As we step into the New Year, may it be a time of growth, resilience, and joy for you and your loved ones. May the coming days be filled with spiritual growth, meaningful connections, and a closer walk with God. Here’s to a year of discovering new possibilities, embracing challenges, and creating lasting memories. Wishing you a blessed and Happy New Year!
“For I know the plans I have for you, declares the Lord, plans for welfare and not for evil, to give you a future and a hope.” Jeremiah 29:11 (ESV)
As you approach the end of the year, Christmas provides a natural pause for reflection and renewal. Take a moment to reflect on the incredible gift of Jesus Christ and what he’s done in your life this year, as well as pray and seek guidance for the next. As you take this next week to reflect, consider the relationships you’ve cultivated, the lives you’ve touched, and the ways you can continue to grow as a servant leader. Let the Christmas season inspire a renewed commitment to leading with love, compassion, and a heart devoted to God’s purpose.
“For to us a child is born, to us a son is given, and the government will be on his shoulders. And he will be called Wonderful Counselor, Mighty God, Everlasting Father, Prince of Peace.” / Isaiah 9:6 (NIV)
Are you known as one who helps people develop and grow? Do people feel empowered to take action when talking with you? Do people under your leadership honestly believe you help them move from deep reflection on an issue to proactively taking steps forward?
The next time you are in a conversation, gauge where you most naturally gravitate – reflection or action.
This is not an easy transition to help people through. It doesn’t come naturally for some – but there is good news! I want to share a simple shift you can make to become more intentional and effective in your conversations. Let’s talk about what it takes to help people move from deep reflection to effective action.
Most leaders have an innate tendency to be stronger in one area than the other. But it is absolutely essential that you live in the healthy tension of both reflection and action so that people you develop, empower, and release can grow in the right areas, in the right way, attaining their desired outcome. As a leader, it can be tempting to settle in your sweet spot; however, mastering both reflection and taking action is a discipline you can develop!
Goal: To help leaders move from passively assessing and reflecting to taking action.
Benefits to take a step towards a goal:
Action allows leaders to test their assumptions
Action forces people out of their comfort zone
Action is necessary for growth
Action creates momentum
Action builds confidence
From Reflection to Action:
Remember the primary aim is to help people listen and respond to the Holy Spirit. You can see in the diagram above that the more you and the people you develop are focused on God and less on yourselves, the more likely people will clarify and be inspired to take action!
Let me unpack this a little more:
Clarify: the more understanding a person has of the reasons behind a change, the greater the motivation.
Inspiration: the more a person “feels” the need to change, the greater the energy needed to do so is activated.
To concrete this further, good coaching addresses both the head (clarity of thought) and the heart (energy) for change.
Three Mini-Shifts to help people you are developing:
Challenge the other person to act.
Do not allow new disciples or leaders to remain in a state of reflection. Action is the catalyst for development and growth; without action, God’s plans for us will take exceedingly more time to come to fruition.
Use questions to help a person articulate what they will do.
Make sure there is a plan in place. Action is likely to fail without practical and well-thought-out steps to reach the goal.
Gain commitment from the other person.
Make sure you have considered all angles when it comes to what the action will lead to – even potential negatives – and help people remain committed to the goal.
Real-Time Actions:
Clarify. Summarize the main points of what people have shared and ask follow-up questions to probe until they have enough clarity on the action they intend to take.
Inspire: Ask people to share what they want to accomplish and the motivation behind it. Tap into their “why.”
Take a moment to reflect on this shift – from reflection action. What new insights do you have
Reflection Questions:
Who is stuck in reflection that I am coaching?
Who tends to skype reflection and move right into action?
How do I help people clarify what they want to do?
How do I inspire people to take action?
Where do I naturally gravitate – reflection or action?
Coaching Questions:
What is the most important thing…?
What will you do?
How committed are you to do this?
What will you give up to do this?
What will this give you…?
Key Question: How can I help people do both well – reflect and take action?
You have an idea. A really good idea. But before others have a chance to even test it, your idea is adamantly rejected.
Some time passes, maybe a year or so. During that time, the group that rejected your great idea stumbles on a very similar idea and tries it out for themselves. That group experienced the power of your idea first hand. And now they are on-board, fully engaged and supportive of “their idea” – with a vision to build on, expand and grow the idea.
This is not surprising, is it?
The very people who rejected the idea initially are now the ones who own the idea today because they discovered the power of the idea for themselves.
What happened?
Experience. When people discover a new way of doing something and have a positive outcome, they can internalize an idea.
Co-creating a vision with a leader has a similar dynamic.
Think of a time when you came alongside someone and helped them flesh out their vision. You listened carefully. You asked thought-provoking questions. You were empathetic. You demonstrated genuine excitement. What difference did that make?
Probably a significant difference. In both scenarios, when people discover something for themselves, they own it!
5 benefits when you help leaders develop vision
Allows leaders to grow in their leadership
Encourages leaders to trust Jesus and exercise their faith
Helps leaders to understand their own vision with greater clarity
Communicates that the leader’s vision is worth your time and attention
Reinforces the principle that the leader who creates the vision owns the vision
Questions you can ask to facilitate the visioning process
What brings you joy?
What makes you angry?
What makes you excited?
How do you see your strengths being used?
What is a problem that you feel called to solve?
How do you sense God leading you in the future?
What unique experiences have you had that are shaping your vision?
One of the keys to engaging people you are developing is to understand them. Get to know their story. Understand their gifting, strengths and weaknesses, and how they learn. Help leaders understand the key skills they need to develop, problem solve, and clarify their vision.
Have you been on the giving or receiving end of this?
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