David and his army had been hiding in the cave of Adullam. He was fleeing an enemy, Saul. Many of life’s down-and-out had come and joined David’s army. David was content to stay in the stronghold of safety. Then, God’s prophet came to David and told him that he must leave the stronghold and go into the land of Judah.

“Do not stay in the stronghold. Go into the land of Judah” – 1 Samuel 22:5

When life beats down on you and you get to the place where you want to hide in a cave, and give up, God often places people around us who provoke us into moving in the right direction.

God does not want us to remain in the place of discouragement. He wants us to move into the land of “Praise.” Judah means “Praise.” Regardless of the situation, you may be facing now, in your business. You can’t retreat into-the-cave and stay stuck! You must keep moving! There are too many who are depending on you in the Kingdom. God is preparing each of us to be the vessel He wants to use in the life of another person, but we will never be that vessel if we give up and hide in our cave of discouragement.

There are too many who are depending on you in the Kingdom. God is preparing each of us to be the vessel He wants to use in the life of another person, but we will never be that vessel if we give up and hide in our cave of discouragement.

Not only must we keep moving, we must move into a new realm, a higher place! Our attitude must move from discouragement to praise!

It is when we move past discouragement to praise that we begin living above our problems.

Make a decision today to go into the land of Judah!

Lifting people’s spirits, especially children is important. All great leaders have this “touch.” Effective leaders understand, what gets rewarded gets repeated. In other words, don’t reward everybody the same .

“Reward the behaviour you want to be repeated,” is a fundamental principle in life. Even ebucks don’t reward everyone the same, only the behaviour they want to be repeated. This principle applies whether you are encouraging people in a team, organisation or your children.

By doing so, you are communicating the behaviour that the non-producers need to recognise and learn to demonstrate to help the organisation to achieve success. It’s important not only to reward profitable behaviour but to communicate clearly exactly what you expect to the low performers.

While it is important, to praise people, I also believe that you have to base your praise on truth.

Here’s an approach you can use to encourage and lead others:

  • Value people,
  • Praise effort,
  • Reward performance.

Treat everyone equal but not the same. If non-performances get rewarded the same as high-performers, what’s the point of performing?

Make sure you know who you performers are and reward them accordingly.

At the beginning of every season, thousands of coaches of athletes and leaders of teams gather to discuss their goals.

A goal matches every moment of your existence to a purpose you would pursue.

 

“Without revelation people run wild.” – Proverbs 29:18

 

But what if there were one thing that would improve your team in incredible ways? What if one word could mean the difference between failure and victory?

Goals and planning are intensely shared and diligently detailed down with anticipation and excitement. It’s an experience filled with energy, hope and optimism.

The problem is that after a few defeats, the positive energy and optimism felt at the beginning of the season, or the year, gives way to the reality of the challenge and trials.

What was passionately written down, and shared with enthusiasm are likely to end up lost in the memory of your hard drive or garbage bin.

The problem is, we focus on the results rather than the process.

We develop “Do” goals instead of “Be” goals. It is the “Be” that sustains the “Do.” Many times, we can’t control the result. But we can control our effort, attitude and approach every single time.

So before you start jogging off with your long list of goals and developing strategic plans for your team, it is time to get One Word for your team and let it be a “driving force” that provides focus and clarity.

Get a God-word, not just a good-word! Personally, I felt God say to me, the word for my team for 2017 is, “Upgrade.” Synonymously, God’s saying, “Elevate,”, “Lift,”, “Increase,”, “Promote.”

This, one-word concept, is how I choose to keep myself and my teams motivate and focused, over the next 12 months.

As a leader, the one-word vision is your responsible to receive from God. If you do and share it with your staff, there will be clearer focus, sustained commitment, unprecedented responsibility from everyone on the team. If not, the team will become easily distracted, unproductive, selfish, blame others, and make excuses when things don’t go as planned.

So what is going to be, the one word for, one season for one team?

One Word for the team can become a unifying force, in a divided team.

So at the start of this season, or at the kick-off meeting, do what everyone does, share your goals and strategy, but also do something different. Encourage your team to discover their One Word that will drive them to play harder, care deeply, focus more, and accomplish your goals and plans and even surpasses it!

One Word From God Can Change Your Life!

“Upgrade,”

Vision is our alarm clock in the morning and caffeine in the evening. Vision is the criterion against which all behaviour is measured and nothing touches the heart like it!

The authors of “The Flight of the Buffalo” (Warner Books, 1993) wrote, “Vision is the beginning point for leading the journey. Vision focuses. Vision inspires.” I find this to be so true.

Steven Covey has written, “All things are created twice,  first, there is the mental creation and then the physical creation.”  If we have seen it before we can shape it into reality. Vision is, therefore, the bridge between the present and future reality.

But, for any vision t materialise, you got to make it ‘sticky.’  That is the responsibility of a leader.

 

5 Steps For Ensuring that Vision is Caught:

 

#1. Keep The Vision Simply

 

A good vision must be short, concise and memorable.

 

Too many organisations make the mistake of trying to include everything in their vision statement. As a result, it ends up being too long, to be easily stated or remembered. A simple, concise vision can be very compelling, even if it needs some further explanation, and is much more likely to be effective than a longer, more complex one.

 

 

#2. Cast The Vision Convincingly 

 

Nothing is more pathetic than a passionless visionary.

 

Your ability to consistently cast the vision often comes down to the ability to concisely and clearly articulate the vision. Once the vision has been distilled down to a brief, concise, and memorable form, it must be communicated in a compelling way.

Below is a 3 step process to assist you:

 

  • Define the problem in a way that creates dissatisfaction with the present situation in the people you work with.

 

  • Offer a solution to the problem that invites their response and involvement.

 

  • Presenting a compelling reason why action needs to be taken, and taken immediately.

 

“If you haven’t defined the problem, determined a solution, and discovered a compelling reason why now is the time to act, you aren’t ready to go public with your vision.

 

#3. Consistently Communicate the Vision

 

If we want the vision to stick, we have to repeat it multiple times, in multiple ways, in many different venues and forums, and in many different forms.

 

Mentioning your vision once isn’t going to cut it. We need to find ways of subtly (and not so subtly!) reinforcing the vision in not only large groups but in small groups, at leaders meetings, in our one-to-one appointments. To make vision stick, it must be repeated often, and regularly. Unless the vision is branded upon your heart, this will it be possible.

 

 

 

#4. Celebrate Those Who Model the Vision

 

One of the best ways to reinforce the vision is to celebrate real life example of your vision being lived out in the real world “What is celebrated is repeated.

 

The behaviours that are celebrated are repeated. The decisions that are celebrated are repeated. The values that are celebrated are repeated. If you intentionally or unintentionally celebrate something that is in conflict with your vision, the vision won’t stick.

Too often, organisations highlight and celebrate things that conflict with the vision, or simply have nothing to do with advancing the vision. Find ways of recognising individuals who are living out the vision. Find ways to celebrate even minor steps of progress towards the vision.

 

 

 

#5. Embrace and Model the Vision Personally

Followers don’t buy into the vision, they buy into the leader/s.

 

“If the leaders won’t do it, who will?”  The idea was that we couldn’t ask people to do things that we weren’t first committed to doing ourselves. Your willingness to embody the vision of your organisation will have a direct impact on the organisation.

 

“It is the responsibility of the leader to ensure that people understand and embrace the vision.”

– Andy Stanley

 

If you are not living out the vision yourself, you are going to have a hard time making it stick after all people do what people see.

How do you know when people have caught the vision?

The simplest test is this: Those who catch the vision are able to cast the vision.


Have you moved from a “customer” to “salesman of the vision?”

 

Rey, my darling wife understands the one big need of children on their first day back to school —they want to FIT IN!

As a parent, one cannot neglect ANY detail -from inscribing names on colour pencils (sounds familiar) to finding out what the correct dress code is, (if there is one.)

In this way, they can have all the required clothing, backpacks, lunch boxes (Spiderman or Moana themed,) and supplies purchased in advance. No last-minute shopping — it only adds to stress at an already anxious time for both parents and children alike.

Children will experience “separation anxiety,” especially in families with a strong emotional attachment, (typically between the ages of 6–7 months to 3 years.) So it is important to parent up and be what they need, to help alleviate and further stress. 

 

 

Here are 7 Tips to Help Parents Prepare their Children for Going Back to School:

#1  Our girls have moved to a new school

To make it easier, we’ve visited the new school one month in advance. This allowed them, to get familiar with their classrooms, hallways, play area, public toilets and important offices such as the principal and their teachers.

#2  Find out if they have any friends 

If possible, find out if there are any friends, relatives or neighbors in their class or school. We are fortunate that the girls Sunday school teacher, is a teacher at their new school, and they have friends there.

Knowing someone makes the transition so much more smoothly, and a friend can create a buddy system.

#3 Do your parental homework

Do your homework: if possible, talk to the teachers, the principle in advance. Show both your interest and your goodwill. Tell them of any concerns you have in regard to your children’s health, and apprise them of any learning difficulties in advance.

#4  Have a bedtime story 

 

Start a bedtime schedule one week in advance of school so that your child gets at least 10 hours of sleep at night. As an adult, we know how cranky we get when we are tired, and so do our children. Remember that they don’t have our coping skills. Getting to back into a routine is not easy, but necessary.

 

#5  Saftey comes first

 

A ‘safety first’ attitude is a very important part of preparing for the first day of school. Young children should know their name, how to spell it, their telephone number and one their parent’s cell numbers.

 

 

#6  Beat the bullies 

 

Teach your child the proper way in advance to deal with bullies by reporting them to either a teacher or counselor and you.

 

 

#7  Beat the bullies 

 

Talk with your children about their feelings and invite them to participate in a conversation that gives them some sense of control.

 

A little preparation before the big day can go a long way in easing your child’s transition back to school.

It is important, to be patient with your children, never embarrass discount or demean your children’s feelings — be empathetic.

 

You Can’t Spoil Your Child With Love

 

It is important, to be honest with your children. Tell them you will miss them too — while encouraging them, that they will like school because it will give them new and exciting experiences and friends.

 

So Prepare in Advance!

 


Question: Which of the following 7 tips has helped you? Can you suggest some tips I may have overlooked?  Leave a comment below and share this post.     

 

The are seven spheres of society that shape the way we think. This is how culture is shaped, by the following 7 sectors: Religion, Family, Business, Government, Education, Arts and Entertainment.

 

 

God has a desire to win the nations back unto Him (Matthew 28:19, Revelations 21:26,) His strategy for reaching the nations and transforming societies; it is the marketplace, in each of these spheres.

 

All of this is the land which I, the LORD, promised to give to your ancestors, Abraham, Isaac, and Jacob, and to their descendants. Go and occupy it. Deuteronomy 1:8

 

Today, there is a paradigm shift in the Church -that is triggering a great awakening as Gods people are becoming aware that there is a mighty move of God in the workplace.

Men & women are becoming mindful of the fact that their work is their God given assignment. God has designed each person individually, with a unique mix of abilities, strengths, desires. God has an assignment for every individual. God’s assignment is the key that will unlock supernatural favour.

God never made a distinction between sacred and secular -this is the work of the enemy. 95% of the body of Christ are not employed by the church in “full-time ministry” so there must be a destiny for this 95%. In fact, the Hebrew word for “work” is “avodah” – which means “worship.” God sees our work as worship. The enemy knows that these 7 spheres (work) are prime real estate and will not relinquish it without a fight. Those people who occupy the high places have the tremendous influence.

For much too long have the Church incorrectly elevated the 5 Fold Minister more holy and committed than the person who is serving outside in a more secular environment. Yet, the call to the secular marketplace is as important as any other calling. God has to have His people in every sphere of life. Otherwise, many would never come to know Him.

Let him demonstrate His power through your life so that others might experience Him through you today and see your “work” as worship for God’s glory.

May you never devalue your work even if your product or service has no eternal value. The work of a doctor, entrepreneurs, salesman, technician or musician has value.

Therefore be excellent in whatever you do.

Those whom God will use in the Kingdom His marketplace ministers; are reliant on God’s Spirit, skilled and exemplify the spirit of excellence in their field.

 

Often we read or hear how others receive new positions, titles or authority, and we refer to them -as a “leaders.”

This conventional view of leadership assumes that leaders are the few people at the top of an organisation. We think that we become leaders when we reach a particular position, pay grade or level of seniority. Nothing could be more debilitating and further from the truth!

Leadership is not an actual position or title. Whether you’re the Founder of a Church, a CEO of a company, a president of a country, your title does not make you a leader.

‘All the effective leaders I have encountered – both those I worked with and those I merely watched – knew four simple things: a leader is someone who has followers; Popularity is not leadership, results are; leaders are highly visible; they set examples; leadership is not rank, privilege, titles or money, it is responsibility.’ – Peter Drucker

 

While position and authority provide you with the leverage to lead, it does not make you a leader. In fact, you don’t need a title to lead. Every day you can find examples of people with fancy titles that fail to demonstrate leadership. Leadership cannot be awarded, appointed or assigned.


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Leadership works much the same as respect. It’s something that’s earned not demanded! A leader from one of the largest church in North America, Bill Hybels says, “I believe that the church (including NGO’s) are the most leadership-intensive enterprise in society.” A lot of businesspeople are usually very startled, by this statement, but Bill is right.

Let me explain,  In most organisations, the person who has position has incredible leverage.

  • In the military, leaders can pull rank.
  • In business, bosses have tremendous leverage in the form of salary.

Most followers are pretty cooperative when their livelihood is at stake.

But in voluntary organisations, such as churches, you don’t have the leverage of a salary or a title, (positional leadership does not work in NGO’s.)

  • The only thing that works is leadership in its purest form –Influence!
  • Followers in voluntary organisations cannot be forced to get on board.
  • If the leader has no influence with his volunteers, then they won’t follow.
  • This a great truth to learn and implement if you are a leader of an organisation, especially a large one.

I recall sharing this principle with leaders of large organisation’s from several sectors in Lusaka, Zambia; I saw light bulbs going on all over the room!

Why?  This is Leadership!

Here is a great piece of advice I can give you:

  • If you are a businessperson and want to find out whether managers are capable of leading, send them out to volunteer their time in the community.
  • If they can get people to follow them while they’re serving at the Red Cross or their local church, then you know that they do have influence—and leadership ability.
  • If not, they are “positional leader,” and positional leadership doesn’t work in volunteer organisations and neither does it work in business.

 

In his book, “5 Levels of Leadership” John Maxwell, outlines how to be more than the “boss.”  He teaches, how to influence beyond a title, by understanding the five levels of influence.

 

The 5 Levels of Leadership:   
1. Position -People follow because they have to.

2. Permission -People follow because they want to.

3. Production -People follow because of what you have done for the organisation.

4. People Development -People follow because of what you have done for them personally.

5. Pinnacle – People follow because of who you are and what you represent.   

 

 


If you’d like a better understanding on, “5 Levels of Influence” for both you and your team and to increase your leadership culture, I’ll be honoured to help move you and your team up to the next level. As your leadership architect, my training will greatly benefit your organisation.
Click here MEDC4, I show you exactly how to do it, step-by-step!


Notice, the positional leadership is the lowest form of leadership but the most common form. A position is a poor form of influence. People follow a positional leader, because they have to, not because they want to. A danger of seeing leadership as a title, position or authority, is that it leads to dictatorships and fear. ­

Positional Leadership Results in the following Negative Outcomes:

  • Leading from position weakens essential relationships
  • Leading from position reinforces unfavourable political behaviour
  • Leading from position crushes the human spirit
  • Leading from position frustrates creativity and innovation
  • Leading from position erodes trust
  • Leading from position produces mediocre results
  • Leading from position feeds the ego
  • Leading from position destroys empathy for others
  • Leading from position increases employee turnover
  • Leading from position results in complacency

 

Positional leaders don’t see value in investing the time needed to create a shared vision that inspires others. The “us and them,” attitude, common among positional leaders, has crippled many organisations potential.

“The problem is that while authority can compel action it does little to inspire belief. Only leadership can do that. It’s not enough to get people to do what you want; they have also to want what you want, or any change is bound to be short-lived.” – Greg Satell

Another big impediment of seeing leadership as a position is that it undermines the development of others.

  • When we see, position as leadership, we falsely assume that leadership responsibility resides with the few people at the top of the organisation.
  • When this happens, leadership potential residing in others cannot be nurtured.
  • All flourishing organisations have one culture in common -leadership at every level.
  • One of the ways to increase your influence is to invest in others.
  • People will allow you to lead them because of what you have done for them, but a positional leader does not add value to others.

“Before you are a leader, success is all about growing yourself. When you become a leader, success is all about growing others.”

– Jack Welch

Leadership is not the exercise of control over others.  Leadership is the empowerment of oneself and others towards a shared vision.

Be a Leader of Influence!

 


Question: Have you identified tendencies of a positional leader in you or in your boss? How will you use this information to inspire change? Leave your comment below, and share this post.

 


Leaders take the initiative to make circumstances better, to increase levels of trust, communication, proficiency, productivity and profits.  Leaders is not about a position, a title or stature.

It is more about our willingness to steward our resources, relationships, and spheres of influence.

What have you received from God—Creativity? Wisdom? Energy? Favour? How are you using it to influence the world around you?

A 360 degree Leader leads in three directions: He or she leads ‘Up’ as they encourage and bless those above them and more importantly, lighten their leader’s load by being willing to do what others won’t.

Secondly, they lead across: as they contribute and a collaborator with leaders of leaders in the middle of an organisation. They help their peers achieve results; let the best idea win, and garner mutual respect. They develop and maintain credibility, and continually exert influence.

Lastly, a 360-degree leader leads down. They help people realise their potential, they become the strong role model, and encourage others to become part of a higher corporate vision. They stroll through the halls, transferring the vision, building relationships and rewarding for results.

Pray today for God, to open your eyes to the opportunities to make a difference in your spheres of influence. May the Spirit show you how to lead up, down, across, just as Jesus did, by serving in His Grace and for His Glory.

 

 

Focusing on ourselves and our interests at the expense of others (our teams, our employees,) will ultimately leave us isolated and ineffective.
Selfless people are always honoured.   In fact, one cannot be a successful and selfish at the same time. Unselfishness is the only attitude that will make us winners in the end.
 
So What’s the Formula? How can we become Less Selfish?
 
We become less selfish, the moment we highly value how others are gifted.  Everyone has some skill that makes them better than we are at something. No one has it all, and what God has given others is important to us. Each has a unique combination of signature strengths that gives them a great value. 
 
Become a leader who will value what others carry. That doesn’t mean that you have to deny the gift in you, what is means is, if you want to be a selfless leader, focus on developing the strengths of others.  
 
When we concentrate on improving our weakness, or that of others, we become average at our strengths. Building on employee strengths is a much more effective way in raising performance than trying to improve weaknesses. 
 
Here are 3 ways to Value the Gift in Others, and Build on the Strengths of Your Employees:
 
1. Help your team individually discover their strengths.
 
Don’t assume that your staff know their strengths. People often take their most powerful talents for granted. It is your responsibility as their leader to help them (your team) introduce themselves to themselves, (They will treasure you for this.)  
 
2. Apply individual strengths to achieve the team or organisation’s goals.
 
Once you’ve helped them individually, now focus on helping them as a team, to understand each other’s strengths and how these gifts united can make them highly proficient and improve teamwork. 
 
3. Assign team projects based on individual strengths. 
 
For example, a team member who has “Relator,” “Achiever,” and “Strategic,” as their core strengths, will do well in sales. But an “Intellection,” or “Harmonizer” cannot be made responsible for the sales force. So every task must be assigned based on individual’s strengths.  
 
The one-size-fits-all approach is rooted in selfishness because people are differently gifted, and it takes time, energy, resources and commitment to your team’s uniqueness and to develop them.   
 
If you are a business owner, entrepreneur, manager or team leader, remember this, nothing is more important than for a leader to focus less on himself (his success and promotion) and more on others. Great leaders are committed to developing their teams’ individual competencies. 
 
They know that by watching their teams develop their skills can be one of the most rewarding experiences in their career.

 


 
Question: Do you know your own strengths?  do you know your team’s strengths? What are you doing to develop yourself and the people around you? 
Leave your comment below, and share this post.

One of the most practical literature on the subject of leadership is Maxwell’s leadership philosophies.

John’s teachings have significantly impacted me along with countless of other throughout the globe. I’m privileged to be trained and certified as a coach and trainer and hold the honour of teaching and training his material, in five countries (I’d be happy to offer you and your team some training, please find details below?).

I’d like to take you on a brief journey on the 21 Laws of Leadership. Stephen Covey has defined it as, ‘The manifesto of his (Maxwell’s) teaching and life.”

These 21 laws, based on Maxwell’s book, “The 21 Irrefutable Laws of Leadership,” John conclusively defines leadership, uniquely augments compelling principles on how anyone can become a leader of influence.

John asserts that the more of the laws you master, the better leader you can become.

Part 1 of 21: The Law of the Lid

 

The Law of the Lid: Leadership ability determines a person’s level of effectiveness.

~ John C. Maxwell

 

Basically, this law states, that a leaders ‘ability’ to lead determines his overall effectiveness as a Leader. Think about the function of a lid. Reflect on how it; confines, caps, contains, limits. Every leader has a leadership lid. The lower your ability to lead, the lower the lid on your potential. The higher your ability to lead, the higher the lid on your potential.

Think about the function of a lid of a pot. Reflect on how it; confines, caps, contains, limits. Every leader has a leadership lid. The lower your lid the lower your is your ability to lead.  The higher your lid, the higher is your ability to lead.

 

Regardless of the potential of the product or service, you offer as a business, ultimately it is the leader who determines the potential impact on the organisation.

 

  • The greater impact you want to make, the higher your lid needs to be.
  • Personal and organisational potential is capped or uncapped by the capacity of the leadership.

If your leadership lid measures at a 7. You will never have anyone, with a higher lid, at an 8 or 9 follow you. If a leader’s followers have a higher ability to lead than their leader, you create frustration.

If your lid is at a 7, everyone below you will be a 6 or below. Success is always attracted to success.  A level 9 leader will not work for a level 3 organisation.

 

Your leadership capacity affects your life; it influences the potential leaders around you, but, ultimately impacts the growth, the effectiveness of your organisation.

 


If you want to move past the ceiling of your current limitations, I’ll be honoured to help move you and your team move up to the next level. As your Leadership Architect, my training will greatly benefit you and your teams. Mail me here: shan@drshanthumbran.com