The Intangibles
PARTS NINE AND TEN ARE NOW ONLINE!
Click these for each part posted:
Part One: Introduction
Part Two: Selfless Ownership
Part Three: The Fine Art of Showing Up
Part Four: Taking the Risk and Trying the New
Part Five: Having Fun and Showing It
Part Six: Being Real and Transparent
Part Seven: Being Loyal and Keeping Secrets
Part Eight: Faithfulness
Part Nine: Reward-Sharing
In The Intangibles series I am investigating what I believe are indispensible qualities for leadership but which often go ignored. Comment below on any segment of the series or on the questions below.
Questions:
Click these for each part posted:Part One: Introduction
Part Two: Selfless Ownership
Part Three: The Fine Art of Showing Up
Part Four: Taking the Risk and Trying the New
Part Five: Having Fun and Showing It
Part Six: Being Real and Transparent
Part Seven: Being Loyal and Keeping Secrets
Part Eight: Faithfulness
Part Nine: Reward-Sharing
In The Intangibles series I am investigating what I believe are indispensible qualities for leadership but which often go ignored. Comment below on any segment of the series or on the questions below.
Questions:
- What do you think about the suggested list of intangibles? Agree? Disagree?
- What are some intangibles that should have made the list that aren't there?
- What do you think of the first intangible: "Selfless Ownership"? What things do you do to show your ownership in your org?
- What do you think of the second intangible: "The Fine Art of Showing Up"? What kind of "show ups" are important in your organization?
- What do you think of the third intangible: "Taking the Risk and Trying the New"? How have you seen that play out in organizations?
- What do you think of the next intangible: "Having Fun and Showing It"? What things do you do to have fun at work?
- What do you think of the next intangible: "Being Real and Transparent"? How have you worked at being more real and transparent with your people?
- What do you think of the next intangible: "Being Loyal and Keeping Secrets"? How good of a secret-keeper are you? What do you do to generate loyalty in your organization?
- NEW > What do you think of the next intangible: "Faithfulness"? Are you a faithful co-worker? What have you done to improve in being faithul?
- NEW > What do you think of the next intangible: "Reward-Sharing"? What are some great ways to share the rewards of success with your team?
Labels: Leadership
17 Comments:
I finally have you linked bro... thanks for the song suggestions... most of them made me laugh so hard that I cried.... good times.
Hey Eric & Zack...
Thanks for stopping by. - DD
Oh boy... you hit the nail squarely on the head with "showing up." Amen.
I totally love this series and the showing up article in particular. Thanks for articulating the not-easily-articulated.
Question: how exactly does one reward intangibles? are they rewared intangibly as well?
jld
Good question... I think several "intangible rewards" are appropriate.
You might say that credit and public thanks are intangible rewards. Respect is another. Information sharing is an intangible (such as when a boss might share some info with that person because they trust their intangible way of dealing with the information -- and they may not share that information with others.)
What are other intangible rewards are there in an organization?
Other intangible and semi-tangible rewards might be...
Trust; Patience with a when they goof; & Downward loyalty from the boss...
Good stuff, Dave. Definitely hits on the unwritten rules that tend to be the rules most people think about. The bottom line for most of the thoughts you offered has to do with the perception of reality. If enough people in an organization perceive something (even if it is wrong) and start to talk to each other about it then it actually becomes real.
Man... I wish I had that kind of power with the number of times they play Everybody Loves Raymond on TBS in one day.
RE: RISK
Yep yep yep! BINGO!
All risk is not leadership.
But all leadership involves risk.
Your article on risk reminds me of the parable of the talents
I loved the mommy job description! And watched your own mom fill it well!
(Still laughing!)
The seventh "intangible" is now up. Check out the link in the edited post.
What's your 2 cents on the subject of loyalty and keeping secrets?
This secret-keeping intangible is critical--well written and full of wisdom. I liked the use of "prisoner of war under interrogation" picture. I've even known some POWS who don't even wait for the waterboard to spill the beans--I know one who just HAS to share confidential info to meet his own needs--to be an important inside person "in the know" to everybody. An institution where he served before here said of him "He has a thousand confidants." He is such a bean-spiller that some people use him on purpose to get stuff out.
But most folk try to keep secrets, or at least tell them as secrets (e.g. Please don't tell anyone I told you this). You are wise in saying that if I have to say "keep this to yourself" it may be a sign that I should keep it to MYself. Good thought.
One bonus area for ministers is spouse confidentaility--some ministers spill everything to their spouse--if this is the case people need to know it. My own spouse, Sharon, is a virtual lock box --yet I still keep things from her (and she from me) when they are sensitive administration issues. Or sometimes when a person says 'Keep this in confidence" I ask, "Do you mean Sharon?" Oddly I often find that they say, "Oh No--you can tell her."
Great chapter--this whole series is so critical for ministers--I need to reference it in the staff section of my church leadership courses.
One tricky thing is when you receive and pass along information that was not shared with any sense of secrecy that turned out to be a secret the other person should not have shared. Other than going directly to the person whom it concerns for confirmationn, what else can be done to prevent becoming an unwitting information conduit?
Thanks for pointing out the importance of testing and being proven with regard to secret-keeping. Interestingly, one's ability to keep secrets is not something you can just "read off" their personality. For instance, contrary to expectations, quiet people can sometimes be big gossips, whereas talkative folks can sometimes be very trustworthy. So it must be tested, not assumed based on personality or a "sense."
Good question, John. That's a sticky one and I think the issue there is the "evil report" one rather than secret-keeping. If it's an evil report (even if it's not shared as a secret--but boldly told to you as gossip or slander) I picked up some "questions to ask if you hear an evil report" list from Dennis Jackson... i can't seem to find them on this computer, though, so i'll go find them and post them back here.
dd
Okay... I didn't find it in my files but when I googled it I found it online... good stuff I think (we've given out versions of this to our whole church before):
How to detect an evil report:
Ask.....................
a. “What is your reason for telling me?” Widening the circle of gossip only compounds the problem.
b. “Where did you get your information?” Refusal to identify the source of information can be a signal of an evil report.
c. “Have you gone to those directly involved?” Spirituality is not measured by how well we expose an offender, but by how effectively we restore and offender. (Galatians 6:1)
d. “Have you personally checked out all the facts?” Even “facts” come distorted when not balanced with others facts or when given with negative motives.
“He who answers before listening-- that is his folly and his shame.” (Proverbs 18:13)
e. “Can I quote you if I check this out?” Those who give evil reports often claim that they are “misquoted”. This is because their words and overriding impressions are reported.
Ya! Love it! Great insights and well written!
Keep them coming!
This series if so packed with leadership wisdom-- you must be about 50 years old..right?
Post a Comment
<< Home