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

intentional leadership

WHAT LEGACY ARE WE BUILDING IN OUR BUSINESSES?

Every organization has an existing legacy and is shaping that legacy for the future.   Is that “shaping” occuring by our design or by random actions resulting from the lack of our intentional leadership. Legacy is generally dedfined as the social, spiritual, economic and behaviorial situation/condition transmitted by or received from an ancestor or predecessor.

Everyone and every organization has a legacy and likewise everyone and every organization is constantly creating/modifying their legacy.

I have a good friend who just resigned as Chairman of a 7th generation successful-$1B dollar family business.  This family  has built a respected business legacy  that is perhaps better known than it’s product.  How has such a wholesome legacy survived through many generations and through many changes in government and financial regulations?

The company has been very intentional in following several Biblical leadership principals:

  • The company leadership has cast and communicated  a firm vision for the business and the values of the business—following Habakkuk 2:1-7. –i.e. the Vision/Purpose of the company is widely proclaimed and understood.

  • The company leadership understands the process and the opportunity to pass successful value onto the next generations.  In Psalm 103: 11-19 we are taught

o    Fear God—(i.e. not fright--but Reverential Awe)

o    Keep His covenants.

o    The blessings will pass on through the generations from everlasting to everlasting. 

We as business leaders, fathers, family leaders have the great opportunity to create and pass on a God Honoring Legacy.

The Convene members are encouraged to construct a SMAP—Simple Ministry Action Plan –as part of the annual business planning process.  This will create tactical business activity that will be intentionally building a stronger corporate legacy.  The Convene Working on God’s Business segment titled Creating an Explicit Plan to Love and Serve People  actually lists “65 ways to DO Effective Business as Ministry.   Including some of these or other similar actions indicates that leadership is intentional in building legacy.

We have been reflecting here on the value and process of building a strong corporate legacy—The same process works at home!  What legacy are we building in our families?