Empassioning the people under your leadership.

People come to “church” to follow Jesus, they just get stuck with you.

You cannot empassion people unless you are passionate yourself. You can’t be a “me to” leader.

People follow people who are moving, people don’t follow people who don’t move (that’s just standing)

Samuel was called to make sure the lamp in the temple didn’t go out. Before Samuel knew God he worked in the temple but only knew protocol and services not passion.

Your job as a leader is to make sure there is not a difference from your voice to the voice that called the volunteer. The message must not be diluted or polluted.

Builders – Give them little or nothing and they will prosper. Better at building than maintaining.

Bankers – Maintain they can’t build it but they can keep it going.

If your a builder then you need a banker.

Confidant – People that are for you.
Constituents – People who are not for you, they are for what you are for. Don’t try to hold people too tightly who are meant to come and go. “And it came to pass.”
Comrads – Not for what you are for they are people who are against what you are against. People who are motivated to fight. (Peter the ear cutter)  Don’t kill the fight, direct them at the target. God sends Joshua and Peters.

No one needs to empassion you when you’re under attack. Passion is easy in the heat of the battle.

Leaders have to be authentic – You have to be yourself, you have to be comfortable in your own shoes – someone they can count on.

Energy – Energize  – you have to energize people, get them on board. Energize / Excite people on the vision you’ve articulated. Not Cheerleading “Its getting them to feel the vision.”

Most meetings, if they are any good, they won’t waste time with power point slides. You’ll draw people out.

Candor – We fought desperately to get people to get what they want on the table. It gave us speed and less bureaucracy.

Differentiation - Employees were divided based on their performance. Top 20% were favored, the 70% are vital and the last 10% were dealt with quickly. Translates it to sports using the best players. If people are accurately appraised and know where they stand. Most places try fixing the bottom.

The ‘A’s are full of energy, full of values, and they love to see people grow, they get a kick out of giving bonuses. They have a generosity of spirit.

70% Hard working but may not be as gifted as some others. Always communicate what can be done to improve.

The bottom 10% are acidic, not a team player.  Must be tolerated but need to shaped up. Do everything you can to stop the meeting after the meeting.

Small celebrations are critical to re-energizing employees.

Tom’s Shoes

“Instead of looking to charity to solve this problem why not look to business?”

“Giving not only feels good, its a good business strategy”

No offices, cubes for everyone – Employees encouraged to be part of the giving – every company can incorporate giving and serving

“Why not just start a non-profit?” Resources would be constantly depleted. The business model sustains the giving.

One Day Without Shoes 250,000 people went without shoes the first year. April 5th, 2011.

Some kids can’t go to school without shoes. Parents will have multiple children share a pair of shoes so they can attend school on a rotation.

Proverbs, Give your first fruits and your vats will be full. From day one we were giving away shows.

Daniel H. Pink is the author of four provocative books about the changing world of work — including the New York Times bestsellers, A Whole New Mind and Drive, which together have been translated into 28 languages.

http://www.danpink.com/

As humans we all have drives and motivations. Our biological drives are not all that makes us human.

Biological drive, Reward and Punishment drives, there is also the drive to do things interesting, important – because we are connected to something larger than ourselves.

The view in organizations is 2 dimensional. we stop the biological drive and employ the reward and punishment drive.

A Harvard study showed-
As long as the task required mechanical skill a larger reward produced better results. When the task required even rudimentary cognitive skill the greater the reward led to worse results.

More carrots and sharper sticks do not work.

Story of a company called Red Gate Software:
The salesforce was compensated by commissions-  Sales people began to game the system. the company made the system more complex, sales people uped their game. The compay eliminated commissions. CEO talked to head of the Sales dept. to figure out the problem, he suggested the removal of commissions, and raise base salary and profit sharing. Tom said, “good idea. but James will never go for it because he only cares about money.” James said, “good idea. but Tom will never go for it because he only cares about money.” False assumptions result in flawed decision making.

False assuption #1 – Human beings are more complicated than machines, more fuel = more results.
#2 – Humans are blobs and if not rewarded or punished they will sit and do nothing. People want to be active and engaged.

Enduring Motivators:

Autonomy - Management didn’t imminate from nature, it is a technology from the 1850s  designed to get comliance- outdated. Management does not lead to engagement. Self-direction leads to engagement. Best bosses give autonomy. Autonomy over Time Team Task and Technique.

Mastery The single largest motivator at work are the days people make progress. FLOW, is an activity so engulfing that the concept of time is lost. Flow is most likely to happen at work, because leasure is so passive. Feedback is a contributor to flow. The more frequent the feedback the greater the perception of progress. Set goals and track progress individually / with team. Like an athlete that has a coach but still makes progress on their technique.

Purpose – When the profit motive becomes disconnected from the purpose motive bad things happen. To only chase profit over purpose is demotivating. Business should act like charities (social) not that charities should work like businesses. Diagnostic – Listen for pronouns, “we” or “they” is there an ownership by employees leading to a “we” organization.

Can I change the organization? No. Can I change what I do tomorrow? Yes.

Every great change begins with a conversation.

Terry Kelly, CEO of Gore – as in Goretex

Bill and Vive Gore founded the organization was built on the right fundamentals and values

Collaboration. Dupont created Teams to research issues so Gore was founded around power of the “Small Team”

A peer based organization. Everyone’s job is to make everyone else successful. People are much more vested in the outcome and the success of the organization

On Demand Heirarchy – Unlike a fixed organization “On Demand” is based on the person who is best matched to the decision that needs to be made. A lot more of the population is involved in the decision making process.

Latice vs Ladder organization. Workers go to the source of the information not to managers responsible for the person who has the information. (Sounds like Small Group ministry)

Leaders lead thru influence, not by org chart

Everyone operates on a common foundation

• Belief in Individuals
• Power of Small Teams
• All in the same “Boat” “the enterprise is a ship”
• Long term view

Peer review process “bubble” the best ideas up

More “coaches” than “bosses” Everyone has a sponsor who is committed to their growth and the tools they need to be successful. Allows for more personal conversations than with a “manager.” (Sounds like Mentoring / Spiritual Parenting)

Plants are limited to 200-250 employees which is counter-intuitive to traditional manufacturing models. Allows for the growth of a collective “personality” and relationships on-site that would not happen in a large organization. All sites are bound by their common core values (sounds like the Holy Spirit’s job (One Prayer))

“The water line” principal
If everything is put into a manual it limits associates. If you’re going to consider an action that might put the organization at risk, “Don’t drill holes” below the waterline in the boat”

Leadership is defined by Followership. The leader has not arrived until they earn the “followership.”

Leaders spend a lot of time justifying decisions. They are responsible for justifying decisions not just barking orders.

The Land Between is the place identified by the words “for now.” “for now I am…” the place between where you were and where you’re going. Like a college student identifies themselves by their major then graduate to a jobless “land between.” Like the prosperous business person crushed under a bad economy into an oppressive “land between.”

The Isrialites were in the desert between slavery and their promise.

The land between is fertile ground for Complaint

Throw yourself into leadership and you will know the desolation and misery of the land between. The point where you are pleading with God to take you out of “this place.”

Jeff relates his experience leading a church through a shrinking congregation during a rough time. He believed he was prepared for days of disappointment but not prepared for years of “being” a disappointment. Jeff relates the story of Moses in which God moves his burden from Moses to 70 elders so he doesn’t have to carry the burden alone.

“The Land Between” is fertile ground for God’s Provision.

I don’t know what that means for you but God loves to provide. The profit runs from Jesabel and prays for Death and God puts him to sleep. When he awakes he finds water and bread cooking over hot coals. “i was expecting him to get a lecture and God makes him Lunch.”

“The Land Between” is fertile ground for God discipline

When the children of isrial complained about the manna and wanted meat they rejected God and wished for thier slavery. Go gave them meat but then brought a plague and killed many.

“The Land Between” is fertile ground for transformational growth.

God wants us to trust him. When they leave Egypt they have been exposed to idol worship and still have the pov of slavery but God needs to transform them into God’s people. It is in the space between that God teaches us / transforms us into the people we need to be.
This place can also be the place where faith goes to die, it I for us to choose.

Inviting in Trust evicts Complaint, they ate incompatible roommates.

“The Land Between” is fertile ground where God does some of his greatest work.

Jeff Manion is Senior Teaching Pastor of Ada Bible Church in Grand Rapids, Michigan, where he has served for more than 25 years.

Leading Chinese Economist & professor at Univ. of Science & Tech. In Beijing

Cypress Leadership Institute

“Christianity is the reason for America’s success”

Leadership is not just influence but right direction, if you lead people from ‘here’ to ‘there’ in the wrong direction what are you going to do?

2000 years ago Christ was born into the world and gave us the gospel, 1000 years ago Martin Luther’s reform, in the last 500 years the most important has been the discovery of the American continent. Since then the most significant change might be China’s rise.

“China has come back.”

Until the 14th century China was a leader in many respects. China was the largest economy. 1/3 of the worlds economy. until the 18th century half the books were written in Chinese. In the past 30 years China has caught back up, the fastest growth in human history. in 2010 China is the 3rd largest economy, by the end of the year it will surpass Japan, in 10 years it could pass the US. China has come back to its leadership role in the world.

The two greatest revivals in Chinas history came at the rise of Confucianism, Taoism, and Buddhism, Now a new revival is coming with the integration of the Christian faith.

“Transformation with the Cross”

One of the tennants of the Christian Bussinessman’s Group have vowed to only have one set of books, to honor their marriages…

Chinas economical leadership does not mean it will be a leader in every way. Environmental issues are an example. Disparity, corruption and political challenges make it hard to lead.

Margret Thacher – if China cannot export value it will not be a leader

People in the world love America because of its values

China must learn the values of the Christian faith

Thank you for all the missionaries who brought love and the seed of the gospel to China.

When the missionaries were asked to leave China many were worried. It was estimated it would take 1000 years to return to the church on 1949. But God has continued to bless. Chairman Mao thouroly cleaned the room of all churches, a new leader opened the windows and let the gospel back in . Now the church is larger than ever.

China will become the nation with the largest protestant country, we pray that China will be the largest ‘sending’ nation.

America is the city on the hill that has shown the light of Christ to the world. Now it has come to China with the largest population.

Remove your fear of China, support its transformation with the Cross. Help them love God more, show them how to live a godly life. Tell Chinese brothers how to give generously, and love others more, to go from the church to society.

Influence todays China and influence tomorrow’s world, bless today’s China and bless tomorrow’s world.