Motivation – Daniel Pink
3rd drive – neglected – passion
Science of rewards – MIT
– mechanical skill the larger the reward, the harder the motivation
– cognitive skills, the larger the reward the poorer the motivation
Humans = machines: mechanistic
Humans = blobs: passive/inert
Neither of those are our default settings
3 key motivators
– good management
– Fed Ex days
– 20% project Google
– making progress is most motivating
– management – point it out
– feedback > goals > self-evaluation
– profit motive failing
– what pronouns do we use?
‘Can I change my organisation?’ NO. Wrong question. Try: ‘Can I change what I do tomorrow?’
Leader to Leader – Jack Welch
– energising people – vision
– getting people to ‘feel’ the vision
– tell a story
– tell them about the journey
– draw the people out
– learn from them
– getting things on the table
– top 20 – vital 70 – low 10%
– different salary & role
– A’s: generous & in-envious
– B’s: hard working
– C’s: cynics, no energy
The Land Between – J Manion
Egypt > Wilderness > Canaan
- LB – fertile ground for complaint
- LB – fertile ground for emotional breakdown
- LB – fertile ground for God’s provision
- LB – fertile ground for God’s discipline
- LB – fertile ground for transformational growth
Passion – TD Jakes
Leadership is always about transition.
Where you’re going iMontreal important than you .
Samuel knew protocol but then he encounters God.
Challenge them but don’t overwhelm them.
2 types of leaders:
– builders: Joseph
Confidantes – for you
Constituents – for what u r 4
Comrades – vs what you r vs
Problems & Tensions – A Stanley
Healthy if leveraged correctly makes you go further and faster
Some of these cannot be solved but managed
Which should and shouldn’t be solved
- Management & leadership
- Systems & flexibility
- Work & family
How do you know the difference?
1. Does it keep resurfacing? What if it does occur seasonal?
2. Mature issues on both sides?
3. Are the 2 sides interdependent?
• identify the tension
• create terminology
• inform your core
• continually give value to both sides
• don’t weigh in too heavily…
• don’t allow strong personalities to win the day
– don’t think ‘balance’ – think ‘rhythm’
Discern tensions that need to be managed vs problems to be solved
When Leaders Fall – A. Hamilton
Option – say nothing
Option – be evasive
Option – scarlet letter approach
Option – honesty, transparency, compassion
Staff covenant + policies
Meeting – staff – misconduct
Human beings wired for reproduction
Wired for intimacy/companionship
Add the ‘sin’ drive
We seem ‘safe’ – attractive to others
We are tired/spent – vulnerable
‘Maybe’ moment > ‘yes’ moment
- Remember who you are
- Recognize the consequences
- Rededicate your life
- Reveal your struggle to a wise friend
- Remove yourself from the situation
1 Thessalonians 5:3,5,7
Never Ever Give-up – J. Collins
Greatness not circumstance but discipline and choice.
Danger of failure
– Sick on the inside – deceptive
– 5 stages / antitheses
1. Hubris – outrageous arrogance – forgetting to fuel the primary passion; forgetting how you got there
!!! it is not about them !!!
!!! humility !!!
2. Undisciplined pursuit of ‘more’. Over reaching
!!! Get the right fantastic people on board !!!
3. Denial of risk and peril – the Stockdale paradox – faith facing brutal facts
4. Grasping for salvation
‘Greatness is a cumulative process.’
Financial and repetitional capital squandered.
!!! The great companies had a reason !!!
!!! Money and success not sufficient !!!
Don’t lose values but be willing to change. Practices can be changed. Preserve the core and stimulate progress.
!!! Not OR but AND !!!
TO DO LIST
1. Do your diagnostics
2. Count blessings
3. Questions to statements ratio – double it
4. Key seats filled with fantastic people
5. Diagnostic with team
6. Brutal facts
7. Have a ‘stop doing’ list
8. Define results and celebrate them – clucks on the leadership flywheel
9. Double your reach to young people by changing practices without changing your core
9. Get a new audacious goal
From Here to There – B. Hybels
1. Leaders move people from here to there: paint a picture of the future > passion.
Make the ‘here’ sound awful not just the ‘there’ sound wonderful….
Long before I H A D dr. MLK did many ‘we can’t stay here’ speeches
2. You need fantastic people move on:
character, competence, chemistry, culture (fit the unique environment for flourishing)
Different reactions to losing people: joy, sad, vomit… ‘you made us vomit’…
3. Mile-markets & celebrations
– vulnerability in the middle third
– refill their vision bucket
– put & celebrate mile markers
4. Whispers from God
– John 10:27
– Bible & Spirit