God commands us to go public with our faith! This Sunday in all worship experiences at both campuses you can obey God’s word and get baptized in water! Email Shane@peopleschurch.tv and let him know that you are getting baptized and also let him know which experience and which campus. I can’t wait for Sunday! It’s going to be awesome!
1. Many years ago John Maxwell said a statement that has impacted me deeply as a leader and has shaped my leadership in a huge way. The statement, “People don’t care how much you know until they know how much you care.” I have found this statement to be true in my leadership. As leaders, we have to know and embrace the fact that the people we lead don’t care how much we know until they know how much we care. Here are a few questions to ask yourself. Would your team say that you love and care for them? Do you know and acknowledge your team’s birthdays and their wedding anniversaries? Do you help them make their lives better because you value each of them as a person? As leaders, we have to truly care for those directly under our leadership. Although we can’t personally care for everybody, it’s vitally important that leaders establish a culture and system where everybody receives care from somebody. Those words I heard years ago as a young evangelist still ring true in my heart today, “People don’t care how much you know, until they know how much you care.”
Many leaders want people to join their team and they want them to be a great leader day one, but oftentimes that’s not how it works. Most people don’t come to your organization as a great leader. There are a handful that arrive as great, but many are good, average or below average leaders. The truth is, many people will join your team and they will have incredible leadership gifts that have to be mined out of them; the leadership gift is there, but it needs to be developed. Our job as leaders is to identify the people who can and will lead, and then develop them to be great leaders. From my experience, this takes a systematic approach of empowering them to lead, consistent time developing them and coaching them to be a great leader. A great way to develop leaders is to create a culture of leadership within your organization. When you create a culture of leadership it’s not just taught, but caught. At People’s Church, we are striving to create a culture of biblical leadership. We are not there yet, but we are on our way!
Today I’m going to talk about some qualities of people who require low supervision:
1. When you give low supervision people things to accomplish, they get it done. They are dependable and make it happen no matter what kind of people. Low supervision people don’t need much if any wrap around communication because they have a track record of meeting deadlines, getting their job done and producing quality results.
2. When you give them a goal to accomplish, they rarely need your help or wisdom. They don’t need a leader constantly coaching and guiding them to produce high level results. They actually lead other people to produce results and coach their own team to victory.
3. Low supervision people are great at thinking and problem solving on their own. They not only bring you solutions instead of problems, but they normally solve the problem without you ever knowing that there was a problem because they think at a high level.
4. Low supervision people have motivation and drive. These people do what’s required to produce the needed results. If it’s 40 hours in a week they make it happen, but if occasionally it requires 60 hours in a week they make it happen without being asked, because their bottom line is to produce the desired results. They are highly motivated to produce results and to advance the organization.
5. Low supervision people work smarter instead of harder. They have identified where they need to spend their time to produce consistent high quality results. They know which people they need to develop and which system or structure they need to focus on to produce great results. They focus on raising up other people to do the things that they don’t need to do so that they can focus on the things that produce the highest results for the organization. They work smarter not harder.
Today I’m going to talk about some qualities of people who require medium supervision:
1. When you give them things to accomplish, 70 percent of the time they accomplish the goals but the other 30 percent of the time they will let something slip through the cracks. When medium supervision people are in charge of something, you don’t completely rest well at night. With medium supervision people, you need some sort of wrap around communication to ensure everything got done.
2. When you give them a goal to accomplish, half the time they need your help and wisdom to get it completely done and the other half of the time they accomplish it on their own. They still rely on another leader to be able to consistently produce high level results.
3. Medium supervision people have some struggles totally thinking and problem solving on their own. Half the time they bring you problems instead of bringing you solutions.
4 Medium supervision people have motivation and drive but you find them spending their time unwisely. They work harder instead of smarter. You have to coach them on where to spend their time and energy so that they maximize their efforts and produce better results.
As a leader, you have to determine where people are on their journey and how much supervision will be required to help them develop and get their job done. This week I want to talk about three levels of supervision. Today I’m going to talk to you about High Supervision. This is a person who requires a lot of oversight. Here are some of the qualities of high supervision people:
1. You give them a task and you can’t leave them completely alone because if you do they won’t get the task done in a timely manner.
2. When you give them a task to accomplish, they are always asking for your help and wisdom. They can’t get things done on their own.
3. Some people are high supervision because when you give them a task they consistently bring you back inaccurate work so you have to constantly double check their work.
4. Some people are high supervision because they struggle to think and problem solve on their own. If things don’t happen exactly as you said, they can’t figure out another way to get it done without asking you.
5. Some people are high supervision because they lack motivation and drive. They don’t go the extra mile. If they get a task done, they don’t have the drive to find something else to do to advance the organization without you telling them.