ClickCease
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
Business, Communication, Leadership, Talent
Brian Audia
Five Reasons to Build a People-first, ...

If you're a business owner or a CEO looking for ways to grow and improve your company, then Five Reasons to Build a People-first, Purpose-driven Company, by Brian Audia will give you a front-row seat to learning key principles you can implement in your business to outperform your peers!

Five Reasons to Build a People-first, Purpose-driven Company

problem solving

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Problem vs. Tension

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Admit it. We feel better when we are solving problems, fixing things, repairing stuff, or creating something new. As business owners / leaders we pride ourselves based on DOING. We are not fond of unresolved issues lingering around much. Yet, not all “issues” may be meant to be solved! In fact, solving an issue may generate more problems and unwanted side effects. So it is important to distinguish between a problem to solve or a tension to manage. For leaders, we are tempted to solve things or do things ourselves when those we serve come to us and interrupt our work. By “solving” this problem by making ourselves less accessible, the message sent could be we are unapproachable, we do not care, and so forth. Other common dilemmas … customizing / tailoring our products and services to our clients / customers vs. developing efficiencies by systematizing our deliverables, attracting the best talent vs. managing costs, being flexible and understanding vs. holding people accountable and managing performance.

Similarly, as parents we might lean into the urge to do or fix things for our children, rather than allowing them to struggle and make mistakes. Seeing these situations a problems to solve, we hinder growth and development.

The alternative is reframing these situations as tensions to manage. It is embracing the dissonance and friction and polarity that enables us to look beyond the current issue. Reframing prompts us to rephrase the question from focusing on the problem (e.g., How can I fix this?) to focusing on the tension (e.g., How can I do this AND this?). This is similar to polarity thinking which shifts the perspective from either / or (problem) to both / and (tension). What is the upside of each position? What is the downside? How do we access the best of both while avoiding as much of the negative as possible?

To aid ourselves in determining if we have a tension to manage or a problem to solve consider the following …

  • Balance. Are there valid positions on both sides of the issue?

  • Risk. If you solve this issue, is there an apparent risk? What’s at stake … short-term and long-term?

  • Creativity. By seeing this issue as a tension with two or more sides, is creativity sparked?

A final thought … when dealing with people and relationships, we are instructed to “love one another.” Thus, our default position and starting point with human beings — who are made in the image and likeness of God — is LOVE. And LOVE may be the ultimate tension to manage!