Archive for Teams

Rafting down the Rivers of Life

Rodney Agan / December 3, 2012 / No comments

If you go into the hills of North Georgia you will see many rivers where people go inner-tubing or rafting.  The two are much different.  Inner-tubing is usually floating down a lazy river with no cares in the world.  Rafting on the other hand is more like a sport.  You get on the fast-paced part of the larger rivers with fast-paced rapids and navigate down them.  Usually you have a professional guide to take your group of 6-8 people down the course.  It can be quite challenging.

I have taking many groups rafting through the years.  Below are a few lessons I have learned.  I believe they could also be considered life-lessons.

1-    Not all RIVERS are the same.  In Georgia, what one person calls a creek another may call a river.  One is a slow-moving stream of water with various points becoming more treacherous than others.  Some rivers are filled with boulders and fast-moving water headed toward a water-fall.  All of our lives are different and the phases of our lives are different. See your life as unique.

2-    Not all RAPIDS are the same. I have been down a few different rivers on rafting trips.  Most rapids in North Georgia are classified in the 3-5 category. They all have names like “Devil’s elbow”, “Jigsaw corner”, and “Mother-in-laws kiss” (OK, I made that last one up, but you get the picture).  In life you need to be aware how to navigate through your particular rapids.  Don’t let the circumstances scare you but at the same time, take them seriously.   

3-    Not all GUIDES are the same.

  • Some want to take you where they have never been.  Once, I took a group and we had college-age girl, who weighed about 80 lbs, trying to guide our boat.  During a particular rapid, she screamed and jumped down into the boat, leaving us to fend for ourselves.  You need a guide in life that will help you through the hard
  • Some can’t take you where you need to go.  If you plan to navigate a Class 5 rapid you need someone who has “been there, done that”.  Surround yourself with someone with the confidence and ability to be there for you, but also with the experience to guide you through it.
  • Some want to take you where you are not ready to go.  Just because the guide has been there, it doesn’t mean you need to go there.  The older I get, the less adventurous I become. You may need someone to help you admit that the path you are one is not designed for you.

Life Coaching is similar to an experienced guide taking you down the river.  It will help you navigate your course with efficiency and courage.  If you would like more information about connecting to a Personal Life Coach, contact me at rodneyagan@get2thenextlevel.com

Category: Change, Fun, Leadership, Life Coaching, Personal Development, Teams / Tags: , , , , , , ,

Book Special – Living Between Generations

Rodney Agan / December 3, 2012 / No comments

Some years ago I wrote the book, “Living Between Generations”. This book was written at a time in my ministry where I realized that the “status quo” was killing our churches.  At the time, I was on a private journey of biblical awareness to understand what I really believed, not just what I had been told.

I recommend this book to churches and ministry leaders who are feeling “stuck” or questioning the reasons for your traditions.  This is written more to conservative, traditional ministries who are looking for a better understanding of how to get out-of-the-box, or even question “the box”, without denying the foundations of our faith.

Great teaching tool for your deacons, teachers, leadership, etc. to help them understand the need for change.

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As one looks over the landscape of churches in America, it seems clear that there are many who are satisfied with the “status quo”.  It seems that a disconnect has appeared between the things that birthed and built the church originally and what it will take to sustain future growth and success.

In this book, “Living Between Generations”, you will find an honest, hands-on approach to some of the more pertinent subjects facing churches today.  Many write-off the problems they are facing as being a breakdown between generations that cannot be repaired.  The author shows that this should not be the case.  This book will deal with subjects such as, Living Between: Baby Boomers and Generation X, Patience and Permission, Tradition and Tragedy, Crayons and Computers, Preservationists and Pioneers, Missions and a Mission, and others.

This book will challenge your thinking, but not try to make up your mind.  That is up to you!

 

 

Category: Change, Communication, Leadership, Personal Development, Teams / Tags: , , , ,

Leaders Can Be Choosers

Rodney Agan / September 20, 2012 / No comments

As a leader we often feel the obligation or compulsion to make everyone around us a leader.  I acknowledge that there may be leadership qualities in everyone but I am not talking about low-level leadership here. I am talking about developing people who have potential and desire to be a leader.

As a leader to leaders, I believe that we must be honest with people (and ourselves).  We cannot, nor should not, feel it is our calling from God to transform people into something that they are not wired to be.  So with that out-of-the-way, I believe as a leader, we should be more “choosy” about who we spend our resources and time to develop.

1-    Some people DON’T HAVE what it takes to be a real leader.  You can spend all of your life trying to develop someone who will never go beyond the norm.  They are not hard-wired to become who you are trying to make them.

2-    Some people WON’T DO what it takes to be a real leader.  You can spend all of your mental resources trying to train someone who is lazy and will never reach their potential, because they do not want to reach it.

3-    Some people DON’T KNOW they have what it takes to be a real leader.  They have been suppressed or never developed.  They do not see the potential.  They have never been exposed to success.

So what should a leader do?

1-    When they DON’T HAVE what it takes, find out where their strengths lie, and strengthen them.  Give them a goal to reach for.  Show them their worth and what “success” can actually look like for them.  Just because they are not a leader, does not mean they cannot be successful.

2-    If someone WON’T DO what it takes to be a real leader, make an attempt to show them the consequences of the life they are facing.  Help them see what they are missing and all that they could enjoy.  If they still do not want to do what it takes, move on.  There are others waiting for you to pour into their lives.

3-    When you find someone who DOESN’T KNOW they have what it takes to be a real leader, you have found the right person.  Their mind is not already polluted with pre-conceived ideas or baggage.  Use the clean slate to help them learn themselves and begin the incredible road to leadership.

Do you know people who fall into these categories? What have you done? What are other ideas we could use?

Category: Communication, Leadership, Personal Development, Teams / Tags: , , , , , ,

Turning a “No Win” into a “Win Win”!

Rodney Agan / August 21, 2012 / No comments

We have all been in what we thought was a “no win” situation, and that may have true.  The reality is that usually what we call a “no win” situation is in reality a “no win” for us.  Someone is winning, just not us.  We are very selfish.  If we are not going to win, we don’t want anyone else to win.  Successful people are people who help other people succeed.  Selfish people are people who only want to succeed themselves, even at the detriment of those around him.

A “win, win” situation is one where you win by helping someone else win. Remember, you reap what you sow.  You will gain success by helping others get it.  Below is a list of things that will help you turn a “no win” into a “win, win”.

1-    Give credit where credit is due

2-    Take one for the team

3-    Remember, you win some, you lose some

4-    Live to fight another day

5-    Never measure your self-worth by wins and losses

6-    Take an honest look at both sides of the situation

7-    Don’t take yourself too serious

Category: Communication, Stress, Teams / Tags: , , , ,

Longevity of Leadership

Rodney Agan / July 31, 2012 / No comments

In a day where commitment is hard to find, it is great to see a person who will stick it out not matter what.  Most people are committed until it gets hard, and then they feel a desire to go on to other responsibilities.  Years ago, people would join a company at the ground level, work their way up through the ranks, and one day retire.  Today is much different.  Most people will work for a dozen different organizations or ministries in their lifetime. 

There are rewards and opportunities with longevity that you will not find by moving.  There are also, setbacks and detriments to consider.

1-    Shows Stability – When people are looking to join or do business with an organization one of the first things they look at is the leadership.  If the leadership is in constant turnover, it says something is not right in the organization.  People are looking to be part of something stable because so much of their lives are already unstable.

2-    Gives Credibility – Longevity says this organization is a place I can trust.  Credibility is essential.  You lose it, you lose everything else.  People feel comfortable that the leadership has a vision and knows how to carry it out. When the leader has a few “wins” under his/her belt, others will join in.  No one wants to be on a losing team, and no team can consistently win without credible leadership.

3-    Creates Durability – When the leader has proven himself, it deflects those who say the negative.  The leadership has been tried and true.  They have weathered the storms and are still afloat.  It says to those on the outside, “These people are for real.”  Most followers will never understand the complete vision of the organization.  They will follow and work to complete a vision when they believe the leader understands it and is willing to do the hard things to carry out it.

4-    Demands Accountability – One of the detriments of a leader with longevity is that he can become dictatorial and on an island to himself.  Everyone needs accountability.  It is the checks and balance system on which our government is founded.  It helps a leader know when he is drifting off focus and vision.  With longevity comes stagnation.  A leader will tend to do things today like he did it yesterday.  That no longer works.  A wise leader with longevity will surround himself with other leaders with creativity and accountability.

5-    Can become a Liability – This builds from the last point.  If as a leader all you are doing is “buying time”, you need to step down.  If you don’t have the passion and vision to stay ahead of those following, you have lost control.  One of the characteristics of leadership is the ability to stay ahead of the curve.  An organization needs more than a purpose and destination; it needs someone knowledgeable and able to take it there.

 What do you think?

Category: Leadership, Personal Development, Teams / Tags: , , , , , ,

Earning Respect

Rodney Agan / July 24, 2012 / No comments

Everyone wants respect.  Whether it is in a professional setting or a personal setting, we want respect. We want to be respected by our family and our peers. In the professional setting a person feels he/she should be respected because of their position, but that it is not always the case.  In a family, it is a little different, because the structure is different.  A family structure has the authority of the parents, but that still does not mean that it carries respect.

Respect is earned it is not given or declared.  You cannot legislate or dictate respect.  To earn it takes time and patience.  Note the things mentioned below:

1-    Longevity – Patience truly is a virtue.  It comes with experience and time.  Most people are quitters because they do not want to do the hard things.  It is easier to quit and start over than it is to stay at the same place through thick and thin.  Some people change jobs so many times in a year, UPS has to deliver their W-2 forms in a box.  Every time you want to quit, stop and look around at those who have.  It will give clarity to your decision.

2-    Consistency – Longevity comes through consistency.  If respect is earned, and it is, it comes through learning to staying at it no matter what. Every time someone needs you, you are there.  When others are inconsistent, you are there.  Those around you, above you, and beneath you, will soon sense a reassurance that they can count on you.  This comes with respect.

3-    Productivity – No one likes a quitter, and no one likes a lazy person. You may be slower than others, you may lack creativity, but if you are a hard worker you will earn respect.  Consistent hard work will produce every time.  Some people are fast to start but cannot finish.  Their inconsistency kills their productivity. Remember the tortoise and the hare?  It doesn’t matter how fast you start, it only matters who crosses the finish line.  Stay at it and soon you will look back and see a string of successes, and that breads respect.

4-    Seniority – This thought builds on the last point.  As a leader your respect level rises through seniority that is natural, not demanded.  One older gentleman approaching 100 years old was asked how he had handled all the people who had given him trouble through the years.  His answer was, “I outlived them all.” If you are not a quitter, over time you will realize that you have become the senior in the room.

5-    Credibility – Obviously, nothing I have mentioned will bring respect without credibility.  Credibility comes through proving yourself.  I think of things like honesty and integrity.  Just because you have been around longer than everyone else does not mean you have credibility.  You have to shine when it is the darkest.  You have work when it is the hardest.  You have to do right when everyone else is doing wrong.  Credibility is the white elephant in the room.  It is not something you talk about, but it is something everyone knows is there.

Leave your thoughts…

Category: Leadership, Personal Development, Teams / Tags: , , , ,

Tug and Not War – Positive Tension on a Team – Part 3

Rodney Agan / July 19, 2012 / No comments

This is part 3 in the “Tug and Not War – Tension on a Team” series. See Part 1 and Part 2.

In Part 1, we looked at four words associated with tension. They are: conflict, stress, strain, or pressure.  In Part 2 we discussed the word tension and how it can be defined as, “the act of stretching or straining.”  Both are action words and both create a pull in different directions; therefore, we get “tension”.  Note there is a positive side, “stretching”, and a negative side, “straining”.

Negative tension is a strain on a team, but positive tension will stretch a team.  The object is to rid a team of negative tension and foster an environment for positive tension.  How is that done?  The leader must immediately deal with the negative and never allow it to grow.  I call this process the Barney Fife model, “Nip it in the bud.”

Let me share 5 ways to develop positive tension on your team:

1-      Plan proper balance – I believe it is critical to have a diverse team as I have mentioned in Post 2.  Through Personality Assessment tools and personal coaching you can assemble a team that complements each other.  They do their part well, but are cross-trained to help their fellow team member when needed. The balance keeps the boat from turning over.

2-      Promote creativity – Each team member should be qualified and passionate about their area or they shouldn’t be on the team.  If that is the case, allow them to share their passions and goals.  When positive tension is taking place, the entire team will take their ideas and grow them together.

3-      Demand accountability – Once the team is in place and the road toward success has been defined, get ready, negative tension will surface.  It’s not a question of “if”, but of “when” and “how”.  The leader of the team MUST set up a plan of accountability.  A checks and balance system keeps things from going down a wrong road too far.  Don’t be shy as the leader to deal with something quickly and severely.  It may hurt for a moment, but will feel much better in the long run.  It will also set the boundaries for the team.

4-      Allow for personal growth – Every organization should have systems in place that allows everyone to know the rules, objectives, and what a win looks like.  When they are in place the leader begins to lead his leaders.  In turn each leader begins to train a third layer of leadership.  Give each team member opportunity to grow as an individual and the team will grow.

5-      Focus on a goal – When people get their eyes off of a common goal they will soon define their own individual goal and go in separate directions.  Work hard to achieve a team goal then celebrate when it is achieved.  When a goal is defined everyone will walk in the same direction. That way when the destination is reached, the entire team will be there.  You do not want to leave people behind.

Negative tension will kill you, but positive tension will energize you.

Do you have comments about positive tension?

Category: Leadership, Personal Development, Teams / Tags: , , , , , ,

Tug and Not War – Negative Tension on a Team – Part 2

Rodney Agan / July 18, 2012 / No comments

This is part 2 in the “Tug and Not War – Tension on a Team” series. See Part 1

In Part 1, we looked at four words associated with tension. They are: conflict, stress, strain, or pressure.  Tension on a team can be fatal.  Teams are made of team members who are diverse to say the least.  They all have different temperaments and personalities.  Using the certain personal assessment tools overview of the diversity a team can have. Personal Coaching and team development allows you to go to deeper levels. You learn your strengths, stresses, and passions.

The word tension can be defined as, “the act of stretching or straining.”    Both are action words and both create a pull in different directions; therefore, we get “tension”.  Note there is a positive side, “stretching”, and a negative side, “straining”.

Leaders realize that a diverse team is a good thing.  The worst thing a leader can have is a team of clones. The way I look at, I can do what I can do.  I need people around me that are good at doing things I am not good at doing.  The problem is that diversity of personalities can create negative tension.

Let me give you a list of some of the effects of negative tension:

1-      Unhealthy Competition – The right kind of “free market” competition is good, the wrong kind can kill you.  The team will begin to try to undercut their peers because they will see them as personal competition.

2-      Personalities – Negative tension always brings out the worst in people.  We all know the potential is there, we just suppress it.  When you get dominate, passionate people working against each other, they will butt heads more often than not.

3-      Unmet Expectations – No doubt your team has the desire to succeed or they would not be on your team.  When one fails, the team begins to fail.  The bar of success gets lowered for the team, and each person lowers their own personal goals for success.  The person who is still passionate will feel frustrated.

4-      A Martyr Mentality – They will say or feel things like, “I am the only one doing my job.  I am doing my job and their job.  It’s just not fair, etc.”  I think you get the gist.  They come across as being the ‘savior’ of the team. Nothing the other team members do will be good enough.

5-      Disloyalty – After the other things begin to form, disloyalty will set in. First, the team members will become disloyal to each other.  Second, they will become disloyal to the leader.  Last, they will become disloyal to the cause.

6-      A Spreading Disease – When the steps of disloyalty start, it will soon spread beyond the team.  Their family and friends will begin to get involved.  The people who are following the team will get a bad attitude about the team members, the leader, and the cause.

7-      Implosion – All that is left is the eulogy.  The gusto and drive is gone.  The heart of the team and the cause has been gutted.  When the vision is lost, it’s over.  Later people will look back at the team and the cause and wonder what happened.  They will think it was a faulty vision, or a lack opportunity and resources, but the real problem would be “negative tension.”

Have you read Part 1?

Have you experienced negative tension on a team? How did it go? Leave a comment, and let’s discuss…

Category: Leadership, Personal Development, Teams / Tags: , , , , ,

“Tug and Not War” – Tension on a Team – Part 1

Rodney Agan / July 17, 2012 / 2 comments

This is part 1 in the “Tug and Not War – Tension on a Team” series.

When you see the word tension, you usually think about things like conflict, stress, strain, or pressure.  No leader wants these things for his team.  These things will cause a team to self-destruct.  It will implode and destroy anything connected to it.

Leaders spend a great deal of time working on relieving tension from the team. By the time a leader realizes that tension is present on his team, it is probably already causing trouble.  The results of tension are simply acknowledging the deeper problems that have been missed or left unchecked.

In this opening post dealing with tension, let’s take a closer look at the four words already given that are usually linked to it:

1-      CONFLICT keeps a team from working smoothly and orderly.  It pits people against each other and breeds the wrong kind of competition.  Conflict creates a “look out for #1” mentality.  Instead of working like a team, they will work like individual enemies.

2-      STRESS causes nerves and tempers to flare.  When people are operating under stress they will not act rationally.  Decisions will be made more out of desperation and revenge than logic.  They will operate more in reaction mode than action mode.

3-      STRAIN makes for an unhappy environment.  Creativity is stifled because no one wants to be there.  Team members stop conversing on a personal level.  They begin to highlight only the negative issues they see, and that is all they WILL see.  When strained, teams do not have each other’s back, and will soon start to undercut the others on the team.

4-      PRESSURE is a sign of deeper problems.  Just like a fever is the indicator of an infection or something more serious, pressure affects a team the same way. It reveals that there are problems on the team.  Ask questions like: Who is it affecting? What is causing it? When is it most prevalent? Why has it not been alleviated? How can we solve it and keep the team intact?

In the next posts, I will be dealing with negative and positive tension on a team.  It will require you to be honest with the results you find and willing to do something about it.

Category: Leadership, Stress, Teams / Tags: , , , , ,

Turning Your Group into a Team

Rodney Agan / July 10, 2012 / No comments

Just because you have a group does not mean you have a team.  You may have people all working at the same place, but that does mean that they are working for the same purpose.  They may all be accomplishing a designated task, but that does not mean they are reaching their potential.  A group is just that; a group. A team is so much more.

Every leader that has an unproductive team knows the frustration of watching a project or an opportunity missed.  As the leader, he looks at the team’s lack-luster performance realizing the energy and possibilities being wasted.  A group accomplishes the minimum, but a team not only meets and exceeds their goals, they set higher ones.

To turn a group into a team, you might want to:

1-    Find the right chemistry – The hard call for the leader is to realize when someone should not be on the team, and then does something about it.  More teams are turned into mediocre groups because the leader allows them to stagnate and implode.  Understanding each team members’ personality profile and giftedness allows the proper people to be brought together to form a team with chemistry.

2-    Clarify the roles - As a leader, you do not have to be the smartest person on every subject.  The mark of a great leader is when he surrounds himself with great leaders.  There is not time for jealousy.  Each team member must be capable of leading the entire team in his area of expertise.  Remember, if he is the most knowledgeable and best person for that area, he will add to the team things they would have otherwise not had without him (and that is a good thing).

3-    Allow creativity – When people are giving the authority to think outside the leaders’ box, amazing things will begin to happen.  It’s like addition verses pi squared.  The sky is the limit. Allow for open dialogue where the entire team listens to an idea and the creative juices begin to flow.  Pretty soon lightening will strike and you will have something amazing in front of you.

4-    Build their confidence – The team is looking to the leader. When the leader gives the team room to grow and thrive, it matures them.  Soon each member feels respected and appreciated to the point that they have the freedom to help grow the team without feeling inferior or inept.  That level of confidence propels a team into stardom.  Nothing can stop a confident, creative team.

5-    Give the credit away – As the leader it is easy to get the credit for all successes.  It feels good to accept it because, after all, you will also receive the criticism when things are not going well.  Fight against the urge to take the credit.  Pass the praise down the line to the people who made it happen, your team.  When they succeed it is a compliment to you.  When you attempt to enjoy success without them, you soon find yourself singing a solo.  You will have people listening but not participating.  When this happens, creativity, confidence, clarity, and chemistry are gone.  Your team has just turned into a group; and that is a bad thing.

Any ideas to help develop a team? Does you need help identifying the personality profile of your team? Click here for more info.

Category: Leadership, Teams / Tags: , , , , , ,
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