One of my favorite podcasts is the HBR IdeaCast. Episode 283, The Right Mindset for Success, focuses on the distinctions between a fixed and growth mindset. One of the most helpful portions was about supervision and management. This list, from Carol Dweck, describes the methods and message that a manager or leader could give to new employees that would put them into a growth mindset:
We value passion, dedication, growth and learning; not genius.
We do not expect that you have arrived here fully formed. We expect that you have arrived here ready to learn.
We expect you to stretch beyond your comfort zone and take reasonable risks. We do not expect you to do the same thing you are good at over and over and stay in your comfort zone.
We value and reward process, taking on big but reasonable challenges, dogged pursuit of challenges and teamwork.
Even without success we reward that you have engaged in the process in a wholehearted and smart way.
I have much to learn from these methods in the way that I supervise staff and volunteers. These methods would be helpful for:
Pastors with staff and volunteers
Board of Ordained Ministry with candidates
Bishops and District Superintendents with appointed clergy.
There are many things that I hope to do well as a pastor. One of those is strategic planning. The Wikipedia contributors define strategic planning in this way – “Strategic planning is an organization’s process of defining its strategy, or direction, and making decisions on allocating its resources to pursue this strategy, including its capital and people.”
This process is critical for a local church to have significant success in their purpose. At Resurrection, our purpose is that we are building a Christian community where non-religious and nominally religious people are becoming deeply committed Christians. Each year the church council defines strategic objectives to help us accomplish this purpose. As an associate pastor, I have some role in this process and when I am the lead pastor at a church I want to be great at leading the congregation through this type of planning process.
Strategic planning can undergird the purpose of the church, equipping volunteers, mobilizing for mission and faith sharing. It is a helpful skill for pastors.
While enjoying a chicken sandwich at my local Chick-Fil-A on Saturday, I discovered the Chick-Fil-A Leadercast. It looks to be a great leadership event, with excellent speakers and sites across the country. Here is a rundown of the speakers, from the website:
Voices of Influence
Seth Godin – Entrepreneur, Marketing Expert, & Best-Selling Author of 12 Books Including “Linchpin”
John Maxwell – Leadership Expert & Best-Selling Author of The 21 Irrefutable Laws of Leadership
Voices of Purpose
Mack Brown – Head Coach of the Texas Longhorns, 2009 Big 12 Coach of the Year
Suzy Welch – Best-selling author, television commentator, and noted business journalist
Why: Collegiality, mutual encouragement, and hear stories of God‘s work
I will be there on Thursday morning and hope that you can make it. I am leading a pre-institute session in the afternoon, but I encourage you to continue to hang out through the afternoon and into the evening.
This is a simple workbook style publication designed to help you, as the title suggests, discover your conflict management style. A self-assessment tool aids in determining your conflict management tendencies from among the following styles: persuading, compelling, avoiding / accommodating, collaborating, negotiating, and supporting. Knowing your preferred style and others will increase competence in encountering conflict and those with other preferred styles of conflict.
Strengths and Weaknesses
A great strength of this book is its brevity and tight focus on the topic. Another strength is that Leas addresses how, when and possible outcomes for each of the styles.
This resource is relevant to The United Methodist, particularly in regard to upcoming conferences – general, jurisdictional and annual. This resource may also be helpful to congregations in conflict internally or externally.
I believe that this resource would be relevant and helpful to staff and lay teams that are experiencing conflict or those teams that wish to be better prepared for conflict when it arises.
I highly recommend this document to leaders within The United Methodist Church both lay and clergy, particularly delegates to General Conference 2008. I also recommend this resource to those who desire to increase their knowledge and usage of various conflict management styles.