Month: April 2016

How a GLS Message Challenged Me to Write the Real Stuff | September Vaudrey

20470832469_d8406eb6a7_k“You can choose courage or you can choose comfort, but you cannot have both.”

When Dr. Brené Brown spoke these words at the Global Leadership Summit in 2013, I heard the challenge behind them: Choose courage. And as I sat in that auditorium, I knew exactly where God was asking me exhibit courage—in telling the story of my daughter’s death in 2008 with unflinching honesty. The 200-page Word document on my laptop laid bare the journey I had been on since the fateful day our middle daughter, Katie, died at 19 of a ruptured cerebral aneurysm.

Brené Brown’s words struck me so deeply that I wrote them on a piece of paper and pinned them above my desk as a reminder whenever I sat down to write. Capturing our experience in words thus far hadn’t taken much courage, really—it had been my way of grieving. It was how I had survived. But people had been encouraging me to turn those writings into a book—and it was the “unflinching honesty” piece that gave me pause. Did I have the courage to write about not only the times things had gone well in how I navigated my daughter’s death—but also the times I had blown it? Was I brave enough to put into print my failures as a grieving mom?

 “Choose courage,” Dr. Brown’s words reminded me as I began the editing process.

I had read many grief books after Katie’s death, and the most helpful ones shared parts of the authors’ stories that pulled no punches. But there were few books available that exhibited the type of visceral honesty I knew I was being called to write—a book that stayed in the story from beginning to end, that tackled the unanswerable questions of God and pain and identity—and included those scenes I was embarrassed to write. Choose courage.

Because we are a large family and my story is also the story of my husband and four remaining adult children, I asked for their input into the manuscript—and boy, did they oblige!

“You’re making us look too much like the Waltons,” one daughter said after reading the manuscript. “Show more of the ugly stuff! That’s the stuff that will be most helpful to others going through loss.” The kids were more than happy to remind me of times when I had pushed too hard to insinuate myself into their grief process, or had overshared with complete strangers or had tried to force new traditions too soon. I added new scenes and adjusted existing ones to show the full story.

“You can have courage or you can have comfort, but you cannot have them both.” Imagining readers knowing some of my worst moments as a mom wasn’t exactly comfortable, but it felt right. I sensed the scenes that took the most courage to write would be the very ones that would offer the most help to readers, freeing them to acknowledge their own shortcomings and giving them hope that they, too, could get back up and try again.

51Y5b8Kwr6L._SX331_BO1,204,203,200_My book was published by Tyndale House on April 5 of this year. It’s title: Colors of Goodbye: Holding On, Letting Go, and Reclaiming Joy in the Wake of Loss, and that pretty much describes my journey. When Katie died, I worried my life was ruined, that I would never again have joy—the very character trait that Katie had most loved about me. But by leaning into the pain, by grieving wholeheartedly, and by staying open-handed toward God, I experience deeper joy, richer gratitude, and a more rock-solid faith today—not in spite of our loss but because of it.

Every year at the Summit, I walk away with at least one significant, game-changing nugget I know God intended for my ears. And those words from Dr. Brown in 2013, which hung like a beacon above my desk as I edited, relentlessly fueled my courage as I edited this book.

To the dedicated WCA team that prayerfully seeks God’s leading in inviting experts like Dr. Brené Brown to speak at the Summit—please hear this: The two most common responses I receive about the book are these: “Your courage in writing a book like this is helping me be brave,” and “Your honesty helps me relate to your story. Thanks for being so real.” No doubt Dr. Brown challenged thousands of listeners with her talk that year, and I thank you for inviting her—because she made me a better writer and a more faithful steward of my daughter’s life and death.

The Global Leadership Summit is a game changer year after year—not only for Type A leaders and executives of large organizations, but for people like me who are listening for God’s voice as they lead their own lives. Thanks, WCA—and thanks, Dr. Brown!


September-31ABOUT THE AUTHOR

September Vaudrey is a speaker, a writer, and a lover of all things family. She and her husband, Scott, have five grown children and two grandchildren. September works at Willow Creek Community Church in South Barrington, Illinois, where she is writer/content developer in the church’s pastoral response department and teaches in workshops on parenting, grief, and marital restoration. Her book, Colors of Goodbye, captures the loss of her 19-year-old daughter—and September’s journey to rebuild her life in the wake of this loss.

 

How to Lead a Successful Global Team | Erin Meyer | 2016 GLS Faculty Spotlight

In our increasingly globalized world, a growing number of leaders find themselves on culturally diverse teams—made up of people from a number of different cultures and countries. These new relationships, and the thrill of working on big global problems, can be exhilarating. But, at the same time, these relationships also come with inherent challenges.

While we know intuitively that each culture brings its own leadership preferences and styles of communication, it can be hard to understand nuances beyond cliché. If only someone could draw out a map to help us understand the differences!

Well, that someone is Erin Meyer, professor at INSEAD, one of the world’s leading business schools located in France. Her book, The Culture Map, has been hailed as a groundbreaking work that can help business leaders understand the nuances of cross-cultural communication. We have invited Erin to speak at the Summit in 2016 to unpack this fascinating topic.

In the short clip below, she discusses the challenges she has seen with global teams—and how understanding cultural preferences can lead to greater success.

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To attend the GLS at a premier host site near you, register here by May 24, 2016 for the best rates. Check out the The Global Leadership Summit website for additional information and to see other members of the faculty.

Engaging Your Congregation in Narrative Story Telling

Chris Brown (GLS 2013), one of the senior pastors of North Coast Church, is best known for his unique narrative story telling style. North Coast Training sat down with Chris to find out the keys to telling a successful story.

Q: Chris, what kind of stories are you best at telling?

A: Your own. When you have that personal experience with a subject, your retelling becomes so much more engaging, emotional and real. Many church leaders will share personal stories in their sermons for exactly that reason. But what if there was more you could do?

Q: How do you use narrative story telling to engage your congregation?

A: So many of the parables and stories in the Bible are just that—stories. They’re already narrative teaching that we can tap into to speak directly to our congregations. So why do so many churches struggle with biblical readings of Scripture?

Let’s think about traditional Scripture delivery. It generally consists of bland retellings, which communicate the gist of the story, or a bullet-pointed outline that covers the main point. While these might be the quickest way to deliver the information, it doesn’t mean they’re the best.

Q: How do you craft a narrative to make it interesting and engaging?

A: Let’s think about a personal story again. How many times have you asked someone, “What did you do today?” and received a response like “I went to work and called 12 customers. After that I went to the gym. Then I had dinner.” While this response does relay the major points of the day, it’s incredibly boring. We’ve all heard hundreds of stories told just like this and forgotten every one of them shortly after the end of the conversation.

Now think back to a story you remember very well. Think about it for a minute and remember everything you can. Chances are this narrative seems so much more vivid and personal than the bullet-point play-by-play.

What did you think of? What makes it unique? The storyteller probably put much more care into the details. The way the wind felt as your mother rode on the back of your father’s motorcycle on their first date or the smells of the spice-filled booths in the streets when your sister was in India. Whatever the story was, it had these rich details and emotional experiences that made it memorable, not only to the teller, but also to you.

Q: How do you use story telling to bring Scripture to life?

While none of us were alive in the days of Jesus or Moses, it doesn’t mean we can’t tell the stories like we were there. The Bible is full of profound and beautiful stories that have the potential to speak to people just as clearly as the personal narratives we all hold dear. In order to tell them in an engaging way, we must put ourselves into them. Imagine yourself there. What does the sun feel like? What are the houses like? How do the plants smell? Imagine the emotional state of the people around you in the story. If there’s a crowd of people there waiting to see Jesus, what are they thinking? What is the mood?

If you can answer these kinds of questions for yourself and live the stories in the Bible, then you can tell them as a participant instead of someone millennia away from the source. If you can do that, you can get your congregation engaged in Scripture in a way they have likely never been before.

This article originally appeared on the North Coast Training website.

The Impact of the GLS | Helping Local Children One Loaf at a Time

kateGrowing up, Kate Craine always dreamed of a job that involved helping people. At a young age, she realized many kids in her own neighborhood in Bowmanville, Canada were living in situations that could use local support. Many of these families experience financial struggles for different reasons, but she felt that kids should be free to be kids and not have to take on this burden. She quickly developed a deep empathy for these kids, and wanted to do something to offer them hope.

logo_brunchkinsWhen Kate became a Christian, she realized that one of the church’s missions was to serve. She grasped onto this idea, and became a part of her church’s growing community. As her heart for God grew, so did her passion for changing her little town. Out of her passion, she co-founded a non-profit organization called Brunchkins in order to strengthen the community through a breakfast and lunch program in non-profit and government housing. Over the last three years, they’ve grown and through the generosity of local food drives, businesses and churches, they now feed 300 meals every week to kids in kindergarten through 8th grade. Kate is passionate about the work and coming alongside families to build and strengthen the community. “One mom is able to put a little money aside in order for her kids to attend university someday,” Kate shares. “I’m proud of that. I’m proud of the little things. I get excited to see all the little boots lined up at the door and the lives they represent. I love having the families be a part of it, and bringing the community together to meet the needs of these kids. Change is happening. This is God’s work.”

Kate was excited about what was happening in her community. She saw opportunity for growth, but she also realized their model was not sustainable. So she came up with an idea to start a profitable business that could fund the program. Not knowing whether the idea would work or not, she put her idea on the shelf.

But then she attended the Global Leadership Summit.

“The Summit was life changing,” Kate exclaims. “It put me on fire. Not only do I want to change my town of Bowmanville, I want to change the city of Clarington and beyond. It gave me focus, and helped me move forward with my vision.”

Because of the Summit, Kate started a business called One by One Breadworks, which is a wholesale bread company. The bread is sold at retail stands and in local businesses, and all the net profits go towards funding the Brunchkins program. “The Summit helped me realize my idea was possible,” Kate said. “And my vision grew! It wasn’t just one speaker, but the feeling of the entire event. I was so moved and captivated.” Kate’s grander vision starts with expanding into all the non-profit and government housing sites in Bowmanville, and then moving out to every town to start the program in every government housing site, and also getting One by One Breadworks into every city. “I picture the growth happening like food coloring dripped in water,” Kate explains. “One little drop spreads throughout the entire thing.”

IMG_9197The Summit launched Kate into a grander vision for changing children’s lives in Canada, and recommends that every leader attend the Summit this year. “I could sell the Summit to someone who said they never wanted to go!” exclaimed Kate. “It’s the best move you could make. I truly believe everybody is a leader one way or another. Just go. It’s life changing.”

Three Steps to Develop the Rookie Leaders in Your Organization

Our guest blogger today is Hannah Gronowski of generationdistinct.com. In this post, she explores the importance of developing younger leaders using insights from the biblical story of Gideon in Judges 6.

If you Google the question, “Should I hire a young leader in my company?” you will gather 2.9 million opinions in less than 1 second. This is not a neutral topic.

Yet, it is unbelievably important.

In the book Rookie Smarts, Liz Wiseman shares a striking paradox, When the world is changing quickly, experience can become a curse, trapping us in old ways of doing and knowing, while inexperience can be a blessing, freeing us to improvise and adapt quickly to changing circumstances.

Although a rookie perspective can be developed in leaders of all ages, young leaders naturally bring this fresh, improvisational adaptability. Seasoned leaders would be wise to intentionally develop and build upon these natural qualities in order to maximize the impact young leaders can make in their organizations.

As a young leader who has led in both the church world and the corporate world, I have seen, among my peers, the tragedy of a young leader who is stagnant and the beauty of a young leader who is flourishing.

Every leader, whether old or young, must take ownership of their own development. However, the growth of a young leader increases exponentially in relation to the quality of development they receive.

Time after time, through the pages of Scripture, we see God developing young leaders to accomplish extraordinary feats of valor, courage and victory. He is unafraid to take a chance on young, inexperienced leaders. He sees not only who they are, but who they could be.

Let’s take a look at three practical steps we can take to develop young leaders, drawn from God’s call to Gideon in Judges 6.

1) Call Out Their Potential

When the angel of the Lord appeared to Gideon, he said, “The Lord is with you, mighty warrior.” Judges 6:12

Gideon was not a warrior, and he knew this about himself. In verse 15, Gideon refers to himself as the least in his family of the weakest clan in Manasseh.

He was not a warrior.

Yet, God did not see him as weak or unqualified. He saw Gideon in light of his potential. He saw the warrior Gideon could be if he was developed, inspired and mentored. God saw a mighty warrior.

And because God saw him as a mighty warrior, this is who Gideon became.

Take the time to develop the young leaders around you and tell them the type of leader you believe they can become. Your words will empower those leaders to go further and do greater things than they previously could have imagined.

2) Invite Them Along

The Lord turned to him and said, “Go in the strength you have and save Israel out of Midian’s hand. Am I not sending you?” Judges 6:14

God did not only send the Angel of the Lord to tell Gideon what He was about to do. The Angel of the Lord arrived on Gideon’s doorstep to invite him into a grander vision.

Are you hiring and recruiting young leaders into your organization just to fill a role? Or are you inviting them into a compelling vision? Are you communicating to them that you believe they have value to bring to your vision?

According to research from PwC, a major human resources firm, Deloitte’s 2015 Millennial Survey, and internal research from UpWork (oDesk), 77 percent of Millennials have a desire to work at organizations that are doing great things or making an impact.

Young leaders don’t want to simply hear about your vision. They want to be a part of the vision and they want to know you fully expect them to contribute value to that vision.

Invite young leaders into your vision and affirm the value you see in their contributions and involvement.

3) Give Them More Responsibility

The Lord answered, “I will be with you, and you will strike down all the Midianites, leaving none alive.” Judges 6:16

Finally, the Lord gives Gideon the last piece of his calling. Gideon is not only to save the nation of Israel, but he is also called to destroy an entire people group.

God was unwavering in His belief in the potential of Gideon. He demonstrated this in the magnitude of the responsibility He entrusted to Gideon.

Do the young people in your organization know the potential you see in them based on the scale of responsibility you have entrusted to them?

A young leader is often limited by the expectations their manager or boss sets for them.

If you want to empower the young leaders in your organization to do excellent work, give them more responsibility and watch them rise to the occasion!

Young leaders are the future of your organization.

Today, commit to develop, empower and unleash the young leaders around you. You may just find a Gideon in your organization who will go on to carry your vision to the world.

5 Ways We Kill Rookie Smarts on our Teams

Tim Parsons, executive pastor at GLS Host Site in Lafayette, Indiana, describes how leaders can overcome some of the challenges that come when we add rookies to our teams. 

As a leader, I’m as guilty as the next. I boldly claim that I want fresh ideas, new energy and an injection of rookies. And, deep down, I really do. But, I regularly find that I get frustrated when I have rookies on my team.

The energy it takes to train them to do it my way is exhausting. The time I have to invest in fitting them into my mold is more than I have. And, filtering through all of their “new” ideas can be such a waste of time.

See what I’m doing there?

The truth is, as Liz Wiseman said, rookies bring value to our teams and we need more of them. Whether it’s hiring brand new people or encouraging our current, experienced team members to have a rookie mindset, there’s value that “Rookie Smarts” adds to any team. Because “learning beats knowing” every time.

As much as we can all agree that we need it, we don’t do as good a job at inviting and encouraging it as we should. In fact, I would say that there are 5 ways I’ve experienced where we are killing the rookie spirit and limiting the entrepreneurial potential of our teams.

  1. Require a lot of meetings

Meetings tend to be places where experienced people push their own agendas and rookies are often lost in the shuffle. Not to mention that meetings regularly do not allow time for brainstorming or an invitation to come up with new ideas.  Too many meetings can stifle progress and discourage rookies.

  1. Criticize ideas

Rookies need space not only to throw out new ideas, but also to try them out.  Add to that the fact that ideas come from a place that make them personal – so criticism of an idea can come across as a personal criticism. Rookies who are constantly being criticized will stop trying and will quickly become disillusioned.  Criticism must always be tempered with encouragement and should be given in the right way, at the right time and at the right place.

  1. Create too many rules

One of the reasons rookies are so valuable to a team is the fact that they bring fresh ideas. The antithesis of fresh ideas is strict rules about how we do what we do. In other words, an organization’s rules can inadvertently prevent the free flow of new, creative ideas. And, what happens to rookies is that any new idea they might suggest is negated from the beginning.

  1. Resist change

Inevitably, when you involve rookies or a rookie mindset on your team, you will be faced with the decision to change or stay the same. Staying the same always seems safer, but change will often bring with it new plateaus for your organization. When the leadership of an organization resists change, it communicates to rookies that their ideas either aren’t welcome or aren’t good enough to trump past successes.

  1. Reprimand failure

We all fail, but rookies will probably fail more than those of us with more experience. The rookie mindset is based on the fact that all new ideas include some level of risk – and when an organization has a culture of reprimanding failure, it makes it unsafe to operate. When failure isn’t allowed or when failure is punished, it forces everyone to find a safe place where they operate within the status quo.

At the end of the day, as with all philosophies of organizational leadership, there is a balance to be found – here, it is between experience and rookies. To be a “rookie smart” organization, it is vitally important that you avoid these five common reactions to a rookie mindset. When you’re focused on nurturing rookies, you’ll be surprised at how your organization will grow and thrive.