Category Archives: Vision

Do You Feel Like You’ve Been Run Over by Change?

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Note: During the current “stay-at-home” mandates and other restrictions in place across the country, I am diving back into 11 years of posts, articles, and reviews across my different websites to bring back timely information for today.

 

In the hyperactive world we live in today, you’re either going forward or going backwards – but you’re never standing still.

Based on that premise, a lot of organizations, churches included, are going backwards. 

Historically, organizational leaders didn’t have to worry about fundamental paradigm shifts. They could safely assume that their basic business model, their way of doing things, would last forever. Over the last few decades, that thought has not only gone by the wayside, it’s been blown to the side of the road by in increased speed of, well, life.

In the case of the church, the paradigm was loyal pew-warmers who showed up each week, sat passively through the same unvarying service, dropped five dollars into the offering plate as it passed, and politely shook the pastor’s hand as they headed off for Sunday lunch.

Repeat next week.

But as we have found out over the last few decades weeks, organizational models aren’t eternal. Increasingly, we have witnessed profound paradigm shifts in the world of business, where rigid adherence to one particular model causes the organization to atrophy when its model no longer works – or at least, works well.

What’s true for the world of physics works in the world of organizations as well – over time, entropy increases. As Gary Hamel writes in What Matters Now:

Visionary leaders pass the baton to steadfast administrators who milk the legacy business but fail to reinvent it. The bureaucrats extrapolate but they don’t rejuvenate. As the years pass, the mainspring of foresight and passion slowly unwinds. The organization gets better but it doesn’t get different, and little by little it surrenders its relevance.

Recognize the Church anywhere in that statement? Better yet, do you recognize your church in that statement?

As Christianity has become institutionalized it has become encrusted with elaborate hierarchies, top-heavy bureaucracies, highly specialized roles, and reflexive routines.

Your church won’t regain its relevance until leaders chip off those calcified layers and rediscover its sense of mission.

 

Inspired by Gary Hamel’s What Matters Now as part of my research in preparation for a presentation at WFX Atlanta 09/19/12

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What’s Your Organization’s Creation Story?

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Will Mancini, founder of Auxano and Younique, writes about the importance of leadership stories here. He believes that storytelling and understanding the nuances of story will help leaders in the daily ebb and flow of communication. The first, appropriately, is your organization’s creation story.

As a leader, you should know more about the creation story of your organization than anyone on the planet. What are the circumstances—passions, problems, and people—surrounding how the organization got started to begin with? 

Mastering the richness of the creation story will help in two major ways. First, it will hold insight into the unique culture of the organization and therefore future decision-making and vision. Second, your mastery of the story itself will bring tremendous credibility with people when initiating change.

With a passion of Disney history, I’m always grateful to visit Disney properties and immerse myself in the stories and culture of Walt Disney and the “kingdom” he began. During a recent multi-day visit to California, I had the opportunity to visit Disneyland several days, experiencing both the familiar and new perspectives.

Take this image, for example:

 

In talking with current Cast Members, Tour Guides, and former Imagineers, various stories were given as to the origin of Disneyland:

  1. It was Walt Disney’s fascination with trains, beginning as a boy, that led him to first create a scale model railroad in his backyard. Not satisfied, he begin to develop an ever-growing park that would include a railroad. When Disneyland opened in 1955, the first object you saw approaching the park was a train station, and a 5/8 scale railroad encircled the park.
  2. Saturday’s were “Daddy’s Day,” and Walt often took his daughters to play in nearby parks. While sitting on a bench in Griffith Park, Walt imagined what a park would look like that would allow both parents and children to be immersed in a story-rich, safe, clean park.
  3. Fascinated by miniatures, Walt began a hobby of crafting extremely detailed miniature items, building entire rooms filled with objects that were not only beautiful to look at, but fully functional. He envisioned a place to display these miniatures so that people from all over the country could enjoy them.
  4. By the late 1940’s-early 1950’s, Walt had grown tired of making animated pictures, and even his recent venture into live-action motion pictures left him dissatisfied. He imagined a place were people could actually be a part of a story, immersed in all the rich details that a “theme park” could provide.

What is the true origin of Disneyland?

I believe that all of the above contributed to the creation of Disneyland. And the common denominator of all of them?

Passion.

> What about your organization?

ACTION STEP: Write a one-page, 2-minute creation story talk. If you have any gaps in your knowledge, interview people in your organization until you know more than anyone else.

Capturing the Vision Lesson Behind Snow White and the Seven Dwarfs

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Frequent readers of this site know of my fondness (well, let’s call it what it is – extreme fanaticism) for the genius of Walt Disney and the amazing “kingdom” that bears his name. Recently, I’ve been researching the early history of animation at Disney through various sources, mostly first-person accounts of the animators from the 1930s.

When I had the opportunity, I also spent a few days in Anaheim, CA at Disneyland and Disney California Adventure. In a unique dining experience while talking with Cast Members, I was reminded again of the vision Walt Disney exercised to bring Snow White and the Seven Dwarfs to life.

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Tucked inside the entrance gates to Disney’s California Adventure is an iconic reproduction of the Carthay Circle Theater in Los Angeles. One of the most important theaters in the Golden Age of Movies during the Twenties and Thirties, it represents the premier of a tremendous achievement by Walt Disney – the first full length animated film, Snow White and the Seven Dwarfs.

Though we now view Snow White and the Seven Dwarfs as an animation classic, in the mid-1930’s the idea of a full-length “cartoon” was unheard of. Walt Disney took one of the biggest risks of his career, putting almost all of his resources – both business and personal – into the film. Called “Disney’s Folly” by most of Hollywood (and more than a few inside Disney Studios itself), the film opened to critical and financial success, paving the way for Disney to continue expanding his creative genius.

With critics becoming more vocal, Walt Disney knew he would have to inspire his team of artists and writers as never before.

The rest is history…

Ken Anderson, Art Director for Snow White, remembered it this way:

Walt approached a group of employees late one afternoon, gave each of them fifty cents, told them to grab dinner across the street and then return to the soundstage that evening. None had any idea of what Walt had in mind.

When they arrived and took their seats on wooden tiers at the back of the room, Walt was standing at the front lit by a single spotlight in the otherwise dark space.

Announcing that he was going to launch an animated feature, he told the story of Snow White, not just telling it but acting it out, assuming the character; mannerisms, putting on their voices, letting his audience visualize exactly what they would be seeing on the screen. 

He became Snow White and the wicked queen and the prince and each of the dwarfs.

Anderson said the performance took over three hours. One animator later claimed, “that one performance lasted us three years. Whenever we’d get stuck, we’d remember how Walt did it on that night.”

– Neal Gabler, “Walt Disney-The Triumph of the American Imagination”

But there’s more to the story…

Along about the same time, Disney demonstrated his vision in another way. The new medium of television, though in its infancy, was growing.

According to Keith Gluck, writing for The Walt Disney Family Museum,

Before Walt Disney even understood the new medium of television, he still had the foresight to invest in it. Walt had learned from dealing with shady characters in the past to pay close attention to contracts. When his distribution deal with United Artists was coming to a close, he chose not to renew. UA was insisting on the television rights to all Disney cartoons. “I don’t know what television is, and I’m not going to sign away anything I don’t know about,” Walt said. He ended up signing with RKO Pictures in late 1935.

Snow White and the Seven Dwarfs premiered in 1937, distributed by RKO Pictures. It was a smashing success, and was later given an honorary Academy Award for its groundbreaking achievements. It was no typical Oscar, either – the award instead was one statuette with seven miniature statuettes!

There’s one more piece to this vision puzzle…

Over a decade later, Walt’s interest in television began to develop. In 1948 he spent a week in New York with the specific purpose of watching and learning more about television. By the time he returned to the Studio, he was convinced it was just the forum to help promote his work. He even told Studio Nurse Hazel George, “Television is the coming thing.” While other movie studios were trying to think of ways to thwart the coming of television, Walt was gearing up to embrace it. 

 – Keith Gluck, The Walt Disney Family Museum

By being the first studio producer to become involved with the fledgling medium of television, Disney was able to leverage that partnership into a financing arrangement that allowed him to bring another dream to reality – Disneyland.

Walt had a grander vision of what his shows could do on ABC, and how they could be used to promote Disneyland. Despite pressure from the other studios, Walt and Roy Disney signed a contact with Leonard Goldenson of ABC, in which the network put up $500,000 in cash, guarantee $4.5 million in loans, and receive one-third ownership in Disneyland (which it later sold back to Disney).

– J. Jeff Kober, Disney’s Hollywood Studios: From Show Biz to Your Biz

With the opening of Disneyland in 1955, Walt’s vision and imagination took on a reality that people could see, hear, and feel – an experience that changed entertainment forever.

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Walt Disney’s Vision Lesson for Leaders Today

Walt Disney’s unique vision, personalized in the telling of Snow White, demonstrated in the far-reaching aspects of a contract, and brought to life at Disneyland, can be a model for church leaders today.

When God wants change, He affects the heart of the leader first.

To help people see the invisible, the leader must first understand how to unlock the imagination. How does the leader influence the imagination? Through metaphors, blended with the art of storytelling and question asking.

If the leader has any hope of painting a memorable picture of the future, it will be with the vivid and compelling language of metaphor – living language – that penetrates the soul as much as it illumines the mind.

– Will Mancini, Church Unique

What vision is burning inside of you, a vision that can captivate your team, influence the influential, and be brought to life in your community?

Why It’s Always Time to Go Back to the Drawing Board

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…a memo from Walt Disney, December 23, 1935, to Don Graham, Disney artist and teacher of animation classes to studio artists

Right after the holidays I want to get together with you and work out a very systematic training course for young animators, and also outline a plan of approach for our older animators.

The following occurs to me as a method of procedure:

Take the most recent pictures – minutely analyze all the business, action, and results, using the better pieces of animation as examples, going thru the picture with these questions in mind:

What was the idea to be presented?

How was the idea presented?

What result was achieved?

After seeing this result – what could have been done to the picture from this point on, to improve it?

 

To put that quote in context, by the early 1930s Walt Disney had built a successful cartoon studio and an empire on the shoulders of Mickey Mouse – but to make the leap from shorts to a feature film, he knew his artists had to develop further.

 

In the beginning, Walt himself drove his artists to the nearby Chouinard Art Institute, then expanded that educational effort by building his own in-house art school like none other.

The following quotes from Walt Disney put his actions into perspective:

The first thing I did when I got a little money to experiment, I put all my artists back in school. The art school that existed then didn’t quite have enough for what we needed, so we set up our own art school.

It was costly to set up training classes, but I had to have the men ready for things we would eventually do.

Walt Disney had a vision to do what no one had done before, and he knew that vision required resources that didn’t exist.

He didn’t give up – he created everything to complete his vision: actions that required invention, patents, training, and unbounded passion.

As a leader, what vision do you have? What resources do you need to bring that vision to reality – even the ones that don’t exist?

Do you need to create a culture of learning?

 

Before Ever After is a treasury of rare and unpublished lecture notes, photographs and drawings which reflect the culture of learning that Walt Disney curated to raise the level of his artists in preparation for their first feature: Snow White and the Seven Dwarfs. Walt hand-picked instructors from the renowned Chouinard Art Institute to hold classes on action and drawing.  He screened films for study.  He brought in talent from Architect Frank Lloyd Wright to choreographer George Balanchine to humorist Alexander Woollcott to teach and inspire his team.  The result is a stunning collection of transcripts and history which not only lay the artistic foundation for the animated art form, but also give us an intimate look inside the walls of Walt Disney’s studio during a seminal and profoundly creative moment in time.

From the authors:

To help rekindle the spirit of that time, we chose to share these transcripts in exactly their original form, printed on animation paper to be distributed to the crew. It is a treasure of artistic information and a series of historic document that should inspire artists, historians, and Disney fans alike, evoking the culture of learning that existed in a time when art, technology, and passion collided inside the gates of the Disney Studio.

 

inspired by Before Ever After: The Lost Lectures of Walt Disney’s Animation Studio, by Don Hahn and Tracey Miller-Zarneke

 

 

We Are Freed by Our Choices

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During a recent Auxano All-Staff call, Auxano founder Will Mancini brought up a conversation that he, Auxano Managing Officer Jim Randall, and noted church consultant George Bullard had that revolved around a book by Jim Collins – How the Mighty Fall – and its relevance to church and denominational settings today. This post from 2011 came to mind, so I’m reposting it today.

 

Here’s a quiz for you: What does this list of companies have in common? Xerox. Nucor. IBM. Texas Instruments. Pitney Bowes. Nordstrom. Disney. Boeing. HP. Merck.

Every one took at least one tremendous fall at some point in its history and recovered.

In every case, leaders emerged who broke the trajectory of decline and simply refused to give up on the idea of not only survival, but of ultimate triumph despite the most extreme odds.

Churches – and denominations – can go through the same cycle. During a conversation with a pastor today, he asked me what I thought about his church, and by extension, his denomination – in terms of success and failure. The lively discussion that followed reminded me of Jim Collins’ book “How the Mighty Fall, ” in which he examines the five stages of decline and comes to a surprising conclusion:

 Circumstances alone do not determine outcomes. We are not imprisoned by our circumstances, our setbacks, our history, our mistakes, or even staggering defeats along the way. We are freed by our choices.

The signature of the truly great versus the merely successful is not the absence of difficulty, but the ability to come back from setbacks, even cataclysmic catastrophes, stronger than before. Great nations can decline and recover. Great companies can fall and recover. Great social institutions can fall and recover. And great individuals can fall and recover. As long as you never get entirely knocked out of the game, there remains always hope.

A major source of Collins’ inspirations has been Winston Churchill, a lesson in life of how the mighty fall – and come back stronger than ever. One of his most famous and inspiring speeches occurred in the darkest days of World War II. Collins adapted and expanded it for his closing remarks in “How the Mighty Fall.” With apologies to both Churchill and Collins, here is a modification of that same speech for the church.

Never give in. Be willing to change tactics, but never give up your vision. Be willing to end failed ministry ideas, even to stop doing things you’ve done for a long time, but never give up on the idea of building a great church to reach people for God. Be willing to change the way you do ministry, even to the point of being almost unrecognizable with what you do today, but never give up on the principles that define your church’s vision. Be willing to embrace the inevitability of creative destruction, but never give up on the discipline to create your own future. Be willing to embrace loss, to endure pain, to temporarily lose freedoms, but never give up faith in the ability to prevail for the cause of Christ. Be willing to work together with other churches, to accept necessary compromise in the areas of non-essentials, but never-ever-give up your core vision and values.

Failure is not so much a physical state as a state of mind; success is falling down, and getting up one more time, without end.

 

 

 

 

Is Your Vision Caged on Paper?

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Most pastors will invest more time on preaching preparation for the next month than they will on vision communication for the next five years. How about you?

That quick experiment is a great way to introduce a special two-part SUMS Remix devoted to the visionary planning problems you must solve.

Will Mancini, founder of Auxano and author of God Dreams, has never had a pastor disagree with him about the simple time analysis above. Most quickly nod with agreement, and understand that something is not quite right about it.

Of the many reasons (let’s be honest… excuses) given, one of the most important is that no one has shown the pastor how to spend time on vision planning. That’s what God Dreams is designed to do. Central to the book’s process is the Horizon Storyline, a tool leaders can use to connect short-term action steps with the long-range dream, while leveraging the power of storytelling to make the plan stick.

Vision Planning Problem #1: You craft a vision statement, but it’s not meaningful enough to talk about after it’s been written.

 

THE QUICK SUMMARY – Illuminate, by Nancy Duarte

“THE PEOPLE WHO ARE CRAZY ENOUGH TO THINK THEY CAN CHANGE THE WORLD ARE THE ONES WHO DO.”

With these words, Apple Inc., and its leader, Steve Jobs, catalyzed a movement. Whenever Jobs took the stage to talk about new Apple products, the whole world seemed to stop and listen. That’s because Jobs was offering a vision of the future. He wanted you to feel what the world might someday be like, and trust him to take you there.

As a leader, you have the same potential to not only anticipate the future and invent creative initiatives, but to also inspire those around you to support and execute your vision.

In Illuminate, acclaimed author Nancy Duarte and communications expert Patti Sanchez equip you with the same communication tools that great leaders like Jobs, Howard Schultz, and Dr. Martin Luther King Jr. used to move people. Duarte and Sanchez lay out a plan to help you lead people through the five stages of transformation using speeches, stories, ceremonies, and symbols.

This visual and accessible communication guidebook will show you how Apple, Starbucks, IBM, charity:water, and others have mobilized people to embrace bold changes. To envision the future is one thing, getting others to go there with you is another. By harnessing the power of persuasive communication you, too, can turn your idea into a movement. 

Solution #1: The Horizon Storyline will teach everybody to use vision everyday.

A SIMPLE SOLUTION

As crazy as it seems, the problem listed above <<repeat problem>> is a common experience. The words become “caged” on paper after the vision retreat or committee meeting. The problem is that vision transfers through people, not paper.

The visionary leader must also be a cultural architect. Transforming the future is made possible because the cultural perspective is held in conscious view. While it’s possible to communicate your vision in many ways, the spoken word has the ability to grip hearts in a way no other medium can.

Only when you pull people together in a room are you able to create a unique opportunity for human connection. Speeches, stories, ceremonies, and symbols become your unique torchbearer kit to help communicate your dream in a compelling and desirable way, helping your travelers long for and help achieve it.

Deliver Speeches

When you deliver a speech, you have the opportunity to explain your ideas and directly address resistance to change. By contrasting the current situation (what is) with the improved reality travelers will enjoy if they embrace your dream (what could be), you’ll be able to make the future more alluring than the present.

Tell Stories

Whereas speeches structurally move back and forth between the present and the future, a story follows a single protagonist’s transformation. We remember stories because they connect our hearts and minds to an idea.

Hold Ceremonies

Ceremonies fulfill a need to express emotion collectively resulting in communal catharsis. Ceremonial acts help travelers envision new behavior or purge old mindsets so they can move forward unencumbered. Use ceremonies to mark important transitions to provide your troops the opportunity for community and commitment.

Use Symbols

Symbols are ordinary artifacts that take on meaning because they were part of a speech, story, or ceremony. They express ideas and emotions in concentrated form. Because of their resonance, symbols become the visual language of a social group. They express people’s thoughts, feelings, and values in a shorthand and sometimes highly charged way.

Nancy Duarte, Illuminate

A NEXT STEP

At your next leadership team meeting, break the team into four groups. Each group will write a compelling story describing what you would like the church to become in the next three to five years. Start the story with “Once upon a time,” and be sure to reveal heroes, villains, battles and victories.

Instruct the teams to utilize all four of the methods listed above. Be sure to give as much detail as possible.

When completed, do these three steps for each:

  1. Have each group read their story for the rest of the team.
  2. Ask the other teams to specifically name what possible outcome or reality described that they like best or get most excited about from each story.
  3. Start a list of short-term actions that are do-able first steps to see that dream become a reality.

Now prioritize the first four action initiatives, assigning a key leader and completion date to each. For more on developing short-term action initiatives refer to Chapter 17 in God Dreams.

Excerpt taken from SUMS Remix 47-1, published July 2016.

Part of a weekly series on 27gen, entitled Wednesday Weekly Reader

Regular daily reading of books is an important part of my life. It even extends to my vocation, where as Vision Room Curator for Auxano I am responsible for publishing SUMS Remix, a biweekly book “summary” for church leaders. Each Wednesday I will be taking a look back at previous issues of SUMS Remix and publishing an excerpt here.

The Dangers of Words Getting in the Way of Your Vision

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– A guest post by Auxano Navigator Bryan Rose

John F. Kennedy from Rice University at the dawn of the Space Age.
Dr. Martin Luther King Junior on the steps of the Lincoln Memorial.
Ronald Reagan in front of Berlin’s Brandenburg Gate.

All three of these iconic moments share one critical ingredient: words that created worlds. A language of vision has the power to move people to reach the moon, cross racial divides and tear down political walls. But, words can also get in the way.

Auxano has more than 13 years of walking alongside hundreds of church leaders seeking clarity of identity and direction. As a part of this team, I am more aware than ever of how the right vision language, or the lack thereof, can make all of the difference in the world. Here are 3 painful ways that I have seen words get in the way:

1. When there are too few vision words to foster alignment. Your leaders are leading to a vision. If you have not invested time and team resources into articulating identity and direction for your top level of leaders, their vision leadership is siloed and not shared. Conflicting ministry vision always leads to sideways energy and wasted resources. A senior leader with too few words likely spends more time mediating staff conflict than meditating on God’s preferred future. Jesus did not hesitate to paint a clear and detailed picture of the crucifixion, fueling sacrificial alignment in each disciple’s life from Pentecost forward.

2. When the vision words are too generic to inspire hearts. Safe vision language is actually dangerous to the health of your church. We live in a world of competing messages, in which skilled marketing practitioners move your congregation to buy their latest product or vote for their latest candidate. Many leaders fail to realize that their safe, yet sound words, either fly under the radar or over the heads of busy families and distracted people. Jesus never shied away from powerful words that struck the deepest nerve in the hearts of His listeners: “From now on I will make you fishers of men” wasn’t a slick marketing tagline, it was a vibrant and specific picture of His compelling calling.

3. When there are too many vision words to create confidence. The team cannot execute if the play keeps changing. Overhauling your language and vision with every new conference method or leadership mantra leaves your leadership confused. If everything changes every six months, why should they ever be involved to begin with? The fast-following leader’s desire for “new” starts to get old very quickly. Instead, seek to emulate Jesus as He consistently deployed a simple message of faith and repentance, to the point of rejection and ultimately, death.

Vision Headwaters is a two-hour trek designed to safely start the right conversations among your leadership. This engaging tool will calibrate your vision language using challenging assessment questions and memorable church-personality profiles.If you are not sure which, if any, of the above fits your church, you can be sure that the rest of your team does! To employ an honest assessment of your vision language, download your free copy of Auxano’s latest tool for break-thru leaders: The Vision Headwaters TeamUP 

In this TeamUP tool you will:
– Unpack your communication baggage in order to properly prepare for the vision journey ahead
– Plot your “Trailhead Type” using key waypoints of missional language and church age
– Step onto the clarity pathway with experienced trail guides cheering you onward

Don’t continue to let words get in the way of the world God is calling you to create!

Starting at the End

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TheImagineeringWorkout

inspired by and adapted from The Imagineering Workout, by the Disney Imagineers

– Peter Steinman, General Counsel, Disney Imagineering

Working from the back-end is finding the lessons that you don’t want to learn in the midst of your project. 

This practice of back-end visualization is essential to almost everything we do and can be adapted to any project. 

Next, consider how you could minimize these challenges so they do not negatively impact the project, and take necessary preventive action. This might be done through a contract, through people you might hire, materials you might use, or by adjusting a schedule.

Imagine all the reasonably possible outcomes of the project, select one that best meets your needs, think through all things that could delay, detour, or diminish your outcome and write them down.

Anticipating the possible outcomes of everyday decisions before you make them helps you avoid calamities, not to mention inconveniences.

WDVision

It takes a special kind of vision to see the end before the beginning.

“Of course he did,” recounted his wife Lillian. “If he had not seen it then, we would not be seeing it now.”

After being around Disney cast members for several days this week, the story of people lamenting the fact that Walt died before Walt Disney World was built was recounted several times.

Being onsite at a Disney theme park always heightens my awareness of Walt Disney and the vision he had to bring so much to our world – groundbreaking animation, the concept of the storyboard creative process, live action/animation  movies, and especially the concept of theme parks.

January 31, 2016

A celebration of National Backwards Day

Focus on the Ultimate to Make Your Vision Sharp

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What does it take to gain the focus required to become a truly effective leader?

The Apostle Paul had absolute focus on his mission – a focus that enabled him to let go of everything that was not critical to his mission. In Philippians 3:5-9, Paul willingly discarded his heritage, his lineage, his former legalism, and his past zeal in order to advance his mission.

Paul’s focus was so sharp that he discarded everything he once counted gain. But he goes beyond that: he counted everything as garbage for the sake of obtaining Christ.

Leaders who want to change the world need to have this same kind of sharp focus. The keys are priorities and concentration. A leader who knows his priorities but lacks concentration knows what to do, but never gets it done. A leader with concentration but no priorities has excellence without progress. But when leaders harness both, they gain the potential to achieve great things.

John Maxwell, writing in The 21 Indispensable Qualities of a Leader says that leaders base their decisions on a variety of things:

  • The Ultimate – First things first
  • The Urgent – Loud things first
  • The Unpleasant – Hard things first
  • The Unfinished – Last things first
  • The Unfulfilling – Dull things first

Paul exemplifies a leader who focused on the ultimate every day. How about you? To get back on track with your focus, work on these items:

  • Work on yourself: you are your greatest asset or worst liability
  • Work on your priorities: fight for the important ones
  • Work in your strengths: you can reach your potential if you do
  • Work with your colleagues: you can’t be effective alone

Focus on the ultimate, and your vision will become sharper.

 

inspired by and adapted from The 21 Indispensable Qualities of a Leader by John Maxwell

The 21 Indispensable Qualities of a Leader

Bring the Heat

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The ability to control the temperature of food involves a set of kitchen skills and food knowledge that, more than anything else, defines the excellence of the cook. An expertise in temperature control won’t turn poor ingredients into good ones, but it will determine much of what follows once the ingredients are in your house.

The Elements of Cooking, by Michael Ruhlman

 In other words, it’s all about heat.

courtesy aventarte.wordpress.com

courtesy aventarte.wordpress.com

 Bill Hybels, writing in axiom, has exactly this process in mind when he writes:

Anytime you see God-honoring values being lived out genuinely and consistently, it’s fair to assume that a leader decided to identify a handful of values and turn up the burner under them.

When you heat up a value, you help people change states.

  • Want to jolt people out of business as usual? Heat up innovation.
  • Want to untangle confusion? Heat up clarity.
  • Want to eradicate miserliness? Heat up generosity.

New “states” elicit new attitudes, new aptitudes, and new actions. It’s not rocket science – it’s just plain chemistry. Which is a lot about heat.

Leaders must determine what values they believe should be manifested in their organizations. And then put them over the flame of a burner by teaching on those values, underscoring them with Scripture, enforcing them, and making heroes out of the people who are living them out.

Over time, sufficiently hot values will utterly define your culture.

It’s time to bring the heat.