I recently took my team to Leadercast 2014. During our lunch break I was asking everyone on our team what their greatest takeaway from the morning was. Our 20 year old program director, Meredith, floored me with her response. I realized that I had learned the same lesson after years of struggling with delegation. However, she picked up on it and put words to my greatest challenge with delegation in a few hours. I learned a lot at Leadercast, but I didn’t expect this lesson on how to delegate tasks.
Image courtesy of Stuart Miles / FreeDigitalPhotos.net
Back to my conversation with Meredith.
Me to Meredith; “What’s your greatest takeaway so far?”
Meredith; “I’m good at delegating tasks. I’m terrible at delegating decisions.”
And there it was my friend. I realized I had mastered task delegations years ago. In fact, pretty quick into my leadership journey I had delegating tasks down.
- Identity the next action step required.
- Decide the best equipped person to handle the action step.
- Assign it to them.
- Record the assignment in whatever task management system I was using at the time. (I’m now 100% on Nozbe and loving it thanks to Jackie Bledsoe Jr.).
- Followup with the person when the action step requires it depending on difficulty, due date, etc.
But, I never felt like I was getting ahead.
How about you? Do you feel more or less free to dream about the vision of your organization and how to reach it as you delegate more and more? I for one was always confused. Why was I still so swamped when I had everything delegated out?
Enter Dave Ramsey book Entreleadership.
From Mr. Ramsey, I learned and use the 3 suggestions rule. (Actually, I only require 2.) The rule is this. When you bring me a problem, come with 3 (or 2) suggestion on how to fix it. After I’m presented the problem and the suggested solutions I decide on a course of action. I make sure the person knows why or why I’m not using one of their suggestions. Over time, I learn how my team thinks and they learn how to think like me when solving problems. After a few rounds of this, I can eventually say; “You no longer need to bring problems like this to me. I trust you to decide.”
Overall, this has been working great. And Meredith helped me see what I was actually doing in this process. I was delegating decisions.
When I would simply delegate task in the past without delegating the authority to make decisions….I was setting my team up to have to come back to me with questions. However, once I started passing on the responsibility to make decisions I started noticing more time in my day to focus on the things that only I can do.
With Dave Ramesy’s approach I am teaching my team how to make decisions. Thus, delegating decisions making when the team member is ready. Now that Meredith has helped me connect the dots, I’m going to be able to be even more intentional.
What I Have To Stop Doing.
I also had another light bulb moment. And, that lead to me apologizing to my team. Recently I would reply like this when asked about something I didn’t need to be involved in. “You decide, I don’t care.”
What I thought I was saying was this; “You can decide this. I trust you. I don’t need to care about this, because you have it covered.”
What I now realize I was covertly communicating. “You decide. I don’t care about small things like this. It’s such a small decision, it’s beneath me. You are only capable of handling this kind of small thing and I don’t care. Only bother me with the big important stuff.”
Not what I thought, felt nor meant. But the words we use matter.
Now, I will simply reply; “Thanks for asking. However, I trust you. I’d like for you to decide. I’ll support you whatever you decide.” And, after saying this a few times, I’ll just cut it down to; “You can decide this. I trust you.”
What About You? Do you delegate decisions as well as you delegate tasks?
What Do You Know?
I would appreciate any insight you can share on delegation in the comments or by sending me an email.
It’s an honor to share a guest post today from a great guy; Brett Faris starter of FeedLeaders.com. Before discovering his site, I thought I was losing my passion or was just totally stressed out. Turns out, my passion was simply being overpowered by burnout. I didn’t know the difference between stress and burnout; now I do. Regardless of where you lead; you can benefit like I have from Brett’s content. After reading and commenting on this post here; sign up over at FeedLeaders for encouragement like none you’ve ever received.
A Challenge Of Many Leaders:
If you are in ministry, you have to be comfortable meeting new people. Approaching new people is a major win in ministry because if you don’t meet new people how are you going to reach people?
If you are like me, approaching people doesn’t come easy. I’m a mix of introvert and extrovert. Part of me is shy and reserved while another part of me is friendly and outgoing. What about you?
What I have found is once I meet someone I have no problem engaging in conversation and getting to know someone. However the initial walk across the room to introduce myself doesn’t come easy.
So how do you approach people in a way that works every time giving you the best chance to make the walk across the room and connect with someone new?
Never approach someone out of obligation but solely out of opportunity.
Yet Another Life Lesson From Camp:
My greatest lessons in how to approach people I learned during my time at Camp Barnabas. Camp Barnabas is a camp for kids with special needs where I took groups of high school students to serve during summer mission trips.
The staff at Camp Barnabas were geniuses at how they gave people a chance to meet for the first time. At Camp Barnabas they pair up one student with one camper then ask the student to spend 23 hours a day for six days to help the camper have the greatest week of their life. Needless to say the first meeting is important!
So what does Camp Barnabas do that makes approaching people you haven’t met before an incredible experience?
At Camp Barnabas they make meeting people for the first time fun and meaningful.
Watch this clip of the volunteers waiting to meet their camper who are introduced one by one. In this clip we go from making noise to using “spirit fingers” because the camper who was being introduced next was deaf and autistic.
Next time you walk across the room to meet someone new here are three ideas to help shift your mindset to ensure it becomes a great experience.
FIRST: See approaching new people as an OPPORTUNITY instead of an OBLIGATION.
At Camp Barnabas meeting your camper was an opportunity for something great to happen in your life. They made meeting the campers such an exciting and memorable experience that we couldn’t wait to meet the campers for the first time.
As Church Leaders we have to carry the same mindset. On Sunday when new people walk through your doors never approach them out of obligation. Instead approach them out of opportunity. The moment you walk towards them out of obligation you ruin any chance for good to come from your encounter.
THEN: Understand everyone is UNIQUE and not the SAME.
Camp Barnabas understood that everyone is unique. They understood some kids were loud and ready to go while other kids needed quiet and time to adjust.
All people are unique and not the same. When you approach new people it is important to take this into consideration. Focus on body language. Be attentive to their social cues. Don’t focus on a script but enjoy the moment for what it brings.
You will do yourself and the people you meet for the first time a great service if you approach every new encounter as a new experience to enjoy.
FINALLY: Find ways to IMPACT them but also allow yourself to be IMPACTED by them.
At Camp Barnabas not only did we impact the campers but the campers impacted us. All of us went to Camp Barnabas believing that we were the ones who would be making the impact however in the end we found they were the ones who impacted us.
As Church Leaders we have to approach people with the hope to impact them. Encourage people. Pray for them if it is fitting. Introduce them to a key volunteer. Do something to add value to their life however small it may be. However don’t let it be a one-way street because God will use other people to impact you Brett.
This is the great exchange of all relationships that God will use you to impact other people while He will use other people to impact you.
One of the greatest things we can do as Church Leaders is welcome new people into our churches with effort and love. As you approach new people consider these three simple ideas that will help shift your mindset to make your first encounter fun and meaningful.
(This post first appeared on FeedLeaders.com and is being reposted here with permission)
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What has worked for you when meeting new people? What are your thoughts on Brett’s guest post today?
If you are a camp director, you’ve probable heard the term; “mid-summer-blues”.
Mid-summer-blues is that funk that your staff get’s in part way into summer camp.
Mid-summer-blues can cause staff to get complacent. And complacent staff can lead to more:
- homesick campers,
- preventable injuries,
- bored campers,
- a decrease in meeting the camp’s mission and
- other negative consequences.
Not to mention, staff who want to quit.
In the last several summers, we’ve kicked mid-summer-blues out the gate. Here are some keys to keeping mid-summer-blues out of your camp’s culture.
TIPS AND SUGGESTIONS:
- Talk about it during staff orientation. Put your staff on the lookout for it. Empower them to prevent it.
- Talk about the vision, a lot. Keep your team inspired by talking about the “win” every day. Overreact to victories and under-react to setbacks. (I’m blushing, but yes you can click here to tweet that)
- Keep crazy out of camp. Be ridiculously cautious hiring staff. Hire character over anything else.
- Drama as a camp activity is great. Drama as a staff pastime is not great. Kill drama by making gossip a fireable offense.
- Have staff small groups. Everyday for 30 minutes our staff have a small group Bible study with 3 or 4 other staff. These times of day give staff time to step away, work on themselves, recenter, reconnect and be reenergized. Half of our staff small groups meet during morning watch and the other half meet during vespers.
- Require everyone to have a one-on-one with their supervisor every week.
- A few weeks into camp, introduce a staff only competition. We call it, Battle Staff Galactica. It’s a series of games including a rock-paper-scissors bracket playoff, sing-offs, costume contest, etc. Some games happen before campers arrive on Sunday…basketball, volleyball, gaga ball, etc. Others happen with campers as the cheering squad. For example, staff have to dress up like someone else on staff…the campers vote on the best during a meal. Just caution the staff to keep camp focused on the camper. Have a primary supervisor who can keep a “campers-first” mindset run the games. Only play one a day or every other day. Don’t keep a running score, the idea isn’t to win a big prize, the idea is to keep fun and the excitement of camp alive in your staff.
- Change things up. Have a random ice-cream party that nobody knows about except the director. Just spring it on all of camp one evening.
- Use the Five Languages of Appreciation in the Workplace. Showing appreciation to each person in a way unique to them is huge. In fact, this is the single greatest contributor to our success at kicking mid-summer-blues out of the gate.
- ?What other Tips and Suggestions Do You Have?
WHAT YOU CAN DO RIGHT NOW:
- Read The Five Languages of Appreciation in the Workplace.
- Choose one of your returning summer staff, contact them and ask them if they want to start planning Battle Staff Galactica for your team.
- Please comment your thoughts and ideas below. What’s worked for you to increase staff moral?
- If you found this helpful, please share it, I’d be very grateful.
I was inspired to write this post by Karin of Lets Grow Leaders when I read and commented on her post, Words With Teams, A Simply Insightful Team-building Exercise. You should follow her on Twitter by the way…
On my Facebook page, I asked; “What’s your favorite question to ask when interviewing a candidate for a leadership position?”
“Keep Crazy Out Of The Building” – Dave Ramsey
TIPS AND SUGGESTIONS:
Here are the answers and explanations offered via Facebook.
- “What is the most exciting thing you did over the past year?” The answer will give you a level of passion, energy and enthusiasm. – CW Toland.
- “What’s the biggest risk that they have taken. What made it risky and how did they try to reduce that risk.” It’s also important that fear of failure is not so disabilitating that all risk is avoided or that the lack of that fear prevents proper planning that then causes real harm when things go wrong.- Robert Pappenhagen
- “How will you earn the respect of your team?” I like asking this so I can see if he/she will be a dictator or try to lead by example. – Monicah Fratena
- “And on a different page, I loved the questions; I am giving you magical powers and if you could have 3 people work with you at camp, living or dead, fictional or fantasy, who would you chose and why? I loved to hear their answers and more importantly the why. It made them think and gave real insights into how they saw leadership, teamwork and more importantly how their choices would affect the people they would be working with. It really gives you insight. Good Luck.” – Camp Mo
- “What does it look like for you to be a leader? …(is not the answer to serve) leadership is to put yourself under others and “wash their feet”. – Everett Troyer
- “How well do you handle change? Accept it or ignore it? and how do you define a good leader?” – Kristen Wills
- “What are you going to do if you are stuck in a position where you have no idea what to do? You always want them to be able to admit they aren’t perfect and have weaknesses and are willing to ask for help!” – Amy Elizabeth
- “What is your legacy? What is your 100-year vision?” – John Lowry (John won’t care if you Tweet That)
- “How do you lead a group? You hope they won’t say from the front spouting orders…they should say from right beside my co-workers…I am no better than them and must be humble when I lead.” – Mary Gladman De Witt
- “Explain to them the mission and vision of camp, then ask how that fits into their personal mission and vision.” – Corey Stocksdale
- “Have you done dishes before or do you do the dishes at home. To me it shows if a person will get dirty and do whatever is needed in any situation.” – Katie Krizek
- “My very first Question no matter what the employment position and letting them sit there in silence for several minutes, is for that person to define Honesty. 2nd question to define team player… as they verbally define each I write down their definition and have them initial it after they read what I wrote. After 1,000’s of interviews I have found those two questions help with communicating with your employees.” – Larry Piorkowski
- Instead of simply asking questions. Have them perform. When I interview a potential cook for example. Their second interview consist of them actually cooking one of our recipes for us. We consider:
- time it takes to complete,
- could they multitask and still answer questions,
- openness to suggestions, etc.