I had a friend who often said “Vision gives pain a purpose.” There is great truth in this simple but deeply profound statement. I’d be willing to endure hardship, sorrow, and even pain if it meant the fulfillment of a dream or at least a step in that direction. What pains might you need to endure in order to see the vision for your team or organization fulfilled?
I recently had a good friend pass away. It got me thinking – death is a part of life, and sometimes life cannot happen without a death first. Often times we do not like the topic of death, but it seems that death has the potential to be a good thing, depending on how you look at it. Death doesn’t have to be literal, it can be the death of a way of thinking, the death of an unhealthy relationship, or the death of certain behaviors and/or patterns. It also doesn’t have to be sorrowful or complicated, especially when there is hope. Consider a seed, unless it is planted in soil it cannot die, and unless it dies it cannot produce its fruit. So, what needs to die in your life or in your business, so that good life and fruit can happen?Here’s to bearing good fruit in all you do!
As a leader, I have an inner cry to know where I stand in the big picture. I need to have my boundaries of influence and authority articulated and expressed to those around me.
In high school art class, we were instructed to choose a perspective for our drawings. That selection would frame the shape and shading of all elements in the picture. The things closest to me would then be that largest. Beyond that, the rest of the elements diminished progressively in size and importance. Once I settled on my perspective, everything else was defined. The things farther from me were still valuable to the picture, but served more as supporting images that created context or filled out the whole story in the visual.
What clarity do you have about where you stand in the big picture of your organization?
“I am the Senior Leader,” you might say. “That is my position. So that this my point of view.”
Not necessarily. Position contributes, but does not have to dictate point of view.
Consider, what is your leadership style? Commander-in-chief—orders given and expected to be followed? Quarterback—active in the field, but calling the plays? Player/Coach—doing your best tasks in the game, but also trying to communicate the big picture? Coach—not actually doing the plays, but empowering others while creating alignment to the vision?
Your answer strongly defines your point of view and shapes the rest of the picture.
Objective: To discover and embrace the point of view that releases the best me, the best team and the best results overall.
What is your present point of view?
From this place, what is working well in your leadership?
What areas need fresh solutions?
What point of view provides the best growth options?
What is your next step take to make a shift?
Create reflection time and write down your thoughts.
Ask for feedback from your leadership team to describe your point of view.