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Purpose Must Be Priority

Today’s post is a guest article by Author Jeremy Kingsley. I’m honored to share with you his article, recommend his book and provide a link at the end of the article so you can get one of my new favorite leadership books. You’ll see why this book has a permanent place on my Leadership Resource shelf.


Update March 28th 2013.


Since Jeremy guest posted for me, he has appeared a few times on Fox Business and on Fox and Friends.  It was pretty cool to see a guy who wrote on my blog on TV.  Here are links to his appearances.  I’ve provided links at the end of this post where you can order his book.





Jeremy’s Post…..

As the leader of your team, you must clearly understand and be able to pass on the purpose of your organization and your team’s role within that organization. If you don’t know the purpose of your efforts, you certainly won’t be able to inspire your team to success.

Communicating purpose will take more than requiring your team to memorize the company mission statement, however. It must become part of the culture of what everyone in your organization thinks about, says, and does each day. It will influence decisions made at the top and choices made by the “lowliest” employee.

Keep your own sense of purpose honed and sharp. You are the leader. Keep that big picture in mind and know exactly where you are and where you are going. Communicate your enthusiasm and dedication. Carry everyone else along with you. It will take energy and effort, but no one said that being a leader was easy.

Grow together. At times, it may seem that everyone has a different purpose, and that paths are diverging. Make sure that everyone sees the way back to the common goal, and that the impact their work will have on it is clear to them. It is as if each team member must make a brick, ensuring that it is strong and free from flaws, and then firmly set it in place, among others, so that the next course can rest safely upon it.

Friday is a great time to bring your team together, to review the week, discuss the one to come, and end the working day with a sense of triumph, feeling united, energized, and eager for what lies ahead.

I’m a runner, I know how my legs ache halfway through a race, and at work my head often hurts at some point during a week. It is purpose that carries tired limbs and overburdened minds on until a second wind comes and that tape is in view. Purpose fathers that final burst of energy that carries your team over the line, with the broken tape fluttering at their feet. Purpose paves the way to victory. “Good leaders,” it’s been said, “create an organization with a purpose that rises above the bottom line; great leaders go a step further, finding ways to leverage the passion of each employee in order to create incentives that transcend financial rewards.”

What does this statement mean? I think it’s saying that to be an exceptional leader, you must discover ways to link the passions of each individual on your team with the purposes of your organization. You may have to find ways to do this that go beyond traditional methods. As you get to know your team, you’ll discover more about their individual desires and goals and how they define their purpose in life. It may be based on their family values, faith, or recent experiences. Pay attention to these clues! The more you can find common ground between your organization’s goals and purposes and the individual goals and purposes of each member of your team, the more effective and happy they will be on the job.

You won’t regret making purpose a priority.


About the Author

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Jeremy Kingsley is a professional speaker, author, and the President of OneLife Leadership. Since 1995 he has spoken to over 500,000 people at live events around the world. He has given over 2000 keynote speeches and his messages have reached millions through radio, television, and the internet. He has a new book titled Inspired People Produce Results, published by McGraw-Hill. Order now and learn more at




Pre-Order  Order The Book Here

Help spread the word about this must have leadership resource. Tweet This: “In order to impart inspiration, we must possess it.” #InspiredPeople by @Jeremy_Kingsley Pre-order a copy today!


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How To Make Your Team Feel Secure, Part 4 of 4 in The 3 Things Everyone You Lead Wants.


There are three things everyone you lead wants.  Significance, acceptance and security.

If you haven’t already read Part 1 of this series.  I recommend you do that first.

Image courtesy of Idea go at

Image courtesy of Idea go at

Getting your team to feel secure takes time.  Your team won’t ever feel secure until they know they are significant and accepted.

Here’s what we do.

  • Clearly Communicate.  You really can’t over communicate to your team.  You can over use a style of communication….rambling in or having to many meetings, the never ending email message, constant text message interruptions, etc.  But, using a balanced approach of methods…you can’t over communicate to your team.
  • Involve your team in minor and major decisions.
  • Invite feedback.  We have a private Facebook page where I regularly post ideas for new purchases, changes to systems, etc.  Staff can give input and have dialogue.  I get some of my most valuable feedback on this page.  Everyone can participate.  I’m careful to only ask questions and listen here.  I never “rebuke” an idea nor do I announce the final decision on the page.
  • I get personal with my team.  We talk about life outside of work.  I want to know their dreams , fears and needs.  I’m pretty sure Theodore Roosevelt first said, “People don’t care how much you know, until they
    Image courtesy of Idea go at

    Image courtesy of Idea go at

    know how much you care.”

  • Constantly talk about vision.  Knowing that the organization is headed somewhere and has a clear road map to get there eliminates a significant area of stress for a lot of people in the workplace.  Feeling secure in knowing there is a plan for the future frees people to be focused and more creative. (tweet that)
  • Have, use and share a solid set of core values as your decision making filter.  My team knows that I’m always going to be coming at decisions from our core values.  This levels the playing field.  They know what we value as an organization.  They are secure in knowing their decisions will be backed up by me if they use our core values to make their decisions.
  • Refuse to allow gossip.  We have made gossip the number one thing on a very short list of immediately fireable offensives.  We tell people in their interviews…”We are looking for people who detest and will abstain from gossip at all cost.”  We then train them on our policy to and definition of Gossip. We ask people during every evaluation “Did you detest and abstain from gossip at all cost?”  Our team never has to worry what others are saying about them at  the water cooler.  It’s always going to be positive.  Plus, we don’t have a water cooler…but we do have a drinking fountain.
  • ??  What would you add ??  There is more we do, but I’d love to have dialogue around some of the ideas you have.

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Other Post In This Series:

Other Related Post To This Series


Listen While Doing Something Else, Distracted Listening Has It’s Place


Have you ever had an amazing conversation while driving?

How about when you have been talking on the phone while walking around the house or office?



I have…lots of times.

In fact, my wife and I have made some of our most major life decisions while driving in the car together.

I’ve coached numerous team members to successful change while setting up tables for a conference event at camp.

I’ve had more youth open up to me about pain, fear or other problems while kicking a soccer ball back and forth than have ever done so sitting in my office.

  • People want you to listen to them, but they don’t want you to judge them.
  • People want you to hear them, but they don’t normally want to see your reaction.
  • People want you to help them, but they don’t always need you to do it with words.

We are normally told to give people our 100% undivided attention. This is true. Yet, I’m afraid it’s not complete.

Start with undivided, but add a distraction when needed.

There are good and bad distractions.

BAD Distractions

  • Using your phone.
  • Typing on your computer.
  • Making comments totally off topic.
  • Writing.
  • ??

GOOD Distractions….

  • Kicking a soccer ball back-and-forth
  • Carrying and moving stuff
  • Painting
  • Fishing
  • Picking up toys
  • Driving together
  • Cooking together
  • Playing a board game
  • Exercising together
  • ??

The key is to be focused on what the other person is saying while you actively listen. While sharing something else that has your “attention”.

You are focused enough to hear and respond. Yet distracted enough you won’t be judging them.

They are focused enough to share and listen. But distracted enough to keep the little voices in their head silent.

I’ve also noticed that they talk longer and share more.  The more you know, the more direct and useful your coaching can be.  (tweet that)

Next time a conversation around a concern is needed, consider doing it over a shared task.

This works with your kids or others.  With your team at work and your spouse at home.  In simply works with everyone.

What are examples of bad or good distraction you can think of?  What are types of conversations you wouldn’t want to add a distraction?

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Stay Connected With Your Spouse During The Work Day With This Game


My day job has some pretty decent hours to it.

I have to be intentional to keep my priorities in line.  They are pretty simple.

  1. My personal relationship with God.  I start every day at 5am to have time for prayer, reading the Bible and reflection.
  2. My relationship with my wife…more on that in a second.
  3. My relationship with my kids…starting my day at 5am also gives me time in the evening to play with the kids.
  4. My family and friends…we like to visit…and since we don’t have TV and my parents do, we tend to visit them a good bit, lol.
  5. My Jobs.  Running Aldersgate.  And, this blog and speaking.

It’s easy for these to start working in reverse order.  I have to be intentional to keep things straight.  Overtime, I do drift out of alignment.  But a bit of focus, and we are back on track.

So, I have to be intentional about my relationship with my wife, Marissa.

One of the thing’s we do is come up with unique ways to communicate and be involved with each other throughout the day.

Here’s a simple quick game we play with our cellphones.

Image courtesy of Stuart Miles at

Image courtesy of Stuart Miles at


One of us will start the game by texting…”One Letter Text Game” and then the first letter of a word we are thinking of. The other person text back their guess for that word. The game starter replies, “Nope” and the next letter or “Yep” if the other guesses correct.

Here are a couple rules.

  1. No using Google or other internet sites to help.
  2. You must wait at least one hour to text a reply…after all…we still have work to concentrate on.

Another variation. We will text an extreme close-up picture of something in my office or at home.  The other person has to guess what it is.

We have lots of games like this. Would you like to hear more?

What a variation you can think of?
Whats something you and your spouse do to stay connected throughout the day?

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How To Make Your Team Feel Accepted, Part 3 of 4 in The 3 Things Everyone You Lead Want


Every team needs to know they are accepted by their leader and their colleagues.  You can read why in part of 1 of this 4 part series.


Five Languages of Appreciation Increase Staff Moral

Image courtesy of Stuart Miles at


You don’t want your team to merely feel accepted, you want them to know they are accepted by you and their colleagues. You’ll want to create a culture in which people genuinely are accepting of one another.  However, remembering that more is caught than is taught, it’s important to remember that this starts with you being accepting.

Does this mean you have to accept every idea or behavior of your team?


It merely means you have to accept the position and experience in which the idea or behavior came from.

Here are two keys to creating a culture of acceptance in your organization.

1.  Stamp out gossip.  Gossip will kill your organizations culture, kill your team’s spirits and prevent you, your team and your organization from reaching its full potential.  If your team has to worry about people talking about them in a negative way when they aren’t there, they won’t feel accepted.  A culture of mistrust is inevitable in a workplace that allows, therefore sanctions, gossip.

Look for an upcoming post on how we create a gossip free workplace in our organization.  Subscribe to the blog here to make sure you don’t miss the post on Gossip.

2.  I’ve tried numerous tools, approaches and techniques to increase the moral of our team over 16 years.  The best I’ve found is a powerful and extremely cost effective tool based on the book The Five Languages of Appreciation in the Workplace.  (affiliate link)

The Manage By Appreciation  assessment is an online tool.  After having your team take the 15 to 20 minute assessment you’ll get a report that is packed full of useful information.  You’ll know their primary, secondary and least appreciated language and have specific action steps that will speak most to that person.

If you’ve heard of the Five Love Languages, you’ll be familiar with the Five Languages of Appreciation.  However, the difference between a person’s Language in a personal relationship versus a workplace relationship is huge.  The way the Languages are expressed are also very different.

Knowing if your team’s workplace language of appreciation is; Acts of Service, Words of Affirmation, Quality Time, Tangible Gifts or Physical Touch allows you to communicate appreciation to them in a personal tailored way.

The more personal your approach to each member on your team demonstrates you accept them enough to pay attention to them.  You accept them for who they are and what they can bring to the organization.

Do you want to work for someone who looks at you as a widget?  As a means to end?

Your team is a group…but they are a group of individuals.  (tweet that)

Learn them, know them and appreciate them.  They will go the distance with/for you every single time.

How do you let your team know you appreciate them?

Other Post In this Series:

Part 1 The 3 Things Everyone You Lead Want

Part 2 How To Make Your Team Feel Significant


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Only God Book: Interview and Giveaway with Author Dwight Mason

This is an interview with Dwight Mason. Dwight is the author of the new book, Only God; Change Your Story, Change the World.

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For over 25 years Dwight has served as the lead pastor of the multisite, NewPointe Community Church in Northeast Ohio.

Giveaway expired.  Winners have already received their books.  At the end of the interview, I’ll share how you could win one of two autographed copies of Dwight’s book…just in time for the February 7th launch event at NewPointe Community Church.  To learn more about that event and the book, visit

Here’s my interview with Dwight Mason.

In the area of Personal Development: 
How can a person tell if the story they are living is the story God wants for them?

When considering if your story is the one God wants for you, I think you first have to understand the difference between a good idea and a God idea. A good idea is one where you have it all figured out. A God idea is one where you don’t have it figured out. A question I like to ask is this: “What are you doing that if God would die, which is theologically impossible, you would have to stop doing?” An Only God story will always lead you to a greater dependence on God. Is my story causing me to honor and glorify God, and does it enhance my relationship with Him?

…the difference between a good idea and a God idea. (Tweet That)

What advice do you have for someone who knows they are currently living a life that is telling the wrong story?

First, acknowledge that your life is telling the wrong story. This takes humility. Humility and repentance (which means a change in the way you think) are keys to getting God to work in your life. AW Tozer said, “Your view of God is the most important thing about you.” Most of us have a wrong view of God. It has been shaped by authoritative figures and life experiences instead of God’s Word.

Second, be intentional and deliberate in getting to know God in a personal way. Not “about” Him, which many people tend to do – but know Him. You will never trust someone you don’t know. The key to any significant relationship is trust. You will never be able to fully live out the epic adventure God has planned for you without completely trusting Him with all your heart. Again, you won’t trust someone you don’t know.

For most, money is our god. We trust in money more than God. The quickest way to build trust with God is by honoring Him with our finances. Malachi 3:10-11 is the only place where God says test me:

Bring the whole tithe into the storehouse, that there may be food in my house. Test me in this,” says the LordAlmighty, “and see if I will not throw open the floodgates of heaven and pour out so much blessing that there will not be room enough to store it. I will prevent pests from devouring your crops, and the vines in your fields will not drop their fruit before it is ripe,” says the Lord Almighty.

Get to know God in a personal way not just about him.  (Tweet That)

In the area of Family Leadership:
What do you think the story of a husband and wife looks like? Is it two separate stories happening at the some time in the same space, two separate stories that should compliment each other or two stories that become one story that the couple is now living?

I believe they are different and yet can be one. I believe God has gifted each in different ways, as well as with different passions, but I believe this can fit an overarching vision that can pull the whole family together. But it will take humility and mutual submission on both parts. Whether it is a marriage, a family, church, or a company, God’s story is always big enough for each to have a role. I think this is huge because your children are watching and learning. One of the things that George Barna says is that a child’s moral foundations are generally in place by the time they are 9 years old. And in most cases, a child’s spiritual beliefs are irrevocably formed by about age 13. Scripture tells us that the hand cannot say to the foot I have no need of you. So just as we are one body with different parts and functions, I believe it works that way with marriages and families also. It is the way God develops us, so we are able to continue to write our story.

In the area of Workplace Leadership.

One of my greatest concerns is that the plot line of career and purpose in my own story becomes the plot line for the story of the organization I currently lead. I don’t want the story of the organization to die when this storyteller leaves. So, how does a leader keep from projecting and intertwining too deeply his or her story as the story of the organization they are leading? Is it even possible for the stories to be “too” intertwined?

I would say that you need to share your story. All of us have a unique story, and it needs to be shared on a personal level, as well as through a corporation where God can use your story in even bigger ways. So I believe that the two are intertwined and yet separate. It is a lot like a marriage. I am married, but I am still an individual. I lead NewPointe, and it has a story – but I am not NewPointe; I am Dwight Mason. I don’t want my personal identity to get lost in NewPointe. I have my own story. It would be dangerous for me just to live off NewPointe’s story, because I could be living off what people think of NewPointe, rather than who I really am.

Bonus Questions:

What was your favorite story to share in the book?

I really don’t have a personal favorite story. Here is why – they are all Only God stories. They are all about what happens when someone begins to trust God and live out this truth: that He is who He says He is, and He will do what He has promised to do. But, if you really pushed and forced me to tell you which one is my favorite story, I would have to choose my own. I know that most people might say, “Wow, I can’t believe you said that,” but I believe God desires every single person to say that. I wouldn’t trade my life for anyone. It hasn’t been a perfect life, but once you begin to experience and live out God’s story, you have no desire to live someone else’s story. Other people’s stories excite you and you celebrate them, but I believe your own story should always be your favorite, because that’s the way God designed it.

I want to personally say thank you Dwight for doing this interview, writing this book and allowing your story, God’s story and my story to intersect through the ministries of New Pointe Community Church. The impact for my entire family is beyond measure. And, the impact to be seen in the stories my children are going to grow up to live will be stronger because of Dwight’s leadership at our church, our church and the Only God message.

Want a copy of ONLY GOD?

All you have to do is:

1. Share this post on Twitter or Facebook.
2. Comment on this post. Any comment will do, but hearing an Only God story from your life would be awesome.
3. Sign up for my email newsletter to ensure I have a valid email address…you can unsubscribe later, this is just to ensure I can contact you if you win.

We will select two random winners in one week.

Can’t wait that long to see if you win?  I don’t blame you.  You can find the book at all major book sellers.  Here’s an affiliate link to the book on Amazon, my favorite book place…  CLICK HERE FOR ONLY GOD ON AMAZON

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