The world has changed dramatically in the past decade. You know this. You’ve felt it. You live with the stress of it every day.

Your leadership needs to change with it.

The human race is rapidly becoming a more tightly knit global community. A dip in one country’s economy can prompt falls across world markets before the next day’s trading cycle. A technological explosion of mobile devices, social networking, and cloud computing has made the world seem smaller.

These shifts have changed the way we live, work, think, learn, and relate to family and friends. And our expectations have changed. Increasingly, we believe that information and people should be available on demand. A global economy with shrinking boundaries allows buyers and sellers to conduct business non-stop, 24/7/365.

Companies, institutions, nonprofits, churches, and mission agencies are all struggling to keep up with this pace of change. Many are rightly questioning whether the practices that made yesterday’s leaders successful will still be helpful tomorrow….

Want more? Download this free chapter of my book CLOSE: Leading Well Across Distance and Cultures.

Get the whole book on Amazon.com.

Your Two Biggest Enemies

March 10, 2014 — 2 Comments

As a spiritual leader you have two formidable enemies. Each picks at you daily, constantly, relentlessly. If left unchallenged each will undermine your ability to lead people onto God’s agenda.

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The One Thing Leaders Want

February 26, 2014 — 2 Comments

Leaders want dialog.

You want the ability to discuss, debate, shape and influence a decision before it is made.

The people you lead — or your teenage daughter, or the committee members at church, or the division heads of your organization — want the same thing with you.

Honest, open dialog facilitates shared leadership. Leaders want to share leadership.

This fascinated me, as when our organization restructured recently, one of the five principles guiding our efforts was “shared leadership.” Many leaders initially resisted this, claiming that the essence of leadership—at least in their culture—was having someone in charge to make the final decisions. Yet people don’t want to be led that way. They want to voice their opinions. They want to help shape overall direction. They long for the dynamic interaction among leader-followers that characterizes high performance teams. They want to be engaged in issues and decisions that they will ultimately own. They long to share leadership.

Leaders want dialog.

Read more on this topic in my book CLOSE: Leading Well Across Distance and Cultures.