7 WAYS YOU SABOTAGE YOUR TEAM
Leaders set the tone for an organization and model the way for their team members. What impact are you having on your team?
You may be inadvertently be sabotaging the efforts of your your team when . . .
- You do not listen deeply to the the people you lead. Do you know their hopes and dreams? Are you learning what energizes them and seeking out their wisdom? How often do you ask, “What do you think?” or “What would you do if you were in my position?”
- You do not see or seek out God’s best for colleagues. Do you discount the potential capacity of your team members? Do you fail to acknowledge and celebrate their strengths? How often do you call forth their possibilities?
- You do not deeply care for and love your partners in ministry, as well as the organization you seek to serve. Do you treat everyone as a child of God, of infinite worth? Do you care about them beyond their usefulness to the organization? On a scale of 1-10 (10=very passionate), how passionate are you about your organization’s purpose and preferred future?
- You fail to set aside your arrogance. Do you view every team member as a source of wisdom? Have you consider how your colleagues might help you “unlearn” what is not longer working for you? Do you invite others to make you aware of your blind spots?
- You fail to apprentice others into their full potential. In what ways are you grooming your current leaders for the next level of leadership? Do you have a plan for each person’s personal and professional development? Do you know what their “next step” will be? Do you set aside time and money to support their ongoing development?
- You do not model a growth-mindset. What have you read and shared with others this past week? What new approaches have you experimented with in the last few months? When’s the last time you asked during a meeting, “Is there a better way for achieving this outcome than what we’re doing now?
- You do not perform autopsies without blame. Are you willing to admit your failures, acknowledge your shortcomings, and opening admit when you need other people’s help? Do you create a safe space so that others can be candid about their struggles and mistakes? Do you provide opportunities for people can ask for help as well as share ways they can fill each other’s gaps in knowledge, experience and skills?
Are there other ways you may be inadvertently limiting the impact and potential of your team members?