communication, kills trust and makes life miserable for all around the issue. Not to mention all the wasted time that these kind of things end up taking,……because we took it through a cycle and circle of ‘the wrong people’.
“AS LEADERS, MENTORS AND TEAM MEMBERS, WE CAN HELP OTHERS BY STEERING THEM IN THE RIGHT DIRECTION (AFTER A FEW MOMENTS OF EMPATHETIC LISTENING OF COURSE). AND HOPE THEY WILL HAVE THE INSIGHT AND COURAGE TO RETURN THE FAVOR WHEN YOU COME CALLING!?!”
So who needs to hear a message in your world?... Take care, DOUG
COMMUNICATING MESSAGES (ISSUES) TO THE WRONG PERSON! This is indeed relevant to everyone of us—we’ve all seen it…done it…and had it ‘done’ to us as well! This goes on all the time, but if your team can control this one…enormous strides can be made toward increased teamwork, trust, less strife/conflict, more productivity and improved relationships all the way around.
Is it just part of human nature and inevitably going to be there?… probably, if that’s what you think and your teammates think!!! IT WON’T BE EASY, BUT FIXING IT IS POSSIBLE…it simply takes realization of the negative impact and a commitment by the team to change it.
As a facilitator, I see this within groups from top to bottom...
Situation: You have a problem with someone (what they said, what you thought they said, their opinion, something they did that impacted your world, etc…get the picture?) What do we typically do when this occurs? We go share it with someone else—a peer, a boss, everyone except the person who really needs to hear it!
[Starting to connect aren’t you… ?] Teammates (employees within the same office-under the same manager/supervisor) frequently will even take it straight to the leader. Think of the impact and fallout of doing things this way -- first of all, the person you are taking it to can do nothing but listen to you bellyache….what are you expecting them to do with it? If they go do something with it, then they have broken your trust!?! If you allow them (or push them to do it for you) all you are going to do is lose respect and your relationship with that individual.
Teams that are ready to fix this dynamic have to honestly sit down, look each other in the eye and say “we all have our gripes with each other for good reason, but why don’t we agree to start doing things in the right way in the right spirit…?” After all, if you tell me what your issue is or what you don’t like that I did or whatever, haven’t you actually done something positive regarding our relationship and the team overall? But we tend to take confrontation and disagreement as world-shattering stuff instead of the good that can be gained. If we can habitually do it in a respectful, tactful & non-confrontational way…it can drastically improve a team in ways we cannot even imagine.
As a facilitator and trainer, I frequently have this very same thing happen to me. After I have worked with a team (again even exec leadership teams do this stuff) for some period, I begin to see myself as one of the team. It never fails, that eventually someone will take issue with how I am performing or maybe an opinion that I express (as if I do not have a right to my opinion also, huh? :). Instead of taking issue with me and tossing it out there for the good of our relationship…the person shuts down, creating a barrier to any further learning or communicating on that person’s part…and then later, takes it to someone that wasn’t even there!!! YIKES, you've never done anything like this, have you ?
What I just described here, that happens to me is the very thing that people do to each other all the time. It tears down relationships, discourages communication, kills trust and makes life miserable for all around the issue. Not to mention all the wasted time that these kind of things end up taking,……because we took it through a cycle and circle of ‘the wrong people’.
“AS LEADERS, MENTORS AND TEAM MEMBERS, WE CAN HELP OTHERS BY STEERING THEM IN THE RIGHT DIRECTION (AFTER A FEW MOMENTS OF EMPATHETIC LISTENING OF COURSE). AND HOPE THEY WILL HAVE THE INSIGHT AND COURAGE TO RETURN THE FAVOR WHEN YOU COME CALLING!?!”
So who needs to hear a message in your world?... Take care, DOUG
Friday, February 26, 2010
Assumptions about YOUR workplace!
ASSUMPTIONS, my book series deals with!?!
Management is not about bad people; and a good person doesn’t necessarily make for a good manager.
Management and managers are marginally effective at getting productivity and results from their people. Effectively developed leadership makes a difference. This is not only a matter of low productivity, but also the primary cause for high organizational turnover.
Most people believe that leadership, relationship building and teamwork are simple concepts and common sense stuff. Most of us are never really taught these dynamics. The workplace assumes people will practice them effectively regardless. It makes no sense to expect people to perform without training first.
Increasingly, workplace leadership and teamwork worsen as the family deteriorates. In today’s culture, fewer people grow up with strong leaders in the home. Couple that with a deteriorating educational system and you have a culture of broken individuals who lack the people skills to manage effectively.
Many people 'exist' within a work environment that they do not appreciate, enjoy or care about. The result is less than stellar productivity on their part. Most folks complain about their job and their boss more than any other relationship.
'Management' and HR departments are for the most part ineffective and incapable of identifying, hiring, growing, mentoring and practicing leadership. This is logical, since they came from this same ineffective model (set of assumptions). If they don’t know it themselves, how can they fix it? ruh roh :)))
Ineffective communication is what most organizations focus on as their number one issue. In fact, 'ineffective relationships' is actually the biggest obstacle. Think about this one for a moment...
Culture is changed when leadership is changed. Attitude, climate, environment, values and morale are influenced and determined by those leading the organization.
Contrary to common belief, attitude is not completely a matter of choice. This is a cop-out used by managers with no leadership understanding and capability. The leader is capable of ruining someone’s attitude. Conversely, a leader can vastly improve someone’s attitude.
Organizations periodically address these flaws of leadership by trying every trick in the book, including fad programs, things like throwing FISH, having MICE MOVE CHEESE, PENGUINS falling off ICEBERGS, motivational speakers, pizza n’ picnics, team building workshops and every other imaginable gimmick to raise morale and productivity. Nearly everything is tried except the one thing that will truly cause sustainable change--organizational leadership development.
People do not naturally resist change. There is nothing natural about an immunity to change. Past ineffective leadership (work, bosses, school teachers, church, parents, etc.) has influenced this resistance. With no knowledge of change management, leaders just cram change down folks’ throats..
Managers are charged with the thinking and decision making, while those whom they supervise are charged with the doing. If managers continued to be hired based solely on what they know (about operations, business or service), this dichotomy will persist.
Ineffective/untrained organizational management impacts culture, productivity, teamwork, morale, and the bottom line to the tune of 'at least' 15%-25%.
>>>>What would addressing the people-system/leadership mean to your company, office, staff or team's bottom line?
Management is not about bad people; and a good person doesn’t necessarily make for a good manager.
Management and managers are marginally effective at getting productivity and results from their people. Effectively developed leadership makes a difference. This is not only a matter of low productivity, but also the primary cause for high organizational turnover.
Most people believe that leadership, relationship building and teamwork are simple concepts and common sense stuff. Most of us are never really taught these dynamics. The workplace assumes people will practice them effectively regardless. It makes no sense to expect people to perform without training first.
Increasingly, workplace leadership and teamwork worsen as the family deteriorates. In today’s culture, fewer people grow up with strong leaders in the home. Couple that with a deteriorating educational system and you have a culture of broken individuals who lack the people skills to manage effectively.
Many people 'exist' within a work environment that they do not appreciate, enjoy or care about. The result is less than stellar productivity on their part. Most folks complain about their job and their boss more than any other relationship.
'Management' and HR departments are for the most part ineffective and incapable of identifying, hiring, growing, mentoring and practicing leadership. This is logical, since they came from this same ineffective model (set of assumptions). If they don’t know it themselves, how can they fix it? ruh roh :)))
Ineffective communication is what most organizations focus on as their number one issue. In fact, 'ineffective relationships' is actually the biggest obstacle. Think about this one for a moment...
Culture is changed when leadership is changed. Attitude, climate, environment, values and morale are influenced and determined by those leading the organization.
Contrary to common belief, attitude is not completely a matter of choice. This is a cop-out used by managers with no leadership understanding and capability. The leader is capable of ruining someone’s attitude. Conversely, a leader can vastly improve someone’s attitude.
Organizations periodically address these flaws of leadership by trying every trick in the book, including fad programs, things like throwing FISH, having MICE MOVE CHEESE, PENGUINS falling off ICEBERGS, motivational speakers, pizza n’ picnics, team building workshops and every other imaginable gimmick to raise morale and productivity. Nearly everything is tried except the one thing that will truly cause sustainable change--organizational leadership development.
People do not naturally resist change. There is nothing natural about an immunity to change. Past ineffective leadership (work, bosses, school teachers, church, parents, etc.) has influenced this resistance. With no knowledge of change management, leaders just cram change down folks’ throats..
Managers are charged with the thinking and decision making, while those whom they supervise are charged with the doing. If managers continued to be hired based solely on what they know (about operations, business or service), this dichotomy will persist.
Ineffective/untrained organizational management impacts culture, productivity, teamwork, morale, and the bottom line to the tune of 'at least' 15%-25%.
>>>>What would addressing the people-system/leadership mean to your company, office, staff or team's bottom line?
Thursday, February 25, 2010
Wednesday, February 24, 2010
Tuesday, February 23, 2010
Monday, February 22, 2010
Sunday, February 21, 2010
Saturday, February 20, 2010
Friday, February 19, 2010
Thursday, February 18, 2010
Tuesday, February 16, 2010
Monday, February 15, 2010
Sunday, February 14, 2010
Saturday, February 13, 2010
Wednesday, February 10, 2010
Tuesday, February 9, 2010
Monday, February 8, 2010
Saturday, February 6, 2010
Workplace Team Potential
My experience and research tells me that the vast majority of workplace teams involve only about 30-50% of the people on the teams. Regardless of the reasons and there are reasons, this leaves 50-70% of the people not being actively involved in decisions, solutions, creativity, continuous improvement, morale-building, communications, etc.
This says to me that the potential value that the leader 'could' add to the team is huge! It is the leader that allows those 50-70% to remain in their cave, vs bringing them out and making the team truly demonstrate that PEOPLE ARE OUR MOST VALUABLE RESOURCE. Leaders are the difference makers or not.........
Booker
This says to me that the potential value that the leader 'could' add to the team is huge! It is the leader that allows those 50-70% to remain in their cave, vs bringing them out and making the team truly demonstrate that PEOPLE ARE OUR MOST VALUABLE RESOURCE. Leaders are the difference makers or not.........
Booker
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