5 Leadership Questions Podcast on Church Leadership with Todd Adkins and Dan Iten

In this episode of the 5 Leadership Questions podcast Todd Adkins and Barnabas Piper are joined by their teammate at lifeWay Leadership, Kevin Spratt, to talk about introverts in leadership and the distinct challenges, advantages, and disadvantages introverts have. Leadership is stereotypically done by bold, outspoken people, but many of the most effective ones are introverts. How do they do it? We answer the following questions.

* What is the definition of an introvert?

* Is introversion a setback in leadership, especially since the stereotype of a leader is bold and outspoken?

* What are the unique strengths of an introverted leader?

* What are the unique challenges of an introverted leader?

* What are some practical tips for extroverts working with introverts and vice versa?

BEST QUOTES

“The stereotype of leadership is being loud, being bold, being expressive.”

“Do people energize you or suck the energy out of you?”

“Extroverts become introverted when they have kids because kids take all your energy.”

“Everybody needs time by themselves.”

“Introverts need to be intentional about reaching out to people.”

“Introversion and extroversion are setbacks if you don’t balance yourself well and have emotional intelligence.”

“3 meaningful conversations matter more than 15 ‘networking’ connections.”

“Introverts should put themselves out there to their extreme because an introvert’s extreme is not going to come across that way.”

“One of the greatest strengths of introverts is to be able to critique.”

“Another thing introverted leaders are better at is observation.”

“If you’re constantly talking you’re only thinking about what you have to say and not what’s going on around you.”

“Critique seeks to find a solution. Criticism says ‘this is stupid.’”

“If there’s a vacuum people will fill it in.”

“An extrovert might get to a buck stopper type of decision too quickly. An introvert might get there too slowly.”

“If you’re an extrovert you need to stop talking and ask questions.”

“It may take more time for an introvert to express what they are thinking and processing.”

“Give information in advance, before a meeting, so people can process before discussing.”

“Introverts need be intentional about checking in on other people’s lives.”

“Because introverts are more reserved its easy for extroverts to think they should step my way instead of realizing I can just as easily step their way.”

“Know the make up of your team and the individual strengths and weaknesses.”

RECOMMENDED RESOURCES

Quiet by Susan Cain

Good to Great by Jim Collins

The Power of Introverts – Susan Cain’s TED Talk

In this episode of the 5 Leadership Questions podcast Todd Adkins and Barnabas Piper are joined by their teammate at lifeWay Leadership, Kevin Spratt, to talk about introverts in leadership and the distinct challenges, advantages, and disadvantages introverts have. Leadership is stereotypically done by bold, outspoken people, but many of the most effective ones are introverts. How do they do it? We answer the following questions.

* What is the definition of an introvert?

* Is introversion a setback in leadership, especially since the stereotype of a leader is bold and outspoken?

* What are the unique strengths of an introverted leader?

* What are the unique challenges of an introverted leader?

* What are some practical tips for extroverts working with introverts and vice versa?

BEST QUOTES

“The stereotype of leadership is being loud, being bold, being expressive.”

“Do people energize you or suck the energy out of you?”

“Extroverts become introverted when they have kids because kids take all your energy.”

“Everybody needs time by themselves.”

“Introverts need to be intentional about reaching out to people.”

“Introversion and extroversion are setbacks if you don’t balance yourself well and have emotional intelligence.”

“3 meaningful conversations matter more than 15 ‘networking’ connections.”

“Introverts should put themselves out there to their extreme because an introvert’s extreme is not going to come across that way.”

“One of the greatest strengths of introverts is to be able to critique.”

“Another thing introverted leaders are better at is observation.”

“If you’re constantly talking you’re only thinking about what you have to say and not what’s going on around you.”

“Critique seeks to find a solution. Criticism says ‘this is stupid.’”

“If there’s a vacuum people will fill it in.”

“An extrovert might get to a buck stopper type of decision too quickly. An introvert might get there too slowly.”

“If you’re an extrovert you need to stop talking and ask questions.”

“It may take more time for an introvert to express what they are thinking and processing.”

“Give information in advance, before a meeting, so people can process before discussing.”

“Introverts need be intentional about checking in on other people’s lives.”

“Because introverts are more reserved its easy for extroverts to think they should step my way instead of realizing I can just as easily step their way.”

“Know the make up of your team and the individual strengths and weaknesses.”

RECOMMENDED RESOURCES

Quiet by Susan Cain

Good to Great by Jim Collins

The Power of Introverts – Susan Cain’s TED Talk

In this episode of the 5 Leadership Questions podcast Todd Adkins and Barnabas talk with Faith Whatley, Director of Adult Ministries at LifeWay Christian Resources. Faith shares awesome stories of helping launch the first Beth Moore event LifeWay did and Living Proof Live when they prayed for just 500 attendees, unsure if they would show up. Over 1,000 did and the rest is history. In her years at LifeWay Faith has moved up the chain to direct a ministry area impacting millions of people daily with the gospel and has balanced a family with significant managerial and leadership responsibilities. The conversation covers a number of subjects but draws special insights about women in leadership. You will love Faith's wisdom, candor, and winsome style.

BEST QUOTES

“We are trying to keep up with ever-changing church practice.”

“We talk a lot about our own churches and how they do things.”

“Researching the church is different than market research which simply looks at market trends.”

“Is the tyranny of the urgent really urgent?”

“We try to make a ‘stop doing’ list every year.”

“I’ve had to learn to take my director hat off at the door when I go home.”

“If you lead you will make mistakes.”

“The biggest lessons I’ve learned are from the mistakes I’ve made.”

“If you lead not everyone will like you.”

“As the only woman at the table I felt like I had to be more prepared.”

“If you’re male in leadership and a woman at the table is really quiet, it’s not because they have nothing to say. It’s because they don’t trust the room yet.”

“Younger women don’t see the way church has presented women’s ministry as for them. It’s for their moms.”

RECOMMENDED RESOURCES

Devo Hub

The Gospel Project

Living Proof Ministries

In this episode of the 5 Leadership Questions podcast Todd Adkins and Barnabas talk with Faith Whatley, Director of Adult Ministries at LifeWay Christian Resources. Faith shares awesome stories of helping launch the first Beth Moore event LifeWay did and Living Proof Live when they prayed for just 500 attendees, unsure if they would show up. Over 1,000 did and the rest is history. In her years at LifeWay Faith has moved up the chain to direct a ministry area impacting millions of people daily with the gospel and has balanced a family with significant managerial and leadership responsibilities. The conversation covers a number of subjects but draws special insights about women in leadership. You will love Faith’s wisdom, candor, and winsome style.

BEST QUOTES

“We are trying to keep up with ever-changing church practice.”

“We talk a lot about our own churches and how they do things.”

“Researching the church is different than market research which simply looks at market trends.”

“Is the tyranny of the urgent really urgent?”

“We try to make a ‘stop doing’ list every year.”

“I’ve had to learn to take my director hat off at the door when I go home.”

“If you lead you will make mistakes.”

“The biggest lessons I’ve learned are from the mistakes I’ve made.”

“If you lead not everyone will like you.”

“As the only woman at the table I felt like I had to be more prepared.”

“If you’re male in leadership and a woman at the table is really quiet, it’s not because they have nothing to say. It’s because they don’t trust the room yet.”

“Younger women don’t see the way church has presented women’s ministry as for them. It’s for their moms.”

RECOMMENDED RESOURCES

Devo Hub

The Gospel Project

Living Proof Ministries

In this episode of the 5 Leadership Questions podcast Todd Adkins and Barnabas talk with Faith Whatley, Director of Adult Ministries at LifeWay Christian Resources. Faith shares awesome stories of helping launch the first Beth Moore event LifeWay did and Living Proof Live when they prayed for just 500 attendees, unsure if they would show up. Over 1,000 did and the rest is history. In her years at LifeWay Faith has moved up the chain to direct a ministry area impacting millions of people daily with the gospel and has balanced a family with significant managerial and leadership responsibilities. The conversation covers a number of subjects but draws special insights about women in leadership. You will love Faith’s wisdom, candor, and winsome style.

BEST QUOTES

“We are trying to keep up with ever-changing church practice.”

“We talk a lot about our own churches and how they do things.”

“Researching the church is different than market research which simply looks at market trends.”

“Is the tyranny of the urgent really urgent?”

“We try to make a ‘stop doing’ list every year.”

“I’ve had to learn to take my director hat off at the door when I go home.”

“If you lead you will make mistakes.”

“The biggest lessons I’ve learned are from the mistakes I’ve made.”

“If you lead not everyone will like you.”

“As the only woman at the table I felt like I had to be more prepared.”

“If you’re male in leadership and a woman at the table is really quiet, it’s not because they have nothing to say. It’s because they don’t trust the room yet.”

“Younger women don’t see the way church has presented women’s ministry as for them. It’s for their moms.”

RECOMMENDED RESOURCES

Devo Hub

The Gospel Project

Living Proof Ministries

In this episode of the 5 Leadership Questions podcast Todd Adkins and Barnabas Piper sit down with Eric Geiger to talk about the most and least effective ways to motivate a team of people. Over the decades organizations and leaders have leaned on different methods and means to do this, but what works best now and what has the greatest long term impact on employees both positively and negatively? We ask the following questions.

* How have leaders traditionally motivated employees?

* How effective are these methods for the workforce as a whole - both younger and older employees

* How can a leader determine how to effectively motivate individual employees?

* What motivates you personally?

* What is the difference between motivating and manipulating?

* What kinds of motivation have the most significant long term impact on a team?

BEST QUOTES

“Great leaders have always motivated followers with intrinsic motivations.”

“Extrinsic motivations are working less and less today.”

“It’s all about buy-in when it comes to intrinsic motivation.”

“When you motivate with a ‘carrot’ you’re treating people like animals.”

“Do you motivate with what or do you motivate with why?”

“Are team members finding motivation in themselves or in the organization?”

“The younger generation wants to be fulfilled by their work.”

“If someone just wants a job you are going to have to constantly motivate them.”

“Know your team members’ appreciation language.”

“Is your intention to get more work out of someone or to develop them as a person?”

“Motivation cares about the work and the person. Manipulation only cares about the work.”

“The actions of manipulation and motivation can be exactly the same for entirely different reasons.”

“You need to have the right motive behind your motivation.”

“Good development and feedback has the most long term effect.”

“If you’re just trying to get more work of a team member you’re burning them out and devaluing them.”

RECOMMENDED RESOURCES

MyLeadershipPipeline.com

5 Languages of Appreciation In the Workplace by Gary Chapman & Paul White

EricGeiger.com

 

In this episode of the 5 Leadership Questions podcast Todd Adkins and Barnabas Piper sit down with Eric Geiger to talk about the most and least effective ways to motivate a team of people. Over the decades organizations and leaders have leaned on different methods and means to do this, but what works best now and what has the greatest long term impact on employees both positively and negatively? We ask the following questions.

* How have leaders traditionally motivated employees?

* How effective are these methods for the workforce as a whole – both younger and older employees

* How can a leader determine how to effectively motivate individual employees?

* What motivates you personally?

* What is the difference between motivating and manipulating?

* What kinds of motivation have the most significant long term impact on a team?

BEST QUOTES

“Great leaders have always motivated followers with intrinsic motivations.”

“Extrinsic motivations are working less and less today.”

“It’s all about buy-in when it comes to intrinsic motivation.”

“When you motivate with a ‘carrot’ you’re treating people like animals.”

“Do you motivate with what or do you motivate with why?”

“Are team members finding motivation in themselves or in the organization?”

“The younger generation wants to be fulfilled by their work.”

“If someone just wants a job you are going to have to constantly motivate them.”

“Know your team members’ appreciation language.”

“Is your intention to get more work out of someone or to develop them as a person?”

“Motivation cares about the work and the person. Manipulation only cares about the work.”

“The actions of manipulation and motivation can be exactly the same for entirely different reasons.”

“You need to have the right motive behind your motivation.”

“Good development and feedback has the most long term effect.”

“If you’re just trying to get more work of a team member you’re burning them out and devaluing them.”

RECOMMENDED RESOURCES

MyLeadershipPipeline.com

5 Languages of Appreciation In the Workplace by Gary Chapman & Paul White

EricGeiger.com

 

In this episode of the 5 Leadership Questions podcast Todd Adkins and Barnabas Piper sit down with Eric Geiger to talk about the most and least effective ways to motivate a team of people. Over the decades organizations and leaders have leaned on different methods and means to do this, but what works best now and what has the greatest long term impact on employees both positively and negatively? We ask the following questions.

* How have leaders traditionally motivated employees?

* How effective are these methods for the workforce as a whole – both younger and older employees

* How can a leader determine how to effectively motivate individual employees?

* What motivates you personally?

* What is the difference between motivating and manipulating?

* What kinds of motivation have the most significant long term impact on a team?

BEST QUOTES

“Great leaders have always motivated followers with intrinsic motivations.”

“Extrinsic motivations are working less and less today.”

“It’s all about buy-in when it comes to intrinsic motivation.”

“When you motivate with a ‘carrot’ you’re treating people like animals.”

“Do you motivate with what or do you motivate with why?”

“Are team members finding motivation in themselves or in the organization?”

“The younger generation wants to be fulfilled by their work.”

“If someone just wants a job you are going to have to constantly motivate them.”

“Know your team members’ appreciation language.”

“Is your intention to get more work out of someone or to develop them as a person?”

“Motivation cares about the work and the person. Manipulation only cares about the work.”

“The actions of manipulation and motivation can be exactly the same for entirely different reasons.”

“You need to have the right motive behind your motivation.”

“Good development and feedback has the most long term effect.”

“If you’re just trying to get more work of a team member you’re burning them out and devaluing them.”

RECOMMENDED RESOURCES

MyLeadershipPipeline.com

5 Languages of Appreciation In the Workplace by Gary Chapman & Paul White

EricGeiger.com