2014 Global Leadership Summit Session 1: Bill Hybels #GLS14

2014_Bill_Hybels.

Founder and Senior Pastor, Willow Creek Community Church

SESSION 1: Opening Session

  • Founded The Global Leadership Summit, now in 650+ cities and 105 countries
  • Senior Pastor of Willow Creek Community Church, a pioneer in contemporary church strategy and one of America’s largest churches with more than 25,000 weekly attendees
  • Committed to developing and mentoring leaders worldwide, including those in the most difficult, overlooked and under-resourced countries
  • Best-selling author of more than 20 books including Courageous Leadership, Axiom and Simplify (August 2014)

Session Notes

  • Hard fought leadership lessons
  • Leaders are visionaries by nature. We see pictures of the future that produce passion.
  • Leaders with the highest levels of achievement often have the lowest awareness of the spirit of the team
  • God treasures people more than visions.
  • 1) Use an outside agency to evaluate engagement levels.
  • 2) Own the culture turnaround (don’t delegate to HR)
    • Your culture will only ever be as healthy as the senior leader wants it to be.
  • 3) Mandatory training for everyone who leads or manages people.
    • People join organizations; they leave managers.
    • You will never reach your full potential as an organization unless every manager is leading and loving people well.
  • 4) Raise the level of candor in annual performance reviews.
    • Tell people what they should start… stop… continue…
    • 3Ms: Move something ahead. Modify what isn’t working. Motivate the people you lead.
    • Everyone wins when a leader gets better.
  • 5) Ruthless commitment to resolving relational conflict
    • “Reconcile” book.
    • View conflict as an opportunity to strengthen a relationship.
  • In Christian orgs, only 54% of employees are engaged. In corporate America only 30%.
  • Great leadership is by definition relentlessly developmental.
    • 5 top was to develop emerging leaders – Bob Ikinger (sp?)
      • 1) put them in high challenge roles
      • 2) assign to a short-term task force
        • success or failure must be possible
        • emerging leader must take full charge
        • must work with a wide variety of people
        • must involve real pressures and a deadline
        • end product must be evaluated by senior leader
      • 3) Real time feedback
      • 4) Coaching and mentoring
      • 5) Classroom courses and seminars
    • Resourcefulness is one of the greatest weapon in a leaders arsenal.
    • “Figure it out and don’t call me” 🙂
    • Resourcefulness requires determination, creativity, collaboration and ability to learn. (not a direct quote)
    • When is the last time you assigned an emerging leader to a high-challenge task force to evaluate them?
  • Find and develop leaders with a legacy mindset
    • Shepherd parable… discern between hireling-types and ownership-types
    • Hirelings have a short-term, ladder-climbing mindset, don’t sacrifice for long-term goals.
    • Legacy leaders address long-term culture, sustainability issues.
    • “Forgiven much, worship much.”
    • God has given you enormous freedom to choose what to do with your “dash.” You can choose to lead small and safe – you can choose to be a hireling – or you can be a legacy leader who leaves something beautiful behind.
    • No one drifts into legacy leadership; it takes intentionality.
    • What do you want your legacy to be?
  • Endurance
    • James 1:12
    • The grander the vision, the greater the price tag.
    • The grandest vision ever was the redemption of humanity. It cost Jesus his life.
    • Need solitude breaks when I’m not responsible for other’s happiness.
    • It’s hard to hear God at Mach 2
    • If you lower the ambient noise in your life and pursue solitude, you can hear and experience the voice of God.
    • Story of Canadian woman trying to cross Atlantic in a rowboat. Radioed for help. Help provided by Queen Mary 2.
    • We have a Queen Mary-sized God… near to the broken-hearted… radio for help.

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