Welcome
“I look forward to helping
you take your leadership
skills to the next level.”
Dr. Hans Finzel
What is Leadership?
• My idea of leadership is
making an impact through
other people.
• I do what I do as a leader
so the team can succeed
in what they need to do.
All Eyes on Us
• The higher you go in leadership, the
more eyes are on you.
• The higher you go in leadership, the
more expectations are on you.
Bad Leadership Habits
• Work against our effectiveness.
• Can neutralize our positive gifting.
• Can result from leading as you were led.
• Have to be recognized and purged.
“We spend a lot of time teaching
leaders what to do. We don’t
spend enough time teaching
leaders what to stop. Half the
leaders I have met don’t need to
learn what to do. They need to
learn what to stop.” World famous
management consultant, educator, and author.
A Question for you:
1. What is a big mistake you
have ever seen a leader
do that really hurt you?
2. Can you admit one of
yours?
The Top Down Attitude
Abusive Authority
Dictatorship in Decision-making
Dirty Delegation
Lack of Listening
Controlling Management Style
Ego Centric Management Style
The Top Down Attitude
Is
Is
Is
Is
Is
Traditional
Historical
Ingrained
Cultural – worldwide
Most Common
Servant Leader
Jesus is the best example: John 13
“Now that I, your Lord and Teacher, have washed
your feet, you also should wash one another’s feet.
I have set you an example that you should do as I
have done for you.”
Applications
Not Abusive Authority: But view yourself as Servant of
all.
Not Dictatorship: But partners in the process.
Not Deplorable Delegation: But give them room and
freedom to do their job.
Not Lack of Listening: But exercising a Phil. 2 posture.
Not Controlling: But letting go with affirmation.
Not Ego Centric: But the empowerment of others.
Servant Leadership
My Definition: When the leader
cares more about the good of
the team than his or her own
enrichment.
Me
Other
leaders
The People
who serve us
The People We
Serve
Other
Leaders
Me
Power to the People!
Alternatives
1.
2.
3.
4.
5.
Participatory management
Facilitator style
Democratic leadership
Flat organizations
Servant leadership
Jim Collins
Analyzed 1,435
companies to find ones
that jumped from being
good to being great and
sustained it for a
minimum of 15 years.
Level 5 Leaders
• Humble
• Listened and
learned
constantly
• Put company
above personal
goals
• Valued
employees
first
Paper Over People
Buried in Paperwork?
Signs of a Paper Pusher
• A "capacity for solitude is
what nurtures great
relationships." But in
today's always-on social
media world, our solitude
has been replaced by
incessant online updates,
which both weaken our
sense of self and our ability
to create genuine
friendships. -Sherry Turkle
Bottom Line?
Absence of Affirmation
What could be better than a pay raise?
People Crave Affirmation
"One of the commodities in life that most people
can't get enough of is compliments. The ego is
never so intact that one can't find a hole in which
to plug a little praise. But, compliments by their
very nature are highly biodegradable and tend to
dissolve hours or days after we receive them -which is why we can always use another."
Phyllis Theroux; essayist, columnist and author
Praise and Recognition
“Too often we underestimate the power
of a touch, a smile, a kind word, a
listening ear, an honest compliment, or
the smallest act of caring, all of which
have the potential to turn a life
around.” Leo Buscaglia, PhD
They Know If We Care
Dr. Michael DeBakey; MD Anderson in Houston
They Know If We Care
Dr. Michael DeBakey; MD Anderson in Houston
Four Takeaways
Exercise
Make a list of three to five people
that need a pat on the back from
you right now.
Write them an affirmation!
We need Dreamers
A Maverick is another name for…




Visionary
Entrepreneur
Change agent
Non-conformist
We need Mavericks
A Maverick is another name for…






Visionary
Dreamer
Entrepreneur
Change agent
Non-conformist
Outside the BOX thinkers
We need Mavericks!
Mavericks are our way out of the slide toward institutional
bureaucracy.
Large organizations usually kill mavericks before they can take
root.
Mavericks make messes by their very nature--the good messes
institutions need.
Learn to recognize truly useful Mavericks.
Mavericks help us learn
Henry Ford
Steve Jobs
We live in times of change
We cannot go back to the good old
days.
We as leaders have to face the future.
The future is a moving target!
The
World
In 1970’s
The
World
In 1990’s
The
World
In 2010’s
Our past successes can be our greatest
roadblocks to future effectiveness
“Corporate
cultures tend to
step over good
ideas if they don’t
come though the
proper channels.”
The Eleven Commandments
of Organizational Paralysis
"That's impossible.”
"We don't do things that way around here.”
“We’ve never done it that way.”
"It's too radical a change for us.”
"We tried something like that before and it
didn't work."
Eleven Commandments…
"I wish it were that easy.”
"It's against policy to do it that way.”
"When you've been around a little longer, you'll
understand.”
"Who gave you permission to change the rules?”
"Let's get real, okay?”
"How dare you suggest that what we are doing is
wrong!"
Got Irrelevance?
”If you don’t like
change, you’re going
to like irrelevance
even less.”
• General Eric Shinseki, Former US Army
Chief of Staff (4 Star General)
Look for them.
Listen to them.
Learn from them.
If you are one… don’t
give up on your dreams!
Dictatorship in Decision-making
• Dictators deny the value
of each individual
member of the group.
• The leaders in our
organizations are
shareholders and should
have say in the direction
of the enterprise.
• The one who does the
job should decide
how it is done.
• Flat organizations
are the model of the
future.
© Hans Finzel 2011
How does
this person
feel?
Four Questions
Every Follower Asks
Consensus Building
Avoid Dirty Delegation
Overmanaging is one of the great cardinal sins
of poor leadership.
Nothing frustrates those who work for you more
than sloppy delegation with too many strings
attached.
Delegation should match each worker’s followthrough ability.
Why is it hard to Delegate?
Why its hard to Delegate
1.
2.
3.
4.
Fear of losing authority
Fear of work being done poorly
Fear of work being done better
Unwillingness to take the necessary
time
Why its hard to Delegate
5. Fear of depending on others
6. Lack of leadership training and
positive delegation experience
7. Fear of losing value in the
organization
8. Fear of failure
Great Leaders Do it Right
“The best leader is the one who has
sense enough to pick good men and
women to do what he wants done, and
self-restraint enough to keep from
meddling with them while they do it.” T
Roosevelt
Four Steps to Clean Delegation
1.
2.
3.
4.
Assignment
Authority
Accountability
Affirmation
One of History’s Great
Delegations
Matthew 28: 18-20
Acts 1: 9,10 After he said this, he was taken up before their
very eyes, and a cloud hid him from their sight. They were
looking intently up into the sky as he was going, when
suddenly two men dressed in white stood beside them.
11 “Men of Galilee,” they said, “why do you stand here
looking into the sky? This same Jesus, who has been taken
from you into heaven, will come back in the same way you
have seen him go into heaven.”
Communication Chaos
Never assume that anyone knows anything.
The bigger the group, the more attention that must
be given to communication.
When left in the dark, people tend to dream up
wild rumors.
Communication must be the passionate obsession
of effective leadership.
Communication is the lifeblood
Leaders have to provide it.
People crave it.
When it is absent…. Bad things
happen…..
Communication
“The Void Created by the failure to
communicate is soon filled with poison,
drivel and misrepresentation.”
C. Northcote Parkinson in Crucial Conversations, by
Patterson, Grenny, McMillan and Switzler.
Communication
“Certainly a leader needs a clear vision of the
organization and where it is going, but a
vision is of little value unless it is shared in a
way so as to generate enthusiasm and
commitment. Leadership and communication
are inseparable.”
Claude I. Taylor Chairman of the Board, Air Canada
Communication is hard work
Never assume people read what you
write.
Say it in five different ways.
Rinse and repeat over and over.
Over-communicate by a factor of 10!
Life’s Blood
“A corporation’s values are its life’s blood. Without
effective communication, actively prac- ticed, without
the art of scruti- ny, those values will disappear in a
sea of trivial memos and impertinent reports. There
may be no single thing more important in our efforts
to achieve meaningful work and fulfilling relationships
than to learn and practice the art of communication.”
—Max De Pree, Leadership Is an Art
Missing Corporate Culture Clues
Corporate culture is “the way we do things
around here.”
Never underestimate the mighty power of your
organization’s culture.
Cultivating and changing the culture should be
one of leadership’s top priorities
Learn to respect values different from your own.
What is Corporate Culture?
Don’t let the term scare you.
It is like America versus Japan.
Every family, church and organization
has a unique culture.
“It’s the way we do things around here!”
How this Helps
See pages 164 and following….
The 10 great benefits of knowing
your values and your corporate
culture.
Define Your Values
We need more than Vision and Mission
We need to identify our values
Increasingly today – people are drawn
to values of a church, or business or
enterprise – MAGNET!
Values: Whole Foods
Selling the Highest Quality Natural and Organic
Products Available
Satisfying and Delighting Our Customers
Supporting Team Member Excellence and Happiness
Creating Wealth Through Profits & Growth
Caring About Our Communities & Our Environment
Values: Willowcreek
“Turn irreligious people
into fully devoted followers
of Jesus Christ."
Value Statements
Like Glue—They help leaders hold an
organization together.
Like a Magnet—They attract newcomers as
members, employees, customers, or donors.
Like a Ruler—By which a leader can
measure how his or her group is doing.
Success w/o Successors
Plan your
departure
the day your
start!
Success without Successors
Pride tightens the grip on leadership; humility relaxes
and lets go.
Finishing well is an important measure of success in
leadership.
Letting go of leadership is like sending your children
away to college: It hurts, but has to be done.
Mentoring is a nonnegotiable function of successful
leadership.
Finish Well and Leave Well
Most leaders don’t.
There is a difference.
What does finishing well mean?
What does leaving well mean?
Why does it matter?
Leave to Leave
Top Ten Leadership
Commandments…
“Thou Shalt Lead to
Leave.”
Moses prepared
Joshua to follow him.
Lyle Schaller
Leaders tend to stay too long in a
position rather than leave too soon.
Leaders do much more damage by
staying too long than those who don’t
stay long enough.
Make it an Intention
You are probably not thinking about
it as much as you should be.
It is a long way off… maybe.
Don’t let your pride get in the way.
Intend to finish well and leave well.
Keep Your Short List
Who can replace me?
Your final act of leadership
might be grooming your
successor.
This is how to put great
bookends on your
leadership.
Why Transitions Fail
Barriers to successful
leadership transitions:
See page 183.
2 Great Success Stories
Paul and Timothy in the New
Testament.
Moses and Joshua in the Old
Testament.
Moses said to the LORD,
“May the LORD, the God of
the spirits of all mankind,
appoint a man over this
community to go out and
come in before them, one
who will lead them out and
bring them in, so the
LORD’s people will not be
like sheep without a
shepherd.” (Num. 27:15–17)
Failure to Focus on the Future
The future is rushing toward us at breakneck
speed.
A leader’s focus must not be on the past nor on
the present, but on the future.
Vision is an effective leader’s chief preoccupation.
Organizations are reinvented with new
generations of dreamers.
Leader’s Job is the Future
I love this topic because I am a
dreamer.
Someone on your team needs to dream.
We cannot all be dreamers: Engineers
and accountants are needed too!
• “Vision is a clear
• “A picture of
picture of what
the future that
could be, fueled
produces
by the conviction
passion in
that it should be.
people.” - Bill
“ - Andy Stanley
Hybels
1.
2.
3.
4.
5.
6.
7.
Do we all have the same vision for the future?
What are the strengths of our group?
What are our weaknesses?
What should our highest priorities be?
What do we do well?
What do we do poorly?
What barriers do we need to remove to fundamentally
enhance our effectiveness for the future?
“There is no more powerful engine
driving an organization toward
excellence and long- range success
than an attractive, worthwhile,
achievable vision for the future,
widely shared.” —Burt Nanus,
SIX TIPS for finding the right vision:
1. Brainstorm as a team - I am a huge believer in
the power of team vision - go on a vision retreat!
2. Pray about it - really - if you are in ministry
and/or leading a church.
3. Get around people that can help you with vision
- what I am doing right now with Tom - vision is
contagious!
4. Read books that will inspire you - in
your field - read people that are doing
what you want to do.
5. Read some good books on vision.
6. Go to some great conferences Willow Creek Summit every August.
Welcome
Check out more
resources at
www.hansfinzel.com