ClickCease
Matt Rusten
Why Joy is Vital for Your Leadership and Company

Is joy an underrated asset in your leadership? In our latest article, Matt Rusten explores why joy, much like humor, plays a vital role in building a thriving company culture. From increasing team engagement to fostering resilience, joy can transform workplace dynamics and inspire purpose-driven work. Discover three key ways to cultivate joy in your organization and why it’s essential for leaders who seek both results and fulfillment.

Why Joy is Vital for Your Leadership and Company
Business, Faith, Faith at Work
Convene
Do Not Worry

‘Do not worry.’ We’ve read Matthew 6:25-34 in the Sermon on the Mount, but what does that look like on a day-to-day, minute-by-minute basis? God knows our every worry, fear, and concern – and He can handle it. Many thanks to Darrell Passwater, Convene Forum Team leader, for his encouragement to think about how our lives might be different by truly living out this scriptural principle.

Do Not Worry
Greg Leith
Who Will Lead Your Firm the Day After the ...

Got a quick minute to chat? I’ve been wanting to share something with you as you lead in the midst of the election cycle in the USA or when your political election takes place in your country. When the dust settles on the election and the new country leader is declared, one thing will still be as true as it is right now. You’ll still be the one leading your firm the day after the election. Your team members will still come to work the day after the winner is declared. They’ll still be looking to you for leadership, for a paycheck, for a sense of community at their workplace.

What do they want most that only you can deliver? It’s meaning. That meaning they’re looking for begins with you and your leadership. To be sure, what Washington DC does actually can impact your business significantly, however, the president of the United States or the leader of any country does not lead your firm. You do. It’s an enterprise entrusted to you to lead as a steward. It’s a place where people look to you for answers, where people want to be part of a team that cares about them and where people want to be valued, appreciated, and loved. The next president of the country will not show up this week at your office to encourage your team, fix a broken piece of equipment, hire the next team member, sell a big account, or cast a bold vision about how your team will reach your goals and impact the culture.

Who Will Lead Your Firm the Day After the Election?
Chip Neidigh
A Safe Place To Fall
A Safe Place To Fall
Dave Ulrich
3 Principles of Hope That Enable Transitions

As we find ourselves mid-October and a blink away from a new calendar year, it is an opportunity to prepare for how we view transitions. Transitions allow for reflection and renewal, for letting go and beginning anew, and for learning from the past and creating the future. Instead of laying out trends for the next year, I would like to comment on a fundamental enabler of any transition: hope. Leaders who want to improve, CEO’s who work toward excellence, HR professionals who aspire to deliver more value, and employees who seek well-being all achieve their transitions by realizing hope.

Hope integrates many of the positive traits that shape transitions for others and matter to me personally: learning, patience, service, faith, humility, optimism, gratitude, and so forth. I send hundreds of formal and informal e-mails every month to invite people to programs, to thank people for attending programs, to check in on those I mentor, and to stay connected to those I care about. I begin almost every one of these notes with “Hope you are well.” Hope is one of my personal desires, tag lines, and biases and an enabler of any transition.

If I could implant one trait in my family, friends, and colleagues who are undergoing continual transition, it would be hope. 

3 Principles of Hope That Enable Transitions

advice

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I cannot get it all done!

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We have all heard it: “I NEED more time!”, or “I cannot get it ALL done!”. And many of us have said it, too.

Here are some relatively short perspectives on those statements: perhaps you may find a nugget or two that will be useful. 

  1. The real issue is most often NOT TIME! After all, we all have the same amount (except for those of you who sleep too much! And as I understand the universe God gave us, there will not be created any more time for any of us.

  2. I have discovered that the more likely real culprit is TASKS (that we feel need doing AND need doing by us).

  3. So change your viewpoint from Time Management to Task Management. What does that look like?

  4. Begin by making a list of the TASKS that you need to do. Prioritize them with two parameters: a. Important versus Urgent; b. Long/hard versus Easy/short.

  5. Next, chunk your time(s) for a day or a week into significant chunks (where you can tell people to NOT interrupt you).

  6. Then begin!

  7. Do ONLY the Important because that is your job as a leader: delegate the urgent to others.

  8. Do the Long/Hard ones FIRST, and until they are done. (If you leave them til late afternoon you will rationalize why to leave them until tomorrow!).

  9. Then do the Easy/Short ones.

  10. While some of you will find this useful others will find it frustrating because some tasks will not get done.

  11. Here is the exercise to help that situation:

    1. First, list those tasks that ONLY YOU can do, or you can do so much better than anyone else. These become priorities.

    2. Next list those tasks that you feel you ought to do: if they fit your time chunks, schedule them in. If not, see c below.

    3. All other tasks NEED to be dealt with by deciding that they really no longer need to be done; or, they can be delegated to others.

    4. Lastly, be certain that you really understand how you spend your time. See 11.

  12. One of the least known and understood aspects of time/task management is that we have incorrect or incomplete knowledge of how we currently spend our time. So figure out a mechanism to track for two weeks how you spend your time (in 15 minute blocks). Use a recording tool/application, ask your assistant to track it, etc.

  13. In most cases you will be surprised that how you thought you spent your time – and on what you thought your were doing – is grossly incorrect.

  14. So now re-visit the exercise of how to chunk your time, and then fit in the TASKS (that only you can do or are responsible for!)..