Leading worship isn’t just about music. It’s also about leading people: the people on your team and the people in your congregation.
There are so many great articles on leadership being posted online, and I’m finding new ones every week. So that means it’s time for this week’s Leadership Roundup.
Below you’ll find some of the best leadership resources I came across this week. Save them to Instapaper or Pocket or Read It Later or your bookmarks, and check them out when you have some time this weekend. Be challenged and be encouraged. Be a better leader.
Remember, these are just excerpts, but I strongly encourage you to click through and read each post in its entirety.
No position or title can make you a leader. Yes, there are positions that provide the illusion of leadership but it doesn’t take long for most people to see past that. Yes, there are some positions that offer, temporarily anyway, the influence required to help you lead but even that does not make you a leader. Leadership is far more about disposition than it is about position.
Be wary of the “stepping stone” mentality. If you are another stop on the journey for someone, then run. Reality is – people are transitioning all the time. But that shouldn’t be their mindset going in when hiring them.
Anyone who leaves a meeting without something to do, shouldn’t have been there in the first place, even if it’s just to monitor and fuel the success of others. Use email to inform – talk to decide. Successful leaders cut to the chase. Leadership conversations that don’t accomplish something give the dangerous illusion that something actually got done.
Occasionally, when I am talking to a young leader something becomes apparent. They often think what they are experiencing is unique. And, more surprising than that, they think perhaps their struggle is no longer mine — like somehow I’ve outgrown them. That’s what prompted this post. I’ve included a few tips for young leaders I’ve learned along the way.
Certainly we need to adjust for the times, change when necessarily, and always be willing to shift our thinking. But in the vast majority of cases, poor leaders simply can’t do it. Early in my career I wasted far too many years working with a leader who simply didn’t have the capacity to change, so I know the difficulty from experience. So what do we do?