4 Reasons Why I Hate Policies and What to Do About It (Ron Edmondson)

I’ll be honest. I’m not a huge fan of policies. It may be because I’m not a very good rule follower, but I honestly don’t think they work as well as they are intended.

Policies are a course, plan or principle of action. They are designed to offer a sense of control. In theory, policies are to make things better. They are a necessary part of dealing with people in an organizational setting.

My problem with polices is that they often interrupt progress rather than enhance it. If not careful, a policy may control the success you want to see as a leader.

Here are 4 reasons I hate policies:

Policies control a sense of freedom – Policies, by nature, are methods of control, which can limit people’s sense of freedom.

Policies limit ability to think outside the box – Policies can limit thoughts to a pre-determined outcome, which keeps the random and potentially explosive thoughts from developing.

Policies stall attempts at excellence – The parameters of a policy often produce an atmosphere of mediocrity.

Policies curtail the pursuit of progress – The weight of meeting a policy’s demands can take energy from pursuing things with the opportunity of greater progress.

My suggestion?

In lieu of a policy, here are 4 suggestions:

Handle individual problems individually – Rather than create a new policy to control an issue, deal directly with the individual who needs more control. (It works…try it.)

Treat people differently – If a team has more than one person, then there will be more than one type of person on the team. Did you follow that? Policies treat everyone the same, which (I wrote about that HERE)

Lead rather than manage – Management is much about implementing policies and seeing they are adhered to completely. Leadership sets a vision and guides people towards it. Less policies are needed in that process. (I wrote about that HERE)

Allow for more mistakes – Policies are easier to measure. They have a pass/fail assessment attached to them. Without policies, grace and forgiveness can be more freely applied. People can learn from their failures, without the repercussions of breaking a policy.

My bottom line:

I’m not suggesting we can do without policies, but I am suggesting they should not be the “go to” solution to a problem. Most problems in an organization don’t need a new policy. Policies can weigh down progress.

Be honest. Are you more likely to want a policy or resist a policy?

Source: Ron Edmondson

Gordon MacDonald on Leadership

“I have been broken so badly (in leadership) it is a wonder the pieces ever got put back together again. You have a choice you must make every day. Most people will choose to deny the pain or blame others, or you can accept it and in the middle of that pain, you can listen to God. He will say things to you He could not say under any other circumstances.” -- Gordon MacDonald at Germany WCA Conference.

Citado por Peter Scazzero no FB.

A Arte de Negociar

Excelente entrevista na Época Negócios: Wiliam Ury sobre a arte de negociar.

Para ler a entrevista clique aqui.

To my fellows pastors: 10 key points you should remember this coming year (Rick Warren)

As pastors we live with the constant tension between the ideal (our dream for our church) and the real (how things actually are). Here are 10 key points I want you to remember this coming year

1. Ministry is a marathon, not a 50-yard dash. It’s not how you start that matters. It’s how you finish the race. Sustainability counts more than speed. Don’t give up! Paul tells us to run the race for a “heavenly reward that never disappears” (1 Cor. 9:25). Live with your eyes on eternity.


2. Every church is large in God’s eyes. In God’s eyes, there is no such thing as a small or insignificant church. Jesus died for your church. That’s how much your ministry matters to God. It is the Body and Bride of Christ. The church is the only thing on earth that will last forever.


3. There is no correlation between the size and strength of a church. A church can big and flabby just as a church can be small and wimpy. Neither big nor small is better. Healthy is better. Strong is better. Focus on developing people and God will build his church.


4. Never compare your ministry to anyone else’s. God says it is foolish to compare (2 Corinthians 10:12). Why? First, you can always find someone doing a better job than you and you’ll get discouraged. Second, you can always find someone you’re doing a better job than, and you’ll become prideful. Either one can sabotage your ministry. When you get to heaven, God won’t say, “Why weren’t you more like (some other pastor)? He made you to be you and if he didn’t want you to be you, he wouldn’t have created you!


5. Live for an audience of One. The moment you start worrying about what other people think, your ministry is handicapped. If criticism is true, listen and learn from it. If it is false, ignore it and forget it. Remember that God is the ultimate judge of your life and ministry. Maintain a tough skin and tender heart.


6. Never criticize nor envy another ministry. I’ve seen more pastors defeated by these two traps than anything else. A critical or an envious spirit quenches God’s anointing. God loves to bless people you disagree with! “Who are you to judge someone else's servant? To his own master he stands or falls. And he will stand, for the Lord is able to make him stand” (Romans 14:4). God is watching your reaction to the failures and successes of your brothers. We are to “Rejoice with those who rejoice; mourn with those who mourn” (Romans 12:15).


7. Be humble or you’ll stumble. He who gets too big for his britches will inevitably be exposed in the end! Whenever I am prideful I become the enemy of God because “God opposes the proud but gives grace to the humble.” Humble people are teachable and don’t rush to judge others Humility is being honest about your weaknesses. Humility is not thinking less of yourself; it is thinking of yourself less! It’s not about you!


8. Learn from everyone. The danger of looking at lists such as, “The 100 fastest growing churches”, or “The 50 largest churches” is that you’ll compare and compete. Bad idea! Instead, learn from the models represented by the churches on those lists. The Bible tells us that skill, not merely dedication, is what brings success (Ecclesiastes 10:10). Work smarter, not harder. Every time I hear about anyone making an impact, I say, “Amen! Now teach me how to do it too!” All leaders are learners. The moment you stop learning, you stop leading. You can learn from anyone if you ask the right questions.


9. Remember all growth is seasonal. Every living thing goes through seasons of growth (spring and summer) and dormancy (fall and winter). Churches go through these seasons. Healthy growth takes TIME. When God wants to make a mushroom, he takes 6 hours. When he wants to make an oak tree, he takes 60 years. Do you want to be a mushroom or an oak tree?
Churches that explode overnight are not necessarily growing; they may simply be swelling by attracting believers who transfer from other churches. That is not legitimate growth. Conversion growth is real growth, so focus on how many new believers you are winning and baptizing, not your attendance.
Nothing bears fruit year round. Your church may be in a Fall-like season right now (no leaves, no fruit) or winter (everything seems dead.) Keep on believing, learning, loving, and putting down roots. Spring and summer are coming! Hang on! The tide goes out, but it always comes back in.


10. Never confuse prominence with significance. My nose is prominent but I could lose it and still live a happy life. On the other hand, my lungs and liver will never been seen but they are far more significant. I’d die without them. You may be serving a small town or in circumstances with limited growth potential. So what? God put you there, and you’d better stay where God put you until God chooses to move you! God has every hair on your head numbered; your ministry matters to the Kingdom!
We’re all in this together. We’re on the same team, and one day we’ll all celebrate together at the feet of Jesus! Be faithful! Keep your eyes on Jesus! God created you. Jesus died for you. The Holy Spirit lives in you. You’ve been called, gifted, and anointed for your ministry. Never give up!

Do or Die Roles for Every Senior Leader (Michael Warden)

Being the senior leader of an organization is a tough job. Of course, if you are a senior leader, you already know this. People at all levels of your organization regularly place a diverse array of expectations on you and your time. Everyone, it seems, has an opinion on how you should do your job and even what your job should be. And they don't mind telling you (and/or everyone else) when they don't think you're doing it right.

In such a cacophonous environment full of disparate and often opposing demands, it can be difficult for senior leaders to discern just where the lines should be drawn between their job and everyone else’s. Regardless of the size of the organization or the specifics of your particular org chart, what are the roles all senior leaders must fulfill in order for their organization to thrive and grow? Opinions vary—so here’s mine: a list of a few of the roles that I believe are essential for all senior leaders to hold.

1. Keeper of the Mission & Vision for the organization:
Part of your role is to champion the Mission & Vision of your organization and to ensure the team is always moving toward those ends. Because Vision leaks and Mission slips out of focus over time, you have to make it your job to keep the Mission front and center in your people’s eyes, and keep casting vision for the better world you’re all trying to create by pursuing it. And while you should consistently avoid micro-managing your people, in any area where you see the Vision or Mission not being effectively pursued and honored, you have full authority to step in and make whatever changes are necessary to bring that area back in alignment with the Mission & Vision.

2. Keeper of the Values:
Another part of your role is to continually promote and champion the core values of the organization. Every action you take, every conversation you have, every request you make of your team needs to be clearly grounded in and motivated by one or more of your organization’s core values. Anything you’re doing that can’t be directly tied to your core values in this way—either drop it or delegate it to someone else. As the visionary leader of your organization, you are the embodiment of the values. If you don’t live them, who will? As with Mission & Vision, anytime you see the values not being honored in a process or project, you have full authority to step in and do whatever is required to see that the core values are not undermined.

3. Voice of Reality:
Many leadership experts say the chief job of a leader is to “define reality” for those they lead. Another perhaps more useful way to say this is simply “naming what is going on.” Part of the role of Senior Leader is to help the team see the truth of where they are and what needs to happen next to move forward. In this sense, you become like the “red dot” on the map in the shopping mall, identifying “We Are Here.” This defining work includes several areas, such as where we are financially, where we are relationally, where we are with respect to our Mission, Vision, & goals, where we are in relation to our values, and so on.

4. Developer of Teams:
In particular, the core leadership team of the organization. Part of your role is to lead, coach, and mentor the core group of leaders who report directly to you and have significant oversight over the organization as a whole. For you to do this effectively, this team must be filled with people who you believe in and trust and who (like you) think in terms of “we” instead of “me” (in other words, Stage 4 Tribal leaders). You have full authority to choose those team members that you know you can work with and who have the appropriate skills for this role.

5. Chief Encourager and Celebrator:
Senior Leaders are typically wired to always be pushing forward toward the next challenge, so this can be a tough role for them to fill. But celebration and affirmation for a job well done is a critical part of every senior leader’s job. You must be the champion and cheerleader for those you lead—frequently encouraging them as they move toward a goal and regularly pausing to reflect on both victories and defeats and celebrate success as well as lessons learned. This rhythm of engagement and reflection/celebration is essential to your team’s overall health and critical to your role as their leader.

Source and full article here.

Eu Mudo para Continuar o Mesmo (Marcos Botelho)

A palavra mudança incomoda a muitos, principalmente aos líderes de igreja.

Acredito que isso acontece por um erro de conceito na base do pensamento. Os líderes pensam que a igreja, a teologia e principalmente a vida estão em terra firme. Acreditam que essa terra é seca e quando encontram um oásis fixam sua vida toda em torno daquela fonte, construindo casas e cercas para não serem incomodados.

Mas vendo a dinâmica da vida, da sociedade, dos nossos tempos e o amadurecimento que uma pessoa tem com o evangelho, tenho percebido que a vida não está sobre terra firme e sim em um rio agitado.

Aquele que fica parado é levado pela correnteza do sistema, do comodismo e da religiosidade que nos anestesia da vida.

Aquele que experimentou o evangelho nunca mais pode parar de remar, pois sabe que parar é retroceder.

Como diria o filósofo Leonardo Boff: eu mudo para continuar o mesmo.

Mudar não é necessariamente sair do lugar, mudar, muitas vezes, é continuar na mesma fé e convicções. Na correnteza da vida quem não se mexe cai na grande cachoeira.

Percebo que nas igrejas e ministérios, os líderes recusam mudanças, não necessariamente porque estão receosos do que está mudando, mas simplesmente porque acreditam que mudar deve ser um ato raro e de “times que estão perdendo”.

Pensam que a vida está parada em terra firme, mas não. Igrejas e ministérios que não estão pensando e repensando o seu jeito de agir podem estar condenados a serem levados pela correnteza.

Talvez a primeira grande mudança que você pode tentar fazer com a sua igreja e ministério é ensiná-la que mudar é bom, que mudar sempre é preciso. Precisamos estar sempre reformando.

Mudamos para continuar sempre os mesmos!

Fonte: Revista Ultimato

5 Things That Can Destroy A Person’s Leadership (Brian Dodd)

Muhammad Ali once said, “It’s not the hardest hit that knocks you out. It’s the one you don’t see coming.” We can often survive direct hits. It’s the ground shocks that can destroy our ministries and leadership influence. So keep your ear to the ground.

As you are keeping your ear to the ground and listening to your people, the following are five things you should be aware of:

Lack of Unified Leadership - Disunity, or fragmented leadership, can destroy a leader’s influence. The result is competing voices and agendas. Factions are formed and certain individuals often attempt to fill the leadership vacuum.

Lack of Vision - Vision produces a visual need. Without vision, your people and teams walk around aimlessly. Often people will line up under a charismatic leader and whatever vision appears the most compelling.

Lack of Urgency - Because there is a lack of vision, there is a lack of urgency to fulfill it. Nothing exists that is worth sacrificing or investing your life in. Movement and advancement stops.

Lack of Trust - This results from continual missed expectations or broken promises. You must combat this by beginning to get a series of small wins under your belt. Declare victory anywhere you can.

Lack of Financial Resources - Ministry and organizational advancement costs money. Life change costs money. Financial resources fuel your future.

Pastors and leaders, if you have a lack of unified leaders, lack of vision, lack of urgency, lack of trust, and lack of resources, you are about to get hit with a ground shock.

Take a direct hit instead and address the issue today. You can survive a direct hit. It may be what it needed to save your leadership.

Source: Brian Dodd on Leadership

The Disease Of Leadership Regression (Bryan Dodd)

How many leaders want to go back to the “good old days” when life was much simpler? Often we wish to go back to a time that we feel was safer and felt much more in control. Leaders, this is an illusion! Don’t go there!

When we take our churches, organizations, and thought processes back to an earlier time, we run the risk of contracting Leadership and Organizational Regression. Though it feels safe, the “good old days” were not that good. In reality, going there can, in worst cases, destroy your organization.

“Been there. Done that” was cute when said by Forrest Gump but is not a leadership statement. Leaders should be “Going there. Doing that.” For leaders, the best days are always in front of us. Leaders by definition are taking people somewhere. They love breaking new ground.

Choose Innovation. Choose Spontaneity. Reject Regression. Reject Repackaging and Recycling Old Ideas.

Leaders, yesterday ended last night. Seize the day. Make a difference. Be the leader you were created to be. And for the sake of your leadership and all those you are responsible for, keep moving forward!

Source: full text here

What Your Team Needs You As A Leader To Give Them (Bryan Dodd)

“I have complexity. I need simplicity.” I heard a leader say today.
Life can become very complicated. We are constantly bombarded with information. Technology is changing at a pace that very few can keep up with. Relationships are always challenging.

I struggle with balancing work, parenting, being a husband, recreation, responsibilities, church life, aging parents, and personal growth. Currently, I am trying to read four books and not making much progress in any of them. Thank goodness my wife pays all the bills! I mean, it feels like a personal victory when I get the grass cut.

You know what’s funny. I need to stop whining because I have nothing to complain about. My life is no busier, complicated, or demanding than anyone else’s. We all struggle with balancing life’s tensions.

However, there is hope for all of us! In a word – Leadership. One of the great things about quality leadership is it provides solutions. Solutions bring simplicity.

Here are 10 things leaders provide that bring solutions and simplify your life:

1. Leaders bring inspiration instead of more information.
2. Leaders give direction.
3. Leaders lighten the load.
4. Leaders make additional resources available.
5. Leaders coach.
6. Leaders create and funnel opportunities to their team.
7. Leaders allow time for replenishment and refreshment.
8. Leaders build systems.
9. Leaders prioritize relationships.
10. Leaders say “Thank You”.

So keep your Rubik’s Cube. Complexity is overrated. I need solutions and simplicity. Leaders, what are you doing to bring simplicity to your life as well as those you lead?


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7 Characteristics of Cowardly Lion Leadership

Para o post de Ron Edmondson, clique aqui.

Liderança Superficial

Recomendo, dois pequenos posts de Ron Edmondson.

Clique nos títulos para ler os posts:

7 Examples of Shallow Leadership e Signs of an Emotionally Healthy Team.

São dois textos curtos sobre liderança e trabalho em equipe (em inglês).

Minhas observações: liderar uma equipe não é dizer à equipe o que fazer mas facilitar a equipe. Isso não significa que você será apenas um facilitador passivo, que não possa dar ideias e em alguns momentos liderar suas próprias ideias. Mas se suas ideias não se tornarem ideias da equipe provavelmente as coisas não acontecerão. Ou você se tornará autoritário com o tempo e as pessoas seguirão sua liderança porque não tem opção ou porque se sentem intimidadas.

Five New Year’s resolutions for any Christian leader (Rick Warren)

One of the most misunderstood Beatitudes of Jesus may be one of the most important for you to master in 2010: “Happy are the meek, for they will inherit the earth” (Matthew 5:5).

Let’s be honest. It sounds ludicrous. You’d think to inherit the earth you’d have to climb over everyone else first. But we’ve lost the true meaning of meekness. Meek doesn’t mean weak. Jesus and Moses were described as meek, and they certainly were anything but weak. Meekness really means strength under control. The Greek word referred to a wild horse tamed or medicine that could tame a fever.

Strength under control is an important characteristic of any Christian leader. A leader who can’t control his or her strength can’t lead others to do likewise.
Here are five ways to keep your strength under control in 2010.

When someone serves you, be understanding not demanding.

Philippians 2:4-5 (GNB) says, “Don’t just think about your own affairs, but be interested in others too, and in what they are doing. Your attitude should be the same as Jesus Christ’s.”

We’re interacting with people who serve us all the time. Waitresses, secretaries, clerks, bank tellers, and fast-food servers, for example. One of the best marks of a Christian leader is that he treats those people with dignity and respect. Are you understanding or demanding? Do you demand to see the manager every time your order is wrong? Or do you respond with grace?

Good leaders aren’t measured by how others serve them, but by how they serve others.

It’s easy to respond to those who serve you with demands and a critical spirit. We’re called to do the opposite. Forgiveness should be quick. Respect should be the rule.

When somebody disappoints you, be gentle and not judgmental.

Paul tells us in Romans 14:1 (GNB), “Welcome those who are weak in faith, but do not argue with them about their personal opinions.” Happiness comes when you can accept people as they are. They shouldn’t have to reach a certain standard to be loved.

Pastor, how do you react when someone messes up in life? Are you the first to level judgment and criticism? Here’s the sad part. Many of us are secretly happy when others blow it because it makes us look like the super spiritual giant. But meekness means you are gentle and not judgmental when people disappoint you.

What angered Jesus more than anything else were self-righteous religious people who were always judging others.

When someone disagrees with you, be tender without surrender.

As a pastor, you’ve probably realized by now that you can't please everybody in life. Just about the time you get Crowd A satisfied, Crowd B gets upset. One minute you’re the hero; the next minute you’re the zero. We must be tender without surrender. One of the most important tests of spiritual maturity is how you handle people who disagree with you, contradict you, and irritate you. You have three alternatives:

You can retreat in fear.

You can attack in anger.

You can respond in love.

Meekness doesn’t mean compromising your convictions. Don’t be passive and always let other people have their way. That’s not meekness; it’s weakness. You also don’t need to react in anger. Don’t explode when someone disagrees with you.

The third option is always the best. The Bible says in 2 Timothy 2:24-25 (NLT) that meekness is a qualification for spiritual leadership: “The Lord’s servants must not quarrel...They should gently teach those who oppose the truth. Perhaps God will change those people’s hearts, and they will believe the truth.” Pastor, how are you doing in this area? Are you quarrelsome? We are to gently instruct our people and hope that God will give them a change of heart.

When someone corrects you, be teachable rather than unreachable.

Meekness is a teachable spirit. Many of us who spend our lives teaching others struggle to be teachable ourselves. That’s sad. Christian leaders who are meek don’t pretend to know it all. They know they don’t have to.
James 1:19 (GNB) says, “Everyone must be quick to listen, but slow to speak and slow to become angry.” Pastor, everyonemeans you too.

When someone from your congregation makes a constructive suggestion to you, how do you handle it? Do you get uptight and defensive? Meek people don’t have all the answers. In fact, you should be very wary of people who think they have all the answers.

Meek leaders are also open to new ideas. They’re willing to change when they learn something new.

When somebody hurts you, be an actor not a reactor.

You will be hurt in ministry. It’s not a matter of if; it’s a matter of when. How you respond to being hurt will make a monumental difference in your ministry. Romans 12:21 (GNB) says, “Do not let evil defeat you; instead, conquer evil with good."We must respond to hurts with love, not retaliation.To retaliate is to react. But to respond with forgiveness, even when the other person hasn’t asked for it, is to take the initiative.

When someone says, “You make me mad!” they are admitting that the other person has the power to control their emotions. That’s a position of weakness – not meekness.

The moment that you start seeking revenge, you give up control of your life. Jesus said the meek person knows how to let it go.

What did Jesus mean when he promised, “Happy are the people who can control their reactions, for they will inherit the earth”? You’ll be in control of your situation because you’re not being controlled by it. If you are a meek person, you are no longer a victim. You control your choices.

Victor Frankl, the famous psychiatrist who went through Auchwitz said, “They took my clothes, my wife, my kids, my wedding ring. I stood naked before the SS and I realized they can take everything in my life but they cannot take my freedom to choose how I will respond to them.”

That’s real freedom. What more could you want in 2010?

Source: http://www.pastors.com/blogs/ministrytoolbox/archive/2009/12/23/five-new-year-s-resolutions-for-any-christian-leader.aspx

Do You Lead Leaders or Followers? (Ron Edmondson)

In my leadership experience there are two kinds of leaders. Every leader has followers or they wouldn’t be able to lead, but among leaders there are those who are willing to lead leaders and those who will only lead followers. Sadly I have witnessed many pastors who fall into “follower only” category, refusing to allow leaders to develop in the church. Their fear of losing control or being upstaged causes them to keep laypeople from becoming leaders within the church.

That’s not to say that we don’t need to lead followers, because of course we do. Some of the best workers in an organization and in the church are those who care nothing about leadership. Plus, it’s hard to be a good leader until one learns to follow. At some point, however, those with the propensity towards leadership in any organization will want an opportunity to lead.

When those who are in the position of followers begin to lead the real leadership skills of the person at the top of the organization are tested. The leader of leaders allows other leaders to develop in the organization, gives them freedom to dream and gives new leaders a sense of ownership in their area of responsibility. They recognize that as leaders develop the entire organization advances and everyone wins. The leader of followers, on the other hand, tries to keep followers from ever becoming leaders.

It’s easier to lead only followers. They will do what is requested of them, they are loyal and not usually as critical. Every organization needs followers. If someone remains a follower, however, they aren’t usually interested in taking the organization to the next level. They wait for leaders to do that.

Reversely, when a person is stifled from realizing their full potential as a leader they will eventually either leave the organization or cause problems within the organization. I have especially seen this take place in the church. The organization as a whole suffers because they are limited to the level of success which can be realized by the intimidated top leader who refuses to let other leaders develop. If an organization allows people a chance to lead the organization’s potential for growth increases immensely.

Decide for yourself. Do you want to lead leaders or only lead followers? Personally, I prefer to lead leaders.

Source: http://www.ronedmondson.com/2008/09/do-you-lead-leaders-or-followers.html

40% of Professionals Ready to Quit Work

Segue abaixo o texto em inglês. MAS ANTES, meus comentários sobre os motivos alistados:
Motivo 1: falta de conexão do líder com a equipe
Motivo 2: falta de reconhecimento do trabalho bem feito (meritocracia)
Motivo 3: falta de organização, prioridades e limites no trabalho
Motivo 4: problemas na contratação ou a pessoa mudou de visão
Motivo 5: arrogância? falha na distribuição de papéis na equipe? má contratação?
Motivo 6: é incrível como líderes "natos" podem ser rudes! Falta de limites e feedback aos rudes (sim, eu sei que é difícil confrontar uma pessoa rude na maioria das vezes)
Motivo 7: lamentável, mas a culpa é exclusivamente do chefe. Chefes precisam ser líderes-servo

According to a recent survey, 40 percent of professionals want to quit their job. I’m curious, is that higher than you would think? I’d love to know what percentage on our staff feels that way….(hopefully not that high!)
As one who studies and writes about organizational health, these numbers frustrate me. What can be done to improve job satisfaction? I love the interview Brad Lomenick did recently with Tony Hsieh of Zappos about their corporate culture. Check it out HERE. Zappos appears to be a place people want to work and one that is remaining very profitable.
According to the Nashville Business Journal, here is a list of reasons U.S. professionals cited for wanting to quit their jobs this year, accompanied by the percentage of respondents who cited the reason:
• Lack of communication and involvement by top management, 40 percent
• Lack of promotion despite good work results, 37 percent
• Overwork, 34 percent
• Lack of company “vision,” 31 percent
• Lack of belief in colleagues’ competence, 28 percent
• Lack of administrative support, 26 percent
• Rude colleagues, 21 percent
• Boss takes credit for their work, 20 percent
Read more: Survey: 40 percent of U.S. professionals want to quit – Nashville Business Journal
What do you think? Should the number be that high? Would you have thought it would be lower of higher? If you are brave, share which side of the percentage you are in today. Are you ready to quit…or loving your work? If you did, which would be your reason for quitting?

Fonte: Ron Edmondson

HBR: Keep It Simple

Every generation of leaders thinks it's facing a new set of challenges that require drastically new models of leadership. Certainly today's leaders work in a very different environment, but being an effective manager is not about mastering mysterious and complicated methods. It's about keeping it simple and following old, proven, and even obvious ideas. What made a good leader in the past is still what makes one today: being competent, caring, and benevolent. Before you discard this old model in exchange for the latest reinvention of management, take a close look at the method. Often times it's the same message in a new package.

Fonte: aqui

Exemplo de Foco em Líderes Bem Preparados

Neste link, a visão da Xenos para uma liderança bem preparada.