|
Here is our tentative schedule. We'll adapt it as necessary but it will give you a good idea of the journey ahead.
September 9 – Welcome & Overview (VARK) 16 – What Following Jesus Looks Like 23 – Making Of A Spiritual Leader& Six Types Of Leaders 30 – Wired / Introductions - Part 1 October 7 – Wired / Introductions - Part 2 & Honor 14 – Questions / Interview Questions 21 – Off (we recommend you use this night to meet with your mentors) 28 – Judgment Call / Grace & Truth – November 4 – Heart – 11 – Contacts – 18 – Encouragement & Thanksgiving Dinner @ Parkside 25 – Off (Happy Thanksgiving!) December 2 – Weakness – 9 – Music – 16 – Bible & Christmas Party @ Parkside 23 – Off (Merry Christmas!) 30 – Off (Happy New Year!) January 6 – Prayer – 13 – Rhythm – 20 – Off (we recommend you use this night to meet with your mentors) 27 – Delegation – February 3 – Camera – 10 – Health – 17 – Off (we recommend you use this night to meet with your mentors) 24 – Direction – March 2 – Flashlight – 9 – Rubber Band – 16 – Off (we recommend you use this night to meet with your mentors) 23 – Change – 30 – Vision – April 6 – Y5 – 13 – C4 – 20 – Off (we recommend you use this night to meet with your mentors) 27 – Generosity – May 4 - Off (we recommend you use this night for any final meetings with mentors) 11 – Graduation Potential Other Apps: Adaptation, Books, Priorities & Recreation 
 Thanks to Michael Evans for this article and summarizing the content ... Studies led a team of researchers to discover 4 primary personalities exist on teams. Pioneers value possibilities, and they spark energy and imagination on their teams. They believe risks are worth taking and that it’s fine to go with your gut. Their focus is big-picture. They’re drawn to bold new ideas and creative approaches. Guardians value stability, and they bring order and rigor. They’re pragmatic, and they hesitate to embrace risk. Data and facts are baseline requirements for them, and details matter. Guardians think it makes sense to learn from the past. Drivers value challenge and generate momentum. Getting results and winning count most. Drivers tend to view issues as black-and-white and tackle problems head on, armed with logic and data. Integrators value connection and draw teams together. Relationships and responsibility to the group are paramount. Integrators tend to believe that most things are relative. They’re diplomatic and focused on gaining consensus. This article is about how to effectively lead teams and increase team chemistry - especially if you have an overrepresentation of one of the personalities on your teams (balance is the key to awesome teams!)
Here is our tentative schedule. We'll adapt it as necessary but it will give you a good idea of the journey ahead.
September 12 – Welcome & Overview (VARK) - Steelers vs. Redskins Party 19 – What Following Jesus Looks Like 26 – Making Of A Spiritual Leader October 3 – Questions / Interview Questions 10 – Off - Leadership Pipeline Conference (we recommend you use this night to meet with your mentors) 17 – Wired / Introductions 24 – Judgment Call / Grace & Truth 31 – Contacts – November 7 – Heart – 14 – Thanksgiving Dinner @ Parkside 21 – Off (Happy Thanksgiving!) (we recommend you use this night to meet with your mentors) 28 – Weakness – December 5 – Bible – 12 – Christmas Party @ Parkside 19 – Off (Merry Christmas!) (we recommend you use this night as a make-up night with your mentors - if needed) 26 – Off (Happy New Year!) January 2 – Prayer – 9 – Rhythm – 16 – Off (we recommend you use this night to meet with your mentors) 23 – Encouragement / Honor – 30 – Direction – February 6 – Health – David & Amie 13 – Camera – 20 – Off (we recommend you use this night to meet with your mentors) 27 – Flashlight – March 6 – Rubber Band – 13 – Vision – 20 – Board Meeting / Change – 27 – Y5 – April 3 – Books / Priorities – 10 – C4 – 17 – Off (Easter) (we recommend you use this night to meet with your mentors) 24 – Generosity – May 1 – Conflict Management – 8 – Delegation – 15 – Recreation / Adaptation / Music – 22 – Graduation Here is the updated version of Todd's document from Monday night's discussion on delegation. Thanks Todd!
When it comes to delegating, I've heard people say that one moment they feel like they’re succeeding on the job, and then suddenly their supervisor drops a huge assignment on them, out of nowhere, offering little instruction on how to complete it. The experience leaves them disempowered, de-motivated, and defeated.
I think these thoughts from John Maxwell are helpful. How can a leader make sure her people feel empowered to complete the work delegated to them rather than crushed under its weight? Follow the Five-Step Equipping Process To be a good delegator obviously requires more than shouting “Look out below!” and dumping a bundle of tasks on your team. People need to be equipped for the job. Always remember, the goal of delegation is not only to accomplish a project, but also to develop people into more capable leaders. 1. Tell people what you want them to do. When you delegate a task to your people, make a point to help them capture your vision for what the completed task will look like. In addition, explain the purpose of the project, and how it connects to the big picture. 2. Show them what good performance looks like. Telling is not the same as training; people need to be shown a demonstration in order to grasp how to complete a task. 3. Let them do it. Listening is not the same as learning. People need interactive, hands-on experience to be equipped properly. 4. Observe their performance. As Ronald Reagan advised, “trust but verify.” Empower your people to excel, but don’t assume that delegation is done once you’ve trained someone on an assignment. You’re still responsible for its success. Monitor their performance and measure their progress, letting them know how they’re doing along the way and offering constructive feedback as needed. 5. Praise progress. What gets rewarded gets repeated. People quickly learn what gets applauded and what does not in your organization. Create an environment in your workplace that openly praises and rewards personal achievement. Zig Ziglar said, “The only thing worse than training employees and losing them, is not training them and keeping them.” Before you hand out your next project, make sure you've done your best to set your people up to succeed by empowering them to maximize their productivity and potential. |
AuthorDavid & Amie Kennard Archives
September 2019
Categories |
||||||
RSS Feed