Listen to the podcast of this post by clicking on the player below, and you can also subscribe on Apple, Spotify, or Audible. Check out the video content in this post by clicking here.
One of the most difficult—but rewarding—decisions a leader will ever make is to honestly confront themselves on their part in a relationship or organizational problem.
Check out the full conversation Greg and I had on the Craig and Greg Show episode called Growth from the Hard Road. And you may also want to check out a whole series of messages I shared in the series Thankful in the Night.
Get more information on my book When Sheep Bite by clicking here.
Sometimes leaders will have to part ways with a staff member. The way this is done can either bring resolution or it can create lingering problems. Check out this clip from our conversation on combatting toxicity in the workplace.
I thoroughly enjoyed this commentary from John Piper on the power of silence in the face of critics and revilers. Pastor John noted, “Both the teachings and the sufferings of Jesus are meant to teach us how to respond when we are treated badly, unjustly. We are to glorify God by finding in Him the reward that satisfies our heart deeply enough that we don’t need to return evil for evil.” I really leaned into this supernatural response to critics in my book When Sheep Bite.
“To preach Christianity meant primarily to preach the Resurrection. … The Resurrection is the central theme in every Christian sermon reported in the Acts. The Resurrection, and its consequences, were the ‘gospel’ or good news which the Christians brought: what we call the ‘gospels’, the narratives of Our Lord’s life and death, were composed later for the benefit of those who had already accepted the gospel. They were in no sense the basis of Christianity: they were written for those already converted. The miracle of the Resurrection, and the theology of that miracle, comes first: the biography comes later as a comment on it.” —C.S. Lewis, Miracles
“We all know that exercise makes us feel better, but most of us have no idea why. We assume it’s because we’re burning off stress or reducing muscle tension or boosting endorphins, and we leave it at that. But the real reason we feel so good when we get our blood pumping is that it makes the brain function at its best, and in my view, this benefit of physical activity is far more important—and fascinating—than what it does for the body. Building muscles and conditioning the heart and lungs are essentially side effects. I often tell my patients that the point of exercise is to build and condition the brain.” —Dr. John Ratey
“When it comes to leadership, attitude becomes even more important. You need to see possibilities when others don’t, encourage people when they are feeling defeated, and demonstrate commitment when others want to quit.” —John Maxwell
J. Warner Wallace not only makes the case that original accounts in the Gospels haven’t been changed over time, but he also shows how the corroborating sources affirm the original account—
Listen to the podcast of this post by clicking on the player below, and you can also subscribe on Apple, Spotify, or Audible. Check out the video content in this post by clicking here.
When some sort of chemical or toxin is spilled in the environment it doesn’t just stay put, it spreads, corrupting everything around it. The same principle is true in our organizations—toxic behaviors that are allowed to fester will spread until they consume your entire team. So put on your hazmat suit and join Greg and me as we address common toxic behaviors and offer strategies on how to root them out before they can take hold.
[0:00] Introduction
[1:00] A quick list of some toxic behaviors leaders will have to address.
[3:09] Let’s think about the analogy of our organizations as a human body that’s nursing an injury.
[5:50] How should leaders treat toxicity in their organizations?
[9:38] Greg wants to know how I have addressed toxic teammates.
[11:20] Greg shares how moving the problem instead of dealing with the problem actually multiplies the problem.
[15:17] At some point leaders might have to admit that a toxic teammate isn’t a good fit for the organization. Now what do we do?
[17:42] There was an important part of my book When Sheep Bite that Greg helped me to see more clearly.
[18:54] Being too quick to deal with problems is just as dangerous as being too slow to deal with it.
[25:28] It’s easy to get swayed by your emotions when dealing with these toxic topics, but an outside coach isn’t emotionally invested like you are, so they can give you a much more objective viewpoint.
[27:00] The behavior you accept will determine the culture of your organization.
Listen to the podcast of this post by clicking on the player below, and you can also subscribe on Apple, Spotify, or Audible. Check out the video content in this post by clicking here.
Accountability is a word you might have some negative connotations attached to. Many people have only heard the word in the context of taking ownership for a mistake or a “shape up or else” talk with the boss. In today’s episode Greg and I offer a different perspective, discussing how a healthy accountability culture can strengthen and grow your organization.
[0:00] Introduction
[0:22] A leadership “4-letter word” that many weaker leaders want to avoid.
[2:21] Some people think accountability might show some chinks in their armor.
[3:36] What are the benefits of a leader being accountable to his or her team?
[6:21] A leadership team that is approachable will use accountability in a very positive and productive way.
[7:57] Is there a correlation between accountability and motivation?
[9:44] For some people, accountability might be viewed as a threat.
[11:00] Greg and I have a new book coming out about a leader’s vision-casting, which requires some accountability.
[13:05] Our childhood experiences definitely effect the way people view accountability today—for both leaders and teammates.
[16:43] Leaders should set up their teammates for success.
[17:25] Reassurance is a key part of building a culture of accountability.
[18:37] Accountability is simply accounting for your ability.
[19:09] I share a quote from John Maxwell.
[19:55] Leaders should create a culture where their team is excited to come to them, asking where they can improve.
[22:44] An outside coach can help you improve your accountability with a nonjudgmental third party.
Listen to the podcast of this post by clicking on the player below, and you can also subscribe on Apple, Spotify, or Audible.
Gut instinct, a feelings, a sixth sense—we have a lot of different phrases for intuition. Whatever you want to call it, we all have those moments where we just know what the right decision is. Join Greg and I as we discuss why it’s important to develop this skill, and how to find the right time to turn your intuition into execution.
[0:00] Introduction
[1:02] Are we born with intuition?
[2:34] Intuition is hard to measure, but important to develop.
[4:23] Intuition is a gift that can be developed.
[7:04] How can leaders gain more intuition?
[8:40] Leaders need to reflect on their day to grow their intuition for future challenges.
[9:56] Don’t forget about the execution that leverages the intuition.
[11:44] Greg has learned to lean into the intuition of his teammates.
[13:27] What is the best ratio between execution and intuition?
[16:18] Watch out for fake intuition!
[17:42] Once the intuition is agreed upon, we have to let everyone execute their own way.
[19:59] We love empowering people to execute, but we also love developing their intuition.
[22:29] Greg tells a story about his “white glover” mother.
[24:44] Four reasons why we’re inconsistent as leaders.
[27:20] An outside coach can help you sharpen your intuition. Reach out to Maximize, we would love to help!
Listen to the podcast of this post by clicking on the player below, and you can also subscribe on Apple, Spotify, or Audible.
Think back to some of the hard times you’ve been through. Do those times conjure up fond memories and a longing to return to yesteryear? Of course not! Most people do their best to forget these moments as quickly as possible, but a mature leader recognizes the value of the suffering they’ve endured. Join us for today’s episode as we discuss how your most painful moments have the potential to be your biggest opportunities for growth.
[0:00] Introduction
[0:16] During this episode you might be saying, “I don’t want to go there!”
[2:03] Growth comes from switching from, “How do I get out of this?” to “What can I get out of this?”
[3:08] Why do we avoid that painful lessons that could help us grow?
[4:53] Greg shares about a learning experience from his football career.
[6:13] My rough season led to a book called When Sheep Bite.
[8:15] We have to practice learning in difficult seasons.
[10:00] Pain can show us what needs to be changed to realize growth opportunities.
[13:02] Greg asks me what is one thing that held me back from learning from adversity.
[14:55] Greg shares what held him back earlier in his leadership journey.
[16:52] I have learned an important first response in difficult times.
[18:53] Sometimes we need an outside mentor to help us see where we’re struggling.
[22:00] “Your hardest times often lead to some of your greatest moments.”
Listen to the podcast of this post by clicking on the player below, and you can also subscribe on Apple, Spotify, or Audible.
Are you in touch with your emotions? While it might sound like something out of a Hallmark movie to some, having a robust emotional quotient is a vital skill for a leader. Join Greg and me as we get all emotional in this episode.
[0:32] There is something more important than IQ, and that’s EQ.
[1:51] Is EQ innate or is it learned?
[4:08] Is EQ a hard skill or a soft skill? How do we measure EQ?
[5:37] EQ is not necessarily emotional regulation, although it is an important component of EQ.
[6:36] Some thoughts on how we can grow our EQ.
[8:07] Humility is absolutely essential to growing in EQ.
[11:27] Leaders who strive to put others first can grow in EQ.
[15:01] We have to get better at truly seeing people and knowing where they are emotionally.
[16:40] Leaders have to be aware of their own emotional state.
[17:31] It’s invaluable to have a third-party who isn’t emotionally invested in your situation come alongside you to give you perspective.
[18:26] Mentors can help us see ourselves more clearly, which helps us see others more clearly.
[21:30] Leaders need to remember that people are no machines, so we cannot think of them in terms of efficiency.
[23:14] Greg and I share examples of people who taught us how to be more aware of our emotional interactions with people.
[27:05] People want to know that leaders see them and hear them. Remembering this will help leaders grow their EQ.
Listen to the podcast of this post by clicking on the player below, and you can also subscribe on Apple, Spotify, or Audible.
Everyone wants to fit in—it’s an entirely natural human instinct to desire the approval of those around you. However, when this instinct causes us to change who we are it can become very destructive to us both personally and professionally. In today’s episode Greg and I discuss how being a poser is a sneaky leadership killer that can creep in without you even noticing.
[0:00] Introduction
[1:38] Posing is a leadership killer that might not be obvious to a leader.
[2:52] Why would a leader think they have to pose in front of certain groups?
[5:38] Leaders need to be cautious of thinking, “I have to fit in. I have to be liked by this group.”
[7:31] Posing isn’t changing a style of communication.
[8:26] Being misunderstood is very difficult for everyone, but we cannot fall into the posing trap in order to try to be understood.
[10:30] Our teams need to know what to expect from us.
[11:48] How does posing limit leadership effectiveness? How does authenticity launch a team?
[15:15] Posing leaders force their teams to think inside-the-box.
[16:54] Authentic leaders want to hire authentic team members to promote an authentic culture.
[19:40] Leaders need to be confident to be authentic, and that authenticity is incredibly freeing!
[23:40] Coaches who listen and observe and can help you spot the hidden areas of posing. Check out the Maximize Leadership coaching services.
Listen to the podcast of this post by clicking on the player below, and you can also subscribe on Apple, Spotify, or Audible.
Consistent leaders are exemplary leaders, but consistency doesn’t happen automatically. Effective leadership of others starts with effective leadership of yourself.
Listen to the podcast of this post by clicking on the player below, and you can also subscribe on Apple, Spotify, or Audible.
Like many popular phrases in the lexicon you’ve probably heard “consistency is key” thousands of times and rarely given it a second thought, but Greg and I want to challenge you to revisit this vital area. In today’s episode we discuss how an intentional focus on consistency will make you a better leader—which in turn will make your team more effective and productive.
[0:00] Intro
[0:30] People naturally gravitate towards certainty.
[1:20] One of a leader’s biggest goals should be to be consistent for their team.
[2:29] Greg discusses how an inconsistent leader can derail an organization.
[3:50] What is the message to your team when you’re not consistent?
[5:05] We use non-business examples to highlight the importance of consistency.
[6:44] Consistency takes effort and intentionality.
[9:03] What are people looking for from their leader to be consistent?
[10:53] Greg shares a quote from Aristotle.
[12:46] Excellence isn’t just “a habit,” it is an intentional choice of habits.
[17:42] Protect your spirit.
[18:26] I reveal what has made me the most consistent.
[22:41] Greg and I want you to be more successfully consistent as well!
Craig T. Owens 