Global Leadership Summit NOTES 2016

Global Leadership Summit 2016

Bill Hybels:

Everyone wins when a leader gets better.

Armed with enough humility, leaders can learn from anyone.

Lens of Leadership:

1) Passion -- Bright Red Lens

-passionate, excited, energetic

-leadership is defined as moving from here to there

-it's not presiding over something, a position, it's moving people

-passion is like protein for the team, it energizes and sustains them

-What matters most in motivating people is to work in and around a passion filled leader.

-no one on your team really cares where your passion comes from.

-It's the leaders job to fill a leaders Passion bucket

-You must do whatever you must do to get your passion bucket filled

2) Misunderstood Culture -- Shattered Lens

-An organization will only ever be as healthy as the top leader wants it to be.

-Cultures are begging to be transformed.

-Hire a reputable outside firm to measure the health of your culture.

-what our world needs is Pastors of companies, government agencies, schools, colleges. We have plenty of pastors around the country, we need pastors in culture.

-lominger competencies Willow is using to change culture.

(Looming Card Sort Process)

-Transactional Noise solution...

3) Performance Lens -- Adjustable Glasses

-Our staff want to know our goals, and if we as senior leaders are proud of the accomplishments. 

-Performance System (thrive)

-6 month goals, measurements of Thrive, Healthy, Underperforming 

-James 1:5 "If you lack wisdom, ask God for it"

4) Legacy Lens

- Leadership is not about time. It's about energy. Draw a pie chart to represent energy.

-there aren't do overs but there are make-overs

-Leadership Drug

Alan  Mulally (CEO of Ford and Boeing):

Working Together Principles of Practices:

-People First

-Everyone is included

-Compelling vision, comprehensive strategy, and relentless implementation

-Clear goals

-Facts and Data

-Everyone knows the plan, the status, and areas that need special attention

-Propose a plan, positive, "find-a-way" attitude

-Respect, listen, help, and appreciate each other

-Emotional Resilience - trust the process

-Have fun - enjoy the journey and each other

-no jokes every at anyone else's expense.

Alan told his inspiring story of arriving at Ford.

Patrick Lencioni:

The Ideal Team Player:

Humility

-lack of self-confidence is a lack of humility

-humility isn't thinking less of yourself, it's the thinking of yourself less

Hungry

-strong work ethic, going above and beyond, hate the idea of being considered a slacker

Smart

-people smarts

-common sense around people

-it's not intelligent, it's people skills

Hiring people for intelligence is not a great idea.  "Rent idea generators, hire doers"

 

TEAM DEVELOPMENT ACTIVITY:

Rank yourself on all of these items.

Send to a room to discuss.

Great example of the exaggeration of the technical skills, we over focus on technical skills and not enough on the humble, hungry, or smart.

HIRING TIPS:

-Get them out of the office

-Quit the traditional interview process

-Scare them with sincerity

Chris McChesney

Discipline 1:  Focus on the Wildly Important Goals (WIG)

- What are the fewest battles we can do to win the war?

-Navigation, Propulsion, Life-Support

1) Fewest Battles necessary to win the War

2) One WIG Per Team at the Same Time

3) You can Veto, but don't Dictate

4) A WIG must have a gap (From X to Y by When)

-starting line - finish line - goal

Discipline 2: Act on the Lead Measure

Lag Measures measure the goal

Lead Measures are predictive and influenceable by the team

Discipline 3: Keep a Compelling Scoreboard

Compelling Players Scoreboard

Discipline 4: Create a Cadence of Accountability

#1 Driver of Engagement is when people feel like they are winning