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Six-By-Six Execution

This leadership axiom basically asks what are the the six most important tasks that I can tackle in the next six weeks. This axiom forces you to concentrate truly on the top six things that need to be accomplished within six weeks. This exercise is not as simple to begin because it forces reflective thinking and that does not come as easy for everyone. In fact critical thinking skills are needed. This forces advance thinking two and three steps ahead of your present reality.

Pastor Hybels popularized this exercise. There are various versions of this idea. Anytime you bring focused attention on key goals, the end result will be to raise the level of performance in other areas that you might not have expected. Give it a try and write a comment to share how this worked for you.

Only God

This axiom of leadership suggests there are times when clever wordsmithing is not what attracts results. It suggests that your 4 color printed ads and promos are not what attracts results. It suggests that results are beyond explanation within the realm of human capability.

So much of our modern day “Church-Growth” concepts are based upon market-proven strategies in the business world that have been adapted for the church world to get results. Can I suggest to you that if you can get results on the basis of your wordsmithing and market campaigns, you do not need a miracle. You can grow your organization all by yourself.

May I suggest this is more than a leadership axiom, It is a theology to seek after. “If God does not help us, we will perish” is a mantra of a person who recognizes their limited skills and capabilities.

The Three C’s

When building a “Dream Team” that will help you move your organization to fulfill the dreams that you are destined to accomplish, how will you evaluate individuals to help? I am a big fan on using psychometric measuring tools to assess gifting’s. When you reduce it all down there are three key areas to not compromise on:

• Character
• Competence
• Chemistry

Character should always be at the top of the list. Character is hard to discern in a 15 minute interview with a person. You have to exercise due diligence to get at the heart of this quality. Do they have a proven track record, are they truth tellers, covenant keepers, and do they conform to the character of Christ.

Never apologize for looking for maximum competence in your newest teammates, gifts, talents, and capabilities.

The final C is the Chemistry test – do they get along with others around them. Are they adaptable and flexible when working with new people, methods, and ideas. Even if they have tons of character and competence, do not believe for a moment that they will gain the chemistry along the way. Take the time for group interviews with other staff that will work with this new person to see what their perspectives are about the newbie.

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