Last week’s post discussed the two factors that contribute to any individual’s level of openness to change: 1. Perceived need for change AND 2. Perceived feasibility of change . In continuing that topic, there are specific barriers that prevent one from recognizing the need for change. Consider these… (Wednesday will feature the barriers to perceived […]
Category: Leadership
Open to Change
An individual’s level of openness to change is based on two variables: . Perceived need for that change Perceived feasibility of that change Insistent: “We must change this and we can change this!” Hesitant: “We must change this, but can we?” Complacent: “We don’t need to change this even though we are able to.” Resistant: “We don’t need to change this and I don’t think […]
What’s your problem?
There are 2 simple reasons a person would move from Los Angeles to New York City. . The first exists when she sees the benefits of NYC, then sees by comparison the problems in LA, and finds NYC to be a better place to live. . The problem with this reasoning is that the benefits […]
Great conversations.
At least once a week, you have a great conversation with another member of your team. You talk about what could happen if only your team made that change or implemented that idea. But what ever becomes of those conversations? What would happen if those great conversations turned into great action? What if you actually created that change […]
Team Community 4: Collaboration to Community
The past few posts have focused on the process to team community and methods for transition between each stage of that process. Today, we’ll complete this series by focusing on the final transition.… This transition from collaboration to community requires the greatest shift in the perspective of team members. Their relationships, which have always been centered around […]
Team Community 3: Celebration to Collaboration
Last week, I shared the process to team community and we took a look at the transition between the first two stages of that process. Now, let’s look at the next transition, from celebration to collaboration. In celebration, team members have a felt desire for everyone to succeed in their individual task areas, recognizing the […]
Team Community 2: Cooperation to Celebration
On Monday, I described The Process to Team Community. The next few posts will focus on methods for transitioning between stages in that process. First up, the transition between Cooperation and Celebration. In cooperation, team members view working together as a bartering system of favors, with no genuine interest in one another’s task areas. In celebration, however, […]
The Process to Team Community
The process toward community on a work team is much different than that of social community. Social community consists of relationships thatВ begin with and are centered around a mutual interest individuals have in one another, with no greater purpose, goal, or project. It is generated by a completely people-oriented process involving relationships existent for nothing […]
Values Vocabulary
Every time a member of your organization speaks, your values are communicated. They may not quote a poster on your conference room wall, but they are talking about them. The principle is simple: we talk about the things that are important to us. We see this clearly in our personal lives. A proud father can’t […]
Cracking Your Church’s Culture Code
Recently, I was asked by Leadership Network to review a provided copy of Cracking Your Church’s Culture Code by Dr. Samuel Chand. With pastors’ shelves full of books on ministry vision and strategies, Dr. Samuel Chand gets to the heart of church leadership: culture. While vision and strategy are necessary components to any organization, culture provides […]