by Gary Reinecke | May 13, 2017 | Uncategorized |
A few months ago I was visiting Stanford University. During my stay I enjoyed a lecture by Dr. Tina Seelig on Creativity. As I listened, I reflected on how the process she described related so well to coaching.
In fact, the more I listened, the more I could see the natural connections. She described her Innovation Engine. It is made up of two components: the Interior (those things we control) & the Exterior (those thing the environment dictates). Three areas make up each component that are intimately connected as seen in the mobius strip.
INTERIOR
- Attitude
- Knowledge
- Imagination
EXTERIOR
- Culture
- Resources
- Habitat
When you coach a person you are tapping into their ability to think differently than they normally think. That is why you are coaching them in the first place. If they could do it alone then they would not need you.
Not too long ago I was meeting with a leader who was stuck. She wanted to reflect on the next season of life and work, but was unable to get there on her own. Through asking questions and helping her reflect on where she sensed God calling her to do, she made a significant adjustment in her vision. She ended-up downsizing her ministry which eventually led to a new assignment altogether. What might seem like a straight forward process is oftentimes confusing when you are the one in transition.
Here is a TED Talk entitled Crash Course on Creativity by Tina Selig to give you a framework for creativity so that you can coach more intentionally in this area.
by Gary Reinecke | Apr 26, 2017 | Uncategorized |
Walt Disney was a Creative. In his book “The Wisdom of Walt: Leadership Lessons from the Happiest Place on Earyh” by Jeffrey Barnes writes about the dream Walt had of creating a place for his girls to play while sitting on a bench in Griffith Park.
Griffith Park, the ‘Central Park of Los Angeles,’ allows both proximity and perspective. It is nestled high on a hill that sits between downtown L.A., Hollywood, and the Disney Studio in Burbank.
It makes me wonder how ideas come to people. Walt was reflecting, thinking, day-dreaming! Then he began to wonder.
“There should be a place where children and parents can have fun together.” And in that moment, the dream of Disneyland was born.
This is the beginning of a wonderful journey that eventually led to a family-friendly theme park, like not other on the planet. The author continues:
Have you ever done that? Have you ever been sitting somewhere, doing ‘nothing,’ and suddenly, an idea comes to you? An idea “pops” into your head, and your imagination begins to run wild with possibilities. Suddenly, you, like Walt, have a dream.
I believe, along with Dr. Barnes that each of us has the capacity to dream, be creative, innovative. Creativity & Innovation can be nurtured, developed, groomed. There is always room for improvement but the innate ability to think differently than others, is part of our make-up; that is, being made in the image of God.
- Have you wondered how to develop your creativity?
- Are you aware of the skills that facilitate innovation?
- Where would you start if you were interested in growing your creativity & innovation quotient?
A good place to begin is the Innovation & Creativity Profile (scroll down the page to the Creativity menu). You will learn about the 8 skills that facilitate the capacity to dream. And identify your strengths and weaknesses so that you can begin your journey.
by Gary Reinecke | Apr 14, 2017 | Uncategorized |
Correct me if I’m wrong – but the image above represents a picture that many of us have in mind when it comes to creative & innovative thinking.
- a higher level of intelligence
- an experience that triggers a new discovery
- a last name like Jobs, Einstein or Da Vinci (does not hurt).
On the contrary, when you look closely at, you discover a muscle that, when exercised, can achieve extraordinary results.
A leader I was coaching, was contemplating ways to reinforce the missional values of his 7 year-old church. As he brainstormed ideas, the thought of sharing stories rose to the surface. Initially, interviewing people in the congregation, sounded like a good possibility. When challenged to think outside the box, he pondered the power of having an “outsider” (person who had been blessed by the ministry of people from the church) share his/her experience of being on the receiving end. The light bulb went on! This captured“why” the church is doing “what” they are doing. Over time, the “outsiders” inevitably explore the motive behind these selfless acts of kindness that are positively impacting the local parks, athletic teams, schools, business leaders and neighborhoods.
This idea did not come from a higher level of intelligence. Nor was it triggered by some extraordinary experience. By the way, the leader’s last name is Pope. If you would like to develop your muscles, or help those you coach, check-out the Creativity & Innovation Skill Builder under the menu with the same title. Here is the story of tranformation how the Sunnyside High School baseball team was blessed by God’s Generosity through the missional community members (Groves), anchored in Sequoia Church in Fresno, CA.
by Gary Reinecke | Apr 11, 2017 | Uncategorized |
To continue on the theme of disciplemaking movements this year, I propose a guiding question for you and those you coach:
What is getting in your way, to make disciples – who make disciples?
Reflect on that for a moment. What is your next step? …for those you coach?
I look forward to reading your response below.
by Gary Reinecke | Mar 18, 2017 | Coach Training, Leader Development, Personal Development, Uncategorized |
I rely on trusted and reliable feedback in my coaching, training & consulting.
One practice I’ve found helpful is to administer a brief survey at the conclusion of my coaching relationships, for instance. Based on that input I gain a sense of where my strengths and weaknesses lie.
Not surprisingly, executives (including pastors, church planters & missionaries) also value feedback. I read an article written by David F. Larcker, Stephen Miles, Brian Tayan, Michelle E. Gutman – published by The Miles Group and Stanford University. August 2013 (used with permission) that highlighted this point. The 2013 Executive Coaching Survey suggests:
Nearly 66% of CEOs do not receive coaching or leadership advice from outside consultants or coaches, while 100% of them stated that they are receptive to making changes based on feedback.
Feedback can be helpful. But it is really up to the individual what she/he does with it. If the data confirms the evidence then leaders will respond accordingly. In contrast, if that leader does not resonate with the feedback, then it is wise to reject it.
Let me give a quick example what I mean. I am coaching a young, competent leader. When we reviewed the feedback from a 360 degree assessment on his leadership effectiveness (see the Leadership menu) there were gaps between himself, his supervisor and his colleagues. Further, the gaps were not in a favorable direction. In other words, his self-perception was consistently higher, in several areas (I like it when it is the other way)! In response, this young leader took a curious approach. Curious what the variance in scores represented. And a proactive posture to address those variances in practical ways. Instead of making excuses, he determined to take action.
Remaining open to feedback is not always easy – but is an important trait of effective leaders.
by Gary Reinecke | Mar 10, 2017 | Uncategorized |
To continue on the theme of disciplemaking movements this year, I propose a guiding question for you and those you coach:
Who are you blessing in your community?
Reflect on that for a moment. What is your next step? …for those you coach?
I look forward to reading your response below.
