Leading Hope with Kevin Jack

The Leading Hope Manifesto:

1. We want to increase the impact of your leadership.

2. We want to aim the impact of your leadership.

- Leadership is a privilege and a sacrifice. But I believe the sacrifice of leadership is the privilege.

- Archbishop Desmond Tutu, “I have a piece of bread to share with you for me.”

Your leadership will have an impact, you’re going to lead them towards despair, or you’re going to lead them towards hope; we want you to lead them towards hope.

Everyone has 20 minutes to learn to become a better leader. Make it Count!

Your actions should change based upon the season you are in.

If you don’t know the season you won’t maximize the moment & you’ll be unprepared for the next season.

Two Notes:

I take my vacation very strategically; it’s going to be about the same weeks every single year.

I build development early into my workweek so I don’t cloud my thinking later in the week with messages.

How to Identify the Season:

What is the cycle of your work?

Are we in conquest or consolidation?

How long is this season?

In light of your future desires, what is the most significant thing that could happen this season?

Order determines capacity.

When your life is focused on things that don’t matter, you will feel & be overwhelmed.

Two Notes:

When I put the big blocks in first I literally can fit more into my life.

When small blocks don’t fit, it’s not a big deal.

Your capacity in one season is not necessarily your capacity in the next.

We increase our capacity through a rhythm of Rev Up, and Focus In.

How to know you’ve hit the ceiling:

1. Things start falling apart & you’re unaware of it.

2. Your strengths are no longer activated.

3. You can no longer see the declining cycle of your energy.

What this Rhythm Does:

1. Rev Up phase forces you to increase some of your capacity skills.

2. Focus In phase forces you to deploy those skills at the areas of highest leverage: you don’t leave them behind, you still apply them, you just focus them for a greater impact.

Think like an architect, not a victim.

- Physical Capacity = Energy

- Mental Capacity = Edge

- Spiritual Capacity = Purpose

Steps: Think like an architect.

1. What do I care about doing that I’m not currently able to do? (Question of Purpose)

2. What do I need to be able to do that I’m not currently able to do? (Question of Physical)

3. What do I need to know about what to do or how to do it that I don’t currently know? (Question of Mental)

The enemy of capacity is comfort.

1. Whining is incompatible with personal growth.

2. If you’re never overwhelmed, you’ll never learn to develop and rely on your skill.

3. Before you’re capable of more, you’ll be overwhelmed. Don’t give in to comfort, embrace the pain and watch your capacity increase.

Desperation will open up doors that complacency will keep shut.

Everyone thinks they’re at human capacity until someone shows it can be done.

Two ways to look at it:

1. I’m full. Too many blocks in my container. Need “balance”.

2. I’m full. My container is too small for all the blocks. I need a bigger container.

You do have a ceiling, you don’t know what it is, your ceiling is probably much higher than you think it is.

This week we took some time to talk to our team about developing trust.

Our desire is that you would see this is a messy, complicated process that everyone responds to differently. Listen to the full episode to hear the unique perspectives that may be mirrored within your context.

Thank you for listening to Leading Hope!

Episode 42 Trust Code August 19, 2020 Also Available On: Leader Notes In this episode we continue to get an inside look at the on going process [...]

In this episode you will get an inside look at the on going process of developing trust and:

- Learn from our struggles & successes.

- Help you see not everyone responds to this work the same, so we’ll get a cross-section of different personalities.

- Don’t want you to think this is a single meeting (the greatest error anyone could make!)

Questions answered by the Team:

1. Describe our Team Pre-Trust Work and on the other side of all the initial work?

2. What were some key moments, exercises, meetings when it comes to trust?

3. As we went through some of those, what were you thinking, what were you feeling? Take us into your thoughts.

4. How would you describe the process to someone else of developing trust within our team?