leadership principles

Jim Collins at the Global Leadership Summit

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Jim Collins' message at this year's Global Leadership Summit was probably the one that I will chew on for the longest time.  There is so much in this to reflect on and begin applying immediately in becoming a great leader.  Collins is probably best known for his book Good to Great and has recently released the book Great By Choice.  Here are my notes from his session at the Summit:

Studied the differences in leadership behaviors from small to great company leaders Humility combined with will is the X factor to great leaders 3 distinctive leadership behaviors: 1)    Fanatic Discipline 2)    Empirical Creativity 3)    Productive Paranoia Fanatic Discipline Standard performance to hit What is your 20 mile march?  To turn good intentions into great results. 20 mile march can be personal.  Commitment to quiet time, reading, etc. 20 mile march can apply to relationships. 20 mile march is about consistency. Ask the question: what do we need to do today? The signature of mediocrity is not an unwillingness to change, but is chronic inconsistency. Discipline alone is not enough. Empirical Creativity Fire bullets then fire cannonballs Comparison leaders don't fire enough bullets Blend creativity and discipline. Creativity is natural, discipline is not. The challenge is not to become creative, but to get rid of the stuff that gets in the way of our creativity.

Productive Paranoia Great companies ran 3 to 10 times the cash reserves of comparable companies It is what you do before you are in trouble so that you can be strong when people most need you. SPaC- Specific, Methodical, and Consistent The greatest danger is not failure, it is being successful without knowing why you are successful in the first place. Preserve the Core and Stimulate Progress

What is my responsibility to get the most out of this unexpected event? How do you make the most of it rather than squander it? How to get the most out of every moment and every event.

Greatness is a matter of conscious choice and discipline.

What is a great organization? 1)    Superior performance relative to your mission 2)    Makes a distinctive impact (what would be lost if we disappeared?... if your church went away, who would miss you?) 3)    Achieves lasting endurance beyond any one leader (an organization is not truly great if it cannot be great if it cannot be great without you)



Here are links to my Notes from the other speakers at the 2012 Summit:


Bill Hybels


Condoleeza Rice


Craig Groeschel


Bill Hybels at the Global Leadership Summit

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The highlight for me every year at Willow Creek Association's Global Leadership Summit is always Bill Hybel's opening message.  His transparent leadership and passion for the Church is truly inspiring and has shaped so much of the leader that I am striving to become.

This year was no different as he talked about innovating in the future as well as transparency about the future succession plan at Willow Creek Community Church.  Here are some of the notes I took from Hybels opening message at the Summit:


Everyone wins when a leader gets better If you want to see more trees, plant more seeds We need to sow a lot more seed! News seeds being planted at Willow:   "Getting started at Willow"- 1st timers class      Micro communities within worship services based on sections Stop sowing the same kind of seed Always stay experimental! Become an incessant tinkerer Trees are worth it! Transformed lives and eternities are worth it You are the most difficult person that you will ever lead Your most valuable asset is your energy and your ability to energize those around you You cant Sprint for 6 months, but you can for 6 weeks    - Create a list of the 6 most important things you want to focus on over the next 6 weeks Put energy bursts each day about overcoming these challenges What new initiatives will you move ahead in the next 6 weeks? God didn't make you a leader to respond to stuff all day, but to move stuff ahead!

Succession Planning Planning Phase- whose job is it to chose the successor?  what is the time frame? how will the pastor be honored? will that pastor still have a role? Internal Phase- find an internal successor External Phase- if an internal candidate does not work then look for an external Succession- 18 months succession transition Board members need to understand how emotionally connected Senior Pastors are to their church Set up our churches so that they are stronger after we leave them than they ever were when we were leading them. Leaving Willow debt free with cash reserves so that the next leader can soar with no limitations. Soaking in every moment that he gets to lead- What a privilege it is to be a leader Have you thanked God recently for the privilege to lead?



Here are links to my Notes from the other speakers at the 2012 Summit:


Jim Collins


Condoleeza Rice


Craig Groeschel