I learned a few things, but the main thing I learned was the value of relationships in ministry. One of my fathers in ministry, Scott Leib from Manassas Assembly of God invited me to attend with his team this year. I learned a lot from his team and from the interaction with MAG's staff. They are one of the greatest churches in America because they have one of the greatest leadership teams in America.
A few high points from the conference:
From Bill Hybels:
"The high point of ministry is knotting together great teams of leaders"
"Getting from here to there is never a straight line. We need to hear God's whispers in our journey."The Power of a Whisper: Hearing God, Having the Guts to Respond
From Jim Collins:
Collins gave a list of ten "to do's" to add to a leaders list:
1. Do your diagnostics (use a tool like the Good to Great diagnostic tool at www.jimcollins.com)
2. Count your blessings (list at least 100. then go back and look mark the one's you did not cause)
3. Analyze your question to statement ratio (try to double the ammount of questions in the next year)
4. Count the seats on your bus and make a plan to fill them this year (Read Good to Great: Why Some Companies Make the Leap... and Others Don't
for information about your bus)5. Do diagnostics from How The Mighty Fall: And Why Some Companies Never Give In
6. Create an inventory of brutal facts about you and your organization
7. Create a "stop doing" list
8. Create new clicks on your organization's flywheel and celebrate when reached (see Good to Great for the flywheel idea)
9. Double your reach to younger people by changing your practice without compromising principles
10. Create a new big hairy audacious goal (see Good to Great)
"Organizational decline is what you do to yourself not what happens to you"
"Great leaders are geniuses of the "and."" (they are able to balance paradoxical ideas)
From Adam Hamilton:
The 5 r's of resisting temptation:
Remember who you are (a child of the King, a husband, father, mother...)
Recognize the consequences of my actions (we usually only think of the positive. Spend some time thinking about the worst case scenario)
Rededicate ourselves to God (instead of stop, drop, and roll-- stop, drop, and pray)
Reveal your true self to a trusted friend
Remove yourself from the situation
Jeff Manion's entire message was powerful. I recommend checking out his book The Land Between: Finding God in Difficult Transitions
Terri Kelly's (CEO of Gore, Inc.) management was interesting. She builds plants of not more than 250 employees so teams and personality can be created. They have 18 plants within a 25 mile radius. This looks a lot like our vision to plant relational churches in our region. Interesting that it is already working in a business model.
From Daniel Pink:
We motivate people best through autonomy, mastery and purpose. In other words people are motivated when given freedom to create, progress toward their goals, and work toward a higher purpose. His book Drive: The Surprising Truth About What Motivates Us
looks interesting.From Blake Mycoskie:
His company, Toms Shoes is an interesting model. I wonder what would happen if LCC combined coffee or some other business in the way Blake has done.
From Jack Welch:
Differentiation in an organization involves identifying the 20% that are essential, the 70% that are good, and the 10% that need to be shown the door.
Sports teams do it all the time. The ones that are good at it are called winners.
Most places waste all their energy trying to fix the 10%
It is impossible to differentiate without candor in an organization.
The 20% people are energetic, excite others, good, grow others, not cheap, not stingy, generous in spirit, not afraid of great people around them
The 70% people are good hard workers
The 10% people hide other's talents, prevent other's growth, envious, not team players, acidic, low energy
These are not permanent labels-- we should encourage everyone to grow but be honest about where they are
"Do all you can to stop the meeting after the meeting"-- an organization with honest candor discusses the after meeting stuff during the meeting
Non-profit does not mean non-performance-- you chose to enter non-profit world (where rewards are not money) and you should do your best or get out.
From T.D. Jakes:
"People want challenged; they just don't want to be ripped apart."
Organizations need builders (those that can build a bonfire from a match) and bankers (those that make the fire last). The problem is that we usually attract others like ourselves. Result is no fire or a fast burnout.
Jesus surrounded Himself with twelve guys that weren't rabbis. the key to a great team is putting people around you that are good at what you aren't good at. (Jesus' team-- people that could row boat, handle taxes, fight...)
Life brings you a few confidants (people that are for you no matter what). Most people are constituents (they are for what you are for. They will also leave you for the next person that is for what you are for)
Don't cry about constituents that leave. Quote the King James Bible-- "It came to pass"
This was a great conference. Can't wait for next year!
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