What’s the Big Deal About a Wrong Seat?

OK. So we have acknowledged that there are different kinds of seats on the bus. Why is this so important? Would it really be that big of a deal if team members picked their seats? What if someone who sits in the middle of the bus decides they would really like to hang out in the back of the bus? Shouldn’t we let them?

Do you remember where you sat on the bus when you were a grade-schooler or teenager? It’s pretty likely that, although you perhaps thought you would enjoy sitting somewhere else, if you did you would have felt really out of place. Or perhaps your parents made you sit in the front and you couldn’t wait for the ride to get over?

The point is, team members should be placed on the RIGHT team for their OWN benefit as well as the benefit of your organization. This is especially true when it comes to identifying who should be on your strategic team. It’s not for everyone to sit in the back of the bus. The conversations taking place in healthy strategy meetings will include honest and open assessments of current ministry, big picture brainstorming, and plans to make both small and large shifts and changes in your organization. Some of those conversations are enough to send your average “tactically-minded” team member to counselling for weeks.

Here are some signs you may have the wrong person in the wrong seat in Strategic Meetings:

  • He rarely speaks during the meeting.
  • She often fidgets or is disengaged from the conversations.
  • When he does share, his comments seem to reflect a misunderstanding of the general direction of the discussion.
  • She seems distressed during the meeting most of the time.
  • He constantly brings up reasons why ideas won’t work.
  • She regularly resents or defends ministry evaluations.
  • He is emotionally exhausted after each of the meetings.
  • She gets overwhelmed and excessively emotional during or after the meeting.
  • He keeps turning the conversation towards the details – “Who is going to do that?”, “Where will we get the money?”, “How will we ever be able to recruit people to get involved?”, etc.
Do your ministry a favor. Be careful in who you choose to be on your Strategic Team. Over the next few entries I will share more ideas on how to pick the right people for your Strategic Team.

The Chicken or the Egg?

Philosophical Dilemma: Which came first, the chicken or the egg?

Evidently the age-old question has finally been solved. Ironically, the solution British scientists have come up with supports creation pretty well! If you are into poultry philosophy, fell free to check out the article here.

Leadership Dilemma: Which came first, the strategic plan or the strategic team?

Most of the business and ministry world would likely have answered this question with, ‘the strategic plan’. After all, doesn’t it make sense that we determine where we want to go, what our vision is, and THEN pull together a team of people to implement that vision? I would have thought so myself until I read the book, “Good to Great” by Jim Collins (I recommend this book!). Listen to what Jim had to say about great leaders:

“We expected that good-to-great leaders would begin by setting a new vision and strategy. We found instead that they first got the right people on the bus, the wrong people off the bus, and the right people in the right seats – and then they figured out where to drive it. The old adage, ‘People are your most important asset’ turns out to be wrong. People are not your most important asset. The right people are.”

Disclosure of Material Connection: Some of the links in the post above are “affiliate links.” This means if you click on the link and purchase the item, I will receive an affiliate commission. Regardless, I only recommend products or services I use personally and believe will add value to my readers. I am disclosing this in accordance with the Federal Trade Commission’s 16 CFR, Part 255: “Guides Concerning the Use of Endorsements and Testimonials in Advertising.”

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