GLS15: Session 7a Sam Adeyemi

Global Leadership Summit 2015
Session 7a
Sam Adeyemi
Crushing the Power Chasm

  • born into a middle-class family with dad a government employee
  • construction in the family
  • family went through financial hardship
  • desired success and comfort
  • “When God asks you a question it is not because he doesn’t know the answer. Most of the time he wants to confront you with your foolishness.”
  • “You will not find the definition of success for your ministry or organization until you help the people I sent to you to succeed.”
    • "The object of leadership for many leaders is their own success, but the object of Christ’s leadership was the success of His followers
    • John 14:12 – for Christ the object of his leadership was not Him, it was the success of His followers
    • this takes the focus off of us and on to the people. Ask, “What are their needs? What are their problems? What are their issues?”
    • Selfishness is the focus of many leaders – James 4:3
    • “Following you should hold the promise of life change for those who follow you.” – Mathew 4:19
  • In many cultures being a leader makes you superior to the people you are leading. In such a culture leaders don’t empower others.
    • Mark 10:42 – Jesus is lived in such a culture
    • Powerful are very powerful and powerless and are very powerless
    • “The downside to power distance is that it can leave followers with low self-esteem and afraid to challenge a leader’s views.”
      • they tend to wait for approval before they do anything (a permission seeking culture)
      • people will not give feedback to the leader
      • leaders can be less accountable
    • “Jesus crushed the power gap between men and women, adults and children, leaders and their followers.”
      • Jesus embraced the children and told adults to be like them
      • Jesus healed on the Sabbath to confront the power structure
      • “As leaders, we should create the Jesus type of power structures”
      • Matthew 10:1 – disciples given authority and power
      • “Jesus gave power away.”
      • Jesus said to Peter, if I can do it you can do it to
  • “There is something about leaders and talented people that makes us think others cannot do what we do.”
    • Numbers 11
    • Shepherds feed sheep which allows sheep to give back to sheep and invite more sheep
  • There is a huge opportunity in parts of the world where people are oppressed and there are power gaps.
    • It is not the absence of money that makes you poor. You need ideas to make money.
    • There are opportunities to empower people
    • “Jesus did not only crush the power gap, he overturned it”
    • Luke 22:27

GLS15: Session 6 Brian Houston

Global Leadership Summit 2015
Session 6
Brian Houston
Resilience: One on One with Brian Houston

  • parents a part of Salvation Army up until he was 3 and dad had nervous breakdown
  • grew up in New Zeeland
  • new book coming out in September “Live Love and Lead”
  • call felt from his early years to be a preacher (Ephesians 1:1)
  • father had abused a young person and was a huge emotional hit – still a challenge to this time
  • changes in life after a panic attack and finding self in a low point
    • changes in way of travel
    • no more sleeping tablets
    • adding more discipline into certain parts of life
    • have risen out of the depths very quickly
  • music from Hillsong
    • build a church that helps others build church
    • Darlene was instrumental part of music for 15 years
    • “Music is an arrowhead for a healthy church.”
  • in most organizations who you start with is not who stays with it over time
    • “It is always good in leadership to take your time and invest in people”
    • Ecclesiastes 3 – you are beginning a season and we are all only hear for a season – let’s give it our best to God for the season (Bill Hybels)
  • planting Hillsong churches in many challenging cities around the world
    • Goal of: “Building influential churches that can impact culture”
    • building churches in various places and being themselves
    • put the right person in the right place at the right time and God does great things
  • movie about “Hillsong United” and their latest album which will be released in the near future
  • an anointing on his life that he helps people know that God can do great things – a Faith anointing
    • loves what he does
    • loves the Lord
    • loves people
    • keep getting up and keep showing up and God will do great things
  • longevity is the greatest strength that anyone can have for God
  • Music and leadership have a very interesting juxtoposition
    • leaders who carry the biggest pressure have the closest affinity to the power of music
    • many strong leaders need to listen to music for strength
    • people in evaluative position have a hunger in their soul for things like music
    • in a time of pressure listen to the same song over and over
  • “Leaders see what other people can’t see yet…these unique pressures often lead to fear.” (Bill Hybels)
  • There is no other name than the name of Jesus – we can trust in God’s word and His promises – they are beautiful and unchangeable
  • songs have a huge potential to bring healing to people
  • anointed music is often created in pain]
  • song “I’m no longer a slave to fear”
  • Psalm 68 “I will be a father to the fatherless”
  • song “you are a good, good Father”
  • song “oceans”
    • “so much of leadership is water walking”
    • “leaders are almost always out of sight of land” (Bill Hybels)
  • “leaders, you cannot do this journey without help from God” (Bill Hybels)
  • “It is our job to stay connected to the God who can help us do great things” (Bill Hybels)
  • we can cheer each other on through the power and blessing of music" (Bill Hybels)
  • song “through it all my eyes are on you…it is well” “It is well with my soul”

Session 5b Sheila Heen

Global Leadership Summit 2015
Session 5b
Sheila Heen
Thanks for the Feedback

  • Feedback comes in many different forms
  • “Feedback is my relationship with the world and the world’s relationship with me”
  • feedback is one of the toughest conversations that happens in all organizations
  • people all of the world struggle with feedback conversations
  • these conversations drive organizational learning, employee engagement, and cross-functional collaboration
  • in any exchange between giver and receiver, the receiver is in charge because they can choose what they want to receive
  • what might it look like to teach receivers how to receive feedback, even poorly delivered feedback
  • 2 human needs
    • the need to learn and grow (this is energizing) “feedback should be joyful”
    • the need to be accepted or respected or loved the way we are now
  • types of feedback (we need all three)
    • A ppreciation being noticed by others which gives motivation
    • C oaching anything that helps you grow, learn, get better (as you get more senior you have a tougher time receiving coaching)
    • E valuation rating and ranking
  • 93% of American workers feel under-appreciated at work
  • evaluation and coaching get tangled together which removes the effectiveness of the coaching
  • even when we hear coaching we don’t always take it
    • it was wrong
    • we don’t trust them
    • being too stubborn
    • being too young
    • many others reasons…
  • boundaries are important “if you can’s say no then your yes’ are freely given”
    • we decide too fast (when feedback comes in we look for what is wrong and can always find something wrong)
  • 3 trigger reactions to feedback
    • truth triggers: is it true, good, accurate
    • relationship triggers: who is giving the feedback
    • identity triggers: the story you tell yourself about who you are and your wiring
  • skills to receiving feedback
    • (1) not deciding if the feedback is right or wrong and, rather, think about what the giver means
    • (2) See yourself clearly and accurately (everyone has blind spots)
      • facial expressions, body language, tone of voice, patterns of behavior, impact on others
      • talk to your friends for help: (1) supportive mirror to encourage around what is wrong with the feedback (2) honest mirror to find out what might be right with the feedback
  • when leaders become better receivers
    • receive more feedback
    • become a role model
    • automatically become a better giver
  • become a better giver
    • don’t ask people for feedback in a general way
    • “one thing” pick one person who matters in my life and ask:
      • What’s one thing you particularly appreciate?
      • What’s one thing you see me doing – or failing to do – that you think I should change (or is getting in the way?
  • “We need each other to see our own limitations and where to grow next”
  • “Feedback accelerates your personal, professional, and spiritual growth”

Session 5a Horst Schulze

Global Leadership Summit 2015
Session 5a
Horst Schulze
Creating World Class Service

  • “Ladies & Gentleman serving Ladies & Gentleman” background
    • started working in a world class hotel at age of 14
    • observed a mater Dei who came to work to be excellent in his profession and caring for the people around him
  • A great business
    • (1) keep the customer (dissatisfied – terrorists against company, satisfied – neutral customers willing to move somewhere else, loyal customers – fight for them)
    • (2) find new customers
    • (3) get value from customers
    • (4) work on efficiencies
  • Customer loyalty
    • your customer/guest trusts you, you have developed trust
    • giving the customer what they want is how to develop trust
    • all want three things
      • the product needs to be defect free
      • timeliness – super important and be super attentive to this
      • the people who give it to you need to be nice to you
    • this is the same in all businesses
    • being nice to the customer is the most important thing
  • Service – begins the instant you make contact (the first 10 seconds) – essential
    • Welcome within 12 feet you need to say welcome or greet someone by showing care in the eyes
    • Comply to what a guest wants from you by caring for their needs
    • say farewell
  • caring is the thing you remember
  • good service over time results in customer loyalty
  • personalized/individualized service results in customer loyalty
  • Why do we go to work? Create and be excellent – serve employees by demanding and leading to excellence
  • our role, as leaders, is to demand excellence and caring
    • carefully select possible candidates with a process that looks for caring
    • orientation that includes letting everyone know that no one can claim they are better than anyone else…every person and their positions are important..let people know how they benefit from what they do
      • we are leaders. We have forfeited the right to make excuses
      • is the direction and destination good for all concerned. If you can say no in one case, don’t do it.
      • say who you are as an organization, invite them into the dream of the organization and purpose, it is immoral to higher people just for a function.
      • the key product that we deliver and that is being produced is service to human beings. respect to human beings
      • “if it is important we need to repeat it”
      • “if you receive a complaint you then own it”
      • 24 point credo/canon
    • sustaining “come to work to be part of a purpose” “service is caring from the heart”

Session 4b Albert Tate

Global Leadership Summit 2015
Session 4b
Albert Tate
Leading with Leftovers

  • it is time to challenge the idea that we leave it all on the field of our work
  • how do you lead and still have something left?
  • let’s live for a beautiful eulogy rather than an accomplished resume
  • John 6: looking at how Jesus leads with leftovers
    • John 6:5 the moments Jesus asks dumb questions – he wants us to see the logic and do the math of the situation to understand the miracle when on the other side – I can’t do it in my own power
      • the dumb question leads to a dumb idea in a boy with 2 fish and 5 loaves of bread
      • the power of a dumb idea
        • as leaders, leave room for dumb ideas so God can transform the lives of people
        • “You never know when God is going to put his hand on a dumb idea and bring transforming power.”
        • “Don’t underestimate the power of a dumb idea.”
        • do you celebrate dumb ideas?
    • Jesus does the miracle with what we bring – like the lunch the boy brings
      • “What does it mean to pack our lunch?”
    • The boy brings his lunch and moves out of the way
      • bring what we have, give it to Jesus, and get out of the way
      • often we bring what we have to Jesus and try to give him instructions
      • this is a time to discover the awe and wonder of God
      • when was the last time you were blown away with what God did in your church, home, community, or company?
      • Where in your business or leadership to you need to get out of the way?
    • They were full & they had leftovers
      • “What would it mean at the end of the day if you had something left?”
      • we are not limited if we surrender to our Almighty God
      • it is not about our name being great, it is about giving glory to the name of God
      • “We don’t have to live outside the promise of God in the scarcity of this world.”
      • There is power, hope, joy, and peace in being with God
      • you aught to thank him and give him praise
      • The work is not about your name, it is about his name. It is not about your power, it is about His power.

Session 4a Sallie Krawcheck

Global Leadership Summit 2015
Session 4a
Sallie Krawcheck
Leadership and Ethics on Wall Street

  • retirement savings gap/crisis
  • there is a solution that is a benefit to many
  • the retirement savings gap is a problem for women
  • there is real power in the intersection of women and money
  • diverse teams outperform other teams
  • diversity has the potential to improve ethics in business and wall street
  • the number one reason why women accept a job is meaning and purpose
  • thinking about the client first (relational focus) typically comes from females
  • this different way of thinking has value
  • diverse teams make more effective decisions (not quicker decisions)
  • diversity is hard
  • the research shows we like powerful men and not powerful women
  • the courageous conversation is to notice times when we are discriminating
  • 5 thoughts on how to grow diversity
    • (1) recognize that differences and disagreements are strengths
    • (2) to improve diversity we need to ask, “do we have the strongest team in place (with diversity)”
    • (3) really live our values…if you say you care about people it should show in your actions
    • (4) women are tired (hair and makeup types of things are specific to women)
    • (5) watch the micro lessons…make sure feedback is given to women in the same way as men
  • “work every day as if your children are watching you.” (They are)
  • have gratitude

GLS15: Session 3b Dr Brene Brown

Global Leadership Summit 2015
Session 3b
Dr. Brené Brown
Rising Strong

  • “The story that I’m telling myself now is…”
    • What is the emotion that comes up when we try to connect with someone and reach out…Shame
    • anger is secondary emotion that always covers up some other emotion
  • Number one shame for women: body image
  • Number one shame for men: appearance of weakness and number one perpetrator is women
  • when someone shares something sacred with you and then you use it back to the person it is incredibly hurtful…an unholy act
  • We need to be able to share:
    • Here’s what scares me.
    • Here’s what I’m afraid of.
  • We want more love and vulnerability. This can only happen by being more vulnerability.
  • our brain is hardwired the instant something bad happens to make up a story about what is happening. If we can do that, we get a chemical reward. It rewards us whether the story is true or not.
    • stories with limited data points filled in with values and ideals is a conspiracy
  • the middle space: when you start something and are too far in to turn around and not able to see the end (the point of no return)
    • what people do in that space is what separates leaders from non-leaders
    • this is where leadership is born and courage is formed
    • this is a lonely and hard space
    • experience gives us a little bit of grace to let us know we have done it before and can get through
  • 3 things to go through
    • the reckoning: be able to recognize that something is happening in my feelings and identify them – something’s got me hooked and I’m willing to do something about it – Transformational Leaders:
      • do discomfort, real discomfort
      • emotional awareness about themselves and the people they work with – emotion dictates change (we are emotional people who sometimes think)
      • sit with someone and say “help me understand”
    • the rumble (rumble with emotion)
      • be willing to walk in and be brave
      • should have a value in truth with what is true and hard
      • choose courage or comfort…can’t have both
    • the revolution
      • this becomes part of what we do
      • “When we deny the story it defines us. When we own the story we can write the ending.”
  • it takes courage to tell people the story we are telling ourselves about challenging problems or situations and hear from them
  • the bravest among us are those who are the broken hearted
  • the physics of vulnerability are straight-forward–if you are brave enough often enough you will fail.
  • Find a way to lean into each other and find a way back up. The risk is worth it.

GLS15: Session 3a Adam Grant

Global Leadership Summit 2015
Session 3a
Adam Grant
Give and Take: A New Perspective on Leadership

  • What causes paranoia in an organization?
  • 3 categories of human interactions
    • Takers: think of every interaction as getting from others without giving back
      • narcassist
      • some people become takers when taken advantage of when they were givers or matchers
    • Givers: enjoy helping others with no strings attached
    • Matchers: keep an even balance of give and take
  • many of us have blind spots when we think we are givers and are actually takers or matchers…can only find out if asking others
  • takers rise quickly in an organization and fall quickly
  • many matchers gossip about takers to everyone in the organization
  • takers hate to see other takers succeed
  • givers will be in the top 25% and lowest 25% of the organization
  • givers often fail in the short run and succeed in the long run
  • recommendations
    • (1) get the right people on the bus – most important to keep the wrong people off the bus – keep takers off the team (in the presence of givers matchers become givers)
      • no correspondence between agreeability and disagreeability
      • watch out for agreeable takers
      • most people project their own motivation on others
      • you can find out a lot about people by asking them to make projections about the future and actions of others
    • (2) redefine giving
      • do more 5 minute favors – a micro loan
      • 100 hours a year is the sweet spot of giving (2–11 hours per week)
    • (3) Encourage help-seeking
      • the reciprocity ring – have everyone make a request for help in a group and have others volunteer to help (can have requests written anonymously and then have people sign their name on the request sheet)
      • www.humaxnetworks.com
    • Let’s start a trend to get people to be “Pro-noid” a fear that other people are wanting to help you

GLS15: Session 2b Ed Catmull

Global Leadership Summit 2015
Session 2b
Ed Catmull
Creativity, Inc: One on One with Ed Catmull

  • One of the great misconceptions of our time is not understanding that creativity is in both science and art
  • Art is about learning how to see. Wouldn’t we want this in all areas of business.
  • It all comes down to the power of a great story.
  • Stories are the way we communicate with each other at every level.
  • “The good stories are the ones that connect with emotions.”
  • When presenting ideas to people and it doesn’t look good the measure of progress is how the team is working together and not the idea. If there is laughter in the room, they will solve it.
  • Brain trust (a group to help with problems) team foundations:
    • (1) Peers talking to peers (not boss to employee)
    • (2) In that room for that time there is no power structure
    • (3) Have a vested interest in each others’ success
    • (4) Give and listen to good notes
    • magic happens when people are not attached to their ideas so they can be worked on
    • it is inevitable that the team will go astray during the work and lose objectivity. Your peers or a powerful outside force/audience, can help pull you out.
  • “Creativity is about solving problems.”
  • “Coming up with solutions is a creative act. In that creative act you want other people to help you.”
  • Failure has 2 meanings:
    • Intellectual – something to learn from
    • Danger – deep emotional feelings in working about being hurt or attacked by others
  • Address the thing that brings about the fear by being honest.
  • Fail early and fail fast. We will fail and it needs to be safe to do it. If you can do it fast you will progress more quickly.
  • Don’t punish or embarrass people when they fail.
  • “All good artists know they need to operate within constraints.”
  • The problem with being unbounded with no budget means you will have too many options. A budget helps bring constraint.
  • It gives greater energy to have a constraint.
  • post mortem: take time at the end of a project to maximize learning by looking at the good and the bad (introspection) – the introspection needs to be done differently each time because people will game the system
  • “Trust is something you have to earn and not just be something you agree to do.”
  • Stating values is easy. It is hard to find out why you aren’t living up to them.
  • Changing office layouts: “With open spaces you have accidental encounters.”
  • Don’t have many rules and people need to go on field trips to research. You have to go there and find something you don’t know. “People sense things are real even when they don’t know why.”
  • “Education is storytelling.” “Marketing is storytelling.” “Our job is to use our storytelling for good.”
  • Silent retreat – the chattering in your mind is not you…it takes 4 days for the chattering to wind down

GLS15: Session 2a Jim Collins

Global Leadership Summit 2015
Session 2a
Jim Collins, Seven Questions: Beyond Good to Great

  • “we are all young leaders”
  • “questions are better than answers”
  • (1) What cause do you serve with level 5 ambition?
    • “if you have a charismatic cause you do not need to be a charismatic leader”
    • Level 5 leaders have a unique combination of personal humility with an abominable will
    • leading with service and ambition
    • level 5 leaders inspire people to follow the cause
    • “Commitment to service is not a sector choice. It is a life choice”
  • (2) Will you settle for being a good leader or will you be a great leader?
    • “We are going to need great leadership through all sectors” since all sectors are networked
    • 3 key areas:
      • Know what must be done (and be right most of the time).
      • It’s about getting people to want to do what needs to be done.
      • It is not a science. It is an art.
    • Most great leaders started as good leaders and grew
    • “Will you scale your leadership with the organization?”
    • (3) How can you reframe failure as Growth in pursuit of a BHAG (Big Hairy Audacious Goal)?
      • a BHAG is something that you are not sure you can actually accomplish
      • “I am not a failure. I am growing.”
      • Growth is the other side of the coin from Success.
    • (4) How can you succeed by helping others succeed?
      • “we succeed at our very best only when we help others succeed”
      • “let me help you”
      • This creates an incredible idea of “You are never alone”
      • Triangle (service, success, growth)
        • build a culture that you are willing to sacrifice for with BHAGs and communal success in order to have the idea that we only succeed by helping each other
    • (5) Have you found your hedgehog – your personal hedgehog?
      • living in the intersection of passion, what I am made for, and economic engine to make a living and work toward my BHAGS
      • “True creators stay in the game”
      • “If you see life as a series of hands, and play every hand to the best of your ability it leads to a powerful effect.”
      • “You have to be in your hedgehog”
      • “Real creative impact accelerates, if you choose, after 50”
    • (6) Will you build your unit – your minibus – into a pocket of greatness?
      • “Focus on your unit. Not your career.”
      • “Be a first who leader. Not a first what leader.”
      • “Be rigorous, not ruthless, of your hiring decisions.”
      • “Life is people.”
      • The greatest leaders know how to make a distinctive impact on people
    • (7) How will you change the lives of others?
      • “Life is people.”