This was done from my iPhone so formatting is a little weird. Listen to the podcast here. (iTunes Store Link)
I encourage you to listen to the whole podcast but below are the notes I took if you don’t have time to listen to all of it.
Systems:
1 – have a system that allows you to hire the right person.
•have a well thought specific job description
•multiple interviews – 5 for regular jobs -10 for executive – cross department interviews.
•Test candidates – Taylor-Johnson test and right-path test – even though u may like the person this brings objectivity
2 – don’t give someone a seat at the table based on position.
•don’t try to remove people, instead add smart people.
3 – make complex with small teams – u can’t explain complicated information to large groups of people.
•Grew up with deacon meetings that 50-70 deacons. They weren’t meetings they were monologues! AMEN!
•how do u communicate that where they feel like they have ownership?
-decisions need to be made on the lowest level. WOW! He said the worst thing that could happen is to walk into someone’s office and say – there has been a meeting, you weren’t invited, we talked about you, we have made a change and it will affect you and your ministry permenantly. I’ve seen that a lot.
- is there anyway to involve the people that are going to be impacted? At least then when a decision is made the people impacted feel like they have had a choice and have had their opinions heard and have been represented fairly.
4 – Create an environment that encourages discussion and openess. Anyone can talk to anyone at anytime. Make sure that the lines of authority are open and decisions are made in those lines. However conversation is a totally different thing and that should be able to happen with anyone.
5 – Key Takeaway? – Systems create behaviours. Ask this question all the time. What are the behaviours I want to reinforce and which ones would I like to see go away? What systems are in place reinforcing either of those behaviours?
Ragdoll Volleyball game
