Tag: leadership

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7 Learnings From 7 Decades

It is true.  My birth certificate, passport and driver’s license all agree.  I’ve lived 7 decades.  Most of the time, I don’t feel like what I imagined 70 to feel like when I was in my 50’s.  But, it is true. I’m there.  I could write 70 things I’ve learned in 70 years.  But you wouldn’t read them.  So, maybe you will read just these seven.

Live Authentically – The easiest thing to be in the world is yourself.  The hardest thing to be is what others want you to be or to try to mimic someone else. Your fingerprints are uniquely different from the other 8 billion people on this earth. Just be yourself.  Be in tune with your values and passions.  Learn what fulfills you.  Prioritize what brings you peace.  Self-awareness is one of the keys to living authentically.  

Live with Intentionality – Purposeless living is meaningless living.  I’ve spent at least the last 50 years being very intentional about my relationship to my wife, Linda.  Linda and I were intentional with parenting our three children.  We were purposeful about starting a church that had a clear mission and focus.  We’ve been deliberate about our health.  I’ve been specific as to how I would grow my photography skills.  I’ve embraced aging and planning for the legacy that I want to leave behind.  And by the way, intentionality should never be confused with intentions.  As Henry Ford said, “You can’t build a reputation on what you are going to do.”   

Listening is a Key to Success – There are many aspects and measurements for success.  I could list a dozen  reasons that success follows some and not others.  But the top one is listening.  David Augsburger, my wife’s late uncle, wrote it this way: “Being heard is so close to being loved that, for the average person, they are almost indistinguishable.”  Leaders, parents, marriage partners, politicians and friends are successful when they learn how to carefully listen.  Listening to those different than you in age, views, values and beliefs. Listening matters. It really matters.

Love Unconditionally – This is how I’m loved by God. It is a life-long process of learning to accept and give that kind of love.  Love without strings attached is special.  Not based on what someone does for you in return, this love is selfless.  It’s the key to good mental, emotional and spiritual health.  Receiving and giving unconditional love provides a sense of security in both childhood and adulthood.  No human relationship is perfect.  So, accepting and giving unconditional love involves acceptance and forgiveness.  I’ve discovered that only God can ultimately give us the strength and inner resources to love this way.

Letting Go Can Be Better Than Hanging On – This can be counter intuitive.  We naturally want to hang on to the familiar and comfortable.  It takes courage and self-awareness that something is not serving us anymore.  For me, it started with a decision to either stay at home in Oregon and go to a local college or move across the country and attend college and graduate school in Virginia.  While pastoring my first church in upstate New York, there were decisions to be made.  Do I persevere beyond the seven years of a difficult and toxic environment or let go of the familiar to move 1,300 miles away to an unfamiliar setting to live out a life-long dream of starting a new church with no guarantee of success?  Again, after more than two decades of unprecedented growth and success, should I let go of my lead role in the organization I started to let an untested younger leader lead?  No matter if it is parenting children into adulthood, leaving the younger years behind to embrace the unknown of middle or mature years, letting go has ultimately proven to be better than hanging on.  There is power in letting go.

Learn How to Grow Your Fruit On the Trees of Others – This is one of my greatest joys at this stage of my journey.  Tasting the fruit growing on the trees of my successors and younger leaders is the best.  Recently, I was so awed to witness 20 of our top city leaders (city manager, fire chief, police chief, finance director, etc.) all listening to my successor teach on servant leadership at our monthly business leaders’ luncheon. For nearly three decades, I have planted seeds, watered them and tended to relationships with many of those leaders and their predecessors. Yet it was the growing connection of my successor with the current city manager that led him to bring his entire team to grow their leadership skills at our church.  To know that I planted seeds that have grown into productive fruit-bearing nourishment for our top city leaders and thousands of others every weekend is so much better than the limits of keeping it all for myself and doing it all myself.

Live With the End in Mind – Not just now at age 70, but for several decades, I’ve been asking this question of myself and many others at funerals I lead, “What do you want to be remembered for as a spouse, parent, grandparent, neighbor, leader?”  You can’t go back and change the beginning, but you could make decisions today that may very well change the ending.  If you only live in your default mode, you may not be remembered for what you wish. Forward-thinking legacy-leaving individuals and leaders plan for both their future and the future of things and people they value.  As a labor/delivery nurse for 33 years, my wife Linda always encouraged her new parents upon discharge from the birth center to remember “the future is in your hands.”  What outcomes do I want for this child, this family, this job, this role?  Habit 2 of Covey’s “Seven Habits of Highly Effective People” is to begin with the end in mind.  This learning is pivotal for your physical, mental, emotional, relational and spiritual health.  It may sound obvious, but if you don’t have an end goal in mind, how on earth are you going to get there?

These seven learnings above, have brought me to a place of great contentment, inner peace, and satisfaction at this point of my journey.  Whether I have two years or two decades left in my journey, I’m filled with confidence that I’ve lived out God’s purpose for me well, I’ve left a significant contribution to those around me, and I have no regrets. So, on to the next decade of purposeful living!

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10 Things I’ve Learned About Succession

It has been 10 year since I made one of my best-ever leadership choices. In 2009, I implemented a succession plan for the organization I founded in 1986. It’s a plan that was 5 years in the making.  Very close to committing myself to follow Jesus, marrying my wife and starting Cape Christian, this decision has been in my top 5 all-time best.  Earlier this year, I wrote an extended version of these reflections on the last decade (if you remember them, skip to number 6)

1. Intentional Legacy-Leaving is Rewarding – Tom Mullins, author of Passing the Leadership Baton wrote, “A transition will be one of the greatest tests of your leadership, but it will also serve as one of the greatest rewards and testimonies of your legacy.”  Real. Truth 

2. Level-Five Leadership is the Pinnacle – Jim Collins, John Maxwell and others speak of the pyramid of leadership that peaks at level 5 where you serve others, empower those under you, give away leadership, hand credit to the team, take responsibility for failures and demonstrate deep humility.  I’ve diligently pursued the quest to climb to the top. Level 5 leadership is worth the climb.

3. Long-Term Success is Superior to Short-Term Wins – 20 years into starting and leading a church, I dreamed of building an organization that would outlive me.  I dreamed of a church that would go faster and farther after I was out of the driver’s seat than when I was in it. Now, 10 years and three successors beyond the plan implementation, I can actually attest to the fact that those first two decades of many small wins have been far surpassed by the long-term success of an organization that is now ready for the long-haul.  I am absolutely sure, if I died today, Cape Christian would continue to accelerate in its growth and impact for many more decades to come.  My dream is now reality.

4. The Mission is Bigger Than Me – I could have said and meant it early in my leadership journey.  But it’s different to finally and completely grasp it.  To start something and lead something that is much bigger than me, is incredible. There’s nothing more humbling and fulfilling.

5. My Fruit Tastes Better on the Trees of Others – I have always loved Bob Buford’s desire to have his “fruit to grow on other people’s trees.”  Seeing the results of leadership development and the establishment of a culture of an intentional mission and purpose doesn’t just look nice on the trees of others, it even tastes better.  I especially love the fruit of what I’ve planted when I see it coming off the trees of my successors and bringing nourishment and joy to thousands.  That is even more satisfying than when they used to feast on what I produced. 

And now, a few more months of reflections have added a second five to those first five:

6. Succession is Rare—I knew it but didn’t know it.  I had trouble finding good models before I developed a succession plan. But I thought I just wasn’t discovering them.  10 years later, I’m amazed at how many people have never ever heard of anyone doing what we’ve done, especially in a church setting.  When they hear the Cape Christian succession story, they often tell me they have never met anyone who has successfully done what we’ve done.

7. Succession is Misunderstood —The repeated assumption is that I retired early at 55 and turned over the organization to another leader. Peers, friends, acquaintances and even extended family have asked me, “How is retirement going?”  So many have difficulty grasping that I stayed on the team, but I no longer lead the team.  Or to put it in Jim Collins language, “I stayed on the bus, but I’m no longer in the driver’s seat.” Because it is so rare, I’m guessing people don’t have a slot in their brain to put a strategically developed and implemented leadership succession plan.  To me, that needs to change.

8. Succession is Challenging – If it was easy, more people would do it.  There’s no comfort in growth and no growth in comfort.  There are many challenges: ego, finances, clearly defined roles, comparison, potential conflicts, triangulation and more.  I say, “Pull up your big-boy pants and face the challenges.” Every persevering, maturing, and healthy leader should be able to navigate the tests that come.

9. Succession-Planning Takes Time – Many overwhelmed leaders think they can’t add one more thing to their schedule. It does take time.  It took me five years to put a plan in place.  Lots of reading, conversations, prayer, intensive internal reflection, and consultation with others was important.  Many leaders I know just won’t make it a priority of time and energy.  But as always, the best things in life take intentionality and effort. You can’t coast and climb to the top of the mountain.

10. Succession Takes the Wisdom of Others – Our succession plan at Cape Christian wouldn’t be the success story that it is without a lot of help from a lot of people.  Lloyd Reeb of Half-time coached, encouraged and inspired me.  My friend, Greg Kappas, listened to me and my successee as we processed the possibilities.  His feedback and connection to one leader in California who had done it was helpful.  My “Monday Morning” local pastor’s group that I’ve done life with for over 23 years gave invaluable wisdom.  Our church board engaged in the process with their counsel, adjusting our bylaws and risked the future of the church by moving into uncharted territory.  I learned from the leaders and books mentioned earlier in this blog.  My wife, Linda, gave incredible support during the planning and over the years since.  Don’t try it alone.  Outside perspectives are priceless.  

I believe this.  Forward-thinking leaders plan for both their future and for the future of the business, non-profit or church they lead.  

NOTE: If you need any assistance in planning, let me know and I’ll do my best to point you in the right direction!  My email address is Dennis@SuccessfulSuccessions.comif you want to reach out.
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Are You Cutting the Tall Poppies?

NOTE: An earlier version of this blog was posted on my www.DennisGingerich.com blog on July 5, 2019.

A while back, I read about a phenomenon called the “tall poppy syndrome.” Evidently, it used to be a common Australian farming practice to cut off any poppy that grows above the rest. Regrettably, this practice is not limited to just poppy farms. It’s a common practice most everywhere.  I’ve seen it in workplaces, politics, families, communities and churches.  

It seems to me, our shifting cultural climate toward boldly posting our unabashed opinions and rants on about any topic, has increased this phenomenon. I see a growing trend to attack, criticize, and resent anyone who has talent or achievements that sets them apart from others. This tendency extends to those who resent the efforts of leaders who challenge the status quo. Opponents of change initiatives often attempt to marginalize leaders by attacking their character and questioning their motives. If the messenger is flawed, then the message and vision they offer cannot be trusted. As disappointing as it is, these challenges come with the territory of leadership.

To be totally fair, this isn’t a brand new practice.  Apostle Paul of the first century was very familiar with this kind of character assault. He frequently encountered mean-spirited opposition from those who questioned his motive and his methods. We get a sense of the content and the intensity of these attacks from his response to those accusations in a letter he wrote to the Jesus-followers in the Greek city of Thessaloniki:  “For our exhortation does not come from error or impurity or by way of deceit; but just as we have been approved by God to be entrusted with the gospel, so we speak, not as pleasing men, but God who examines our hearts.  For we never came with flattering speech, as you know, nor with a pretext for greed–God is witness–nor did we seek glory from men, either from you or from others, even though as apostles of Christ we might have asserted our authority.”(1 Thessalonians 2:3-6).

The list of culpabilites against Paul was quite extensive and severe: error, sexual impurity, deceit, flattery, and greed. I don’t have space here to go into these allegations and how the Apostle responded to each one.  But a careful study of the scriptural text reveals that Paul persevered amidst these attacks and demonstrated the purity of the motives that guided his leadership.

Let’s bring it home.  Have you ever been “the tall poppy” at school, on a team, in the community, in your family, or at work? Did others try to “cut you down” because of your talent, idea, vision or position?  How did you respond? I wrote about one of my “tall poppy” experiences in another blog post. It was very uncomfortable.  It still makes me think twice before taking risks because I wonder how I’ll be perceived by my peers and colleagues.  At the very least, I’m still sometimes hesitant to share with others any of my bold ideas or plans.  How about you?  How have you responded?  How have those experiences tempered your audacious decisions and actions?

And finally, be brutally honest.  Have you ever been so filled with jealousy that you tried to cut the tallest poppy in your field? Maybe you pointed out that person’s flaws and failings to others.  Maybe you derided their idea or decision as ill-advised or just plain ridiculous.  Maybe you dug your heels in and refused to join the vision.  I’ve been there and done that.  I’ve learned you don’t make the world brighter by blowing out someone else’s candle.  And, I am also learning that the more I grow in my emotional and spiritual health, the easier I can celebrate the successes of others. 

A pivotal part of my leadership journey toward leaving a lasting legacy was to develop and implement a succession plan in the organization I founded. (That’s what this entire website is about: successful successions in business, non-profits and churches). I can now look back and see that the five years during the planning process and the ten years since the implementation of that succession plan has been a testing-ground experience for me to make significant progress in weeding out the tall-poppy syndrome from my first and foremost reaction reservoir.  

These days, I’m much more grateful for the beauty of tall poppies.  It adds such dimension and splendor to the field. 

QUESTION:  As you consider either your response to being the target of others attacks or your own resentment of others achievements, what is God nudging you about in your attitudes and motives? What adjustments is He prompting you to make?

If you are okay with it, you are welcome to share more in the comment section below.
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5 Things I’ve Learned Through Implementing a Succession Plan


15 years ago, I made a decision to develop a leadership succession plan for the organization I founded. Very close to committing myself to follow Jesus, marrying my wife and starting Cape Christian, this decision to is one of my very best!  This month, it has been 10 years since I implemented that succession plan.  Here are some reflections on the last decade.

  • Intentional Legacy-Leaving is Rewarding– Tom Mullins, author of Passing the Leadership Baton wrote, “A transition will be one of the greatest tests of your leadership, but it will also serve as one of the greatest rewards and testimonies of your legacy.” That is truth.  Real. Truth.  There have been a few tests along the path.  But so many more rewards than tests.
  • Level-Five Leadership is the Pinnacle– Jim Collins, John Maxwell and others speak and write about the pyramid of leadership that peaks at level 5 where you serve others, empower those under you, give away leadership, hand credit to the team, take responsibility for failures and demonstrate deep humility. I’ve diligently pursued the quest to climb to the top.  Planning and executing a succession plan has been so fulfilling and fruitful because the organization I founded has excelled in ways I had only dreamed of.  Level 5 leadership is worth chasing.
  • Long-Term Success is Superior to Short-Term Wins – Twenty years into starting and leading a church, I dreamed of building an organization that would outlive me.  I dreamed of a church that would go faster and farther after I was out of the driver’s seat than when I was in it. Now, ten years and three successors beyond the plan implementation, I can actually attest to the fact that those first two decades of many small wins have been far surpassed by the long-term success of an organization that is now ready for the long-haul.  I am absolutely sure, if I got hit by a truck tonight, Cape Christian would continue to accelerate in its growth and impact for many more decades to come.  My dream is now reality.
  • The Mission is Bigger Than Me– I could have said and meant it early in my leadership journey.  But it’s different to finally and completely grasp it.  To start something and lead something that is much bigger than me and won’t end with me brings such a sense of contentment and significance to me. There’s nothing more humbling and fulfilling.
  • My Fruit Tastes Better on the Trees of Others– I have always loved Bob Buford’s desire to have his “fruit to grow on other people’s trees.”  Seeing the results of leadership development and the establishment of a culture of an intentional mission and purpose doesn’t just look nice on the trees of others, it even tastes better.  I especially love the fruit of what I’ve planted when I see it coming off the trees of my successors and bringing nourishment and joy to thousands.  That is even more satisfying than when they used to feast on what I produced.   

Forward-thinking leaders plan for both their future and for the future of the business, non-profit or church they lead.  If you need any assistance in planning, let me know and I’ll try to help!

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The Mission is Bigger Than Me

 

The mission is bigger than me.  That’s the premise behind Level 5 Leadership.  That’s the whole reason for this blog.  The church I started, the business you lead, or the organization you founded has a purpose that is likely much larger than you. That’s a good thing. To lead or start something that shouldn’t end with you is noble, honorable and magnanimous!  That’s how legacies are generated.

Unfortunately, I meet far too many leaders that fail to spend much time thinking beyond their immediate mission and call.  If challenged, they will usually tell you it matters.  They admit they are concerned about what may happen to the organization after they retire or die.  But, life moves at a face pace and there are too many daily operational concerns to slow down long enough to develop a plan—a succession plan.

I made an intentional decision when I was approaching age 50.  What started with me wouldn’t end with me. The mission that God put me on in my early 30’s should not end with me in my 60’s or 70’s. The mission is much bigger than me. That thought was both exhilarating and sobering.  All at the same time.

If you are leading a business, a non-profit, a church, a ministry, are you being intentional? Have you developed a succession plan for your organization?  I recognize that not every organization is set up in a way that the leader can make such a decision.  But are you initiating any conversations? Discussions? Proposals? Plans?  Have you cast a vision for an intentional and wisely planned succession?  All point persons will come to the end of their leadership run at some time or another. All leaders run out of time.

I fully agree with the words of J. Lee Whittington:  “Being a legacy leader is not about me; but, it starts with me.”

 

QUESTION: What one phrase in this short read impacted you the most?  Why?  (We would love to hear your comment below)

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Top Level Leadership

 

It didn’t matter who, what, when or where.  A Sunday afternoon Monopoly game with my brother and cousin.  A six-man flag football game at my three-room country school. The 50-yard dash in the state-wide Junior Olympics.  High-school basketball. Hiking to the top of an Oregon butte, a sand dune or a Pacific Ocean overlook. I love to get to the top of the mountain for the first view. I grew up with a love to win.  Continue reading “Top Level Leadership”

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Level 5 Leadership

 

Over three decades ago, I heard one of my earliest leadership mentors, Dr. John Maxwell, speak about the five levels of leadership. He described them this way:

1) POSITION (Rights) People follow you because they have to.

2) PERMISSION (Relationships) People follow you because they want to.

3) PRODUCTION (Results) People follow because of what you have done for the organization.

4) PEOPLE DEVELOPMENT (Reproduction) People follow because of what you have done for them.

5) PINNACLE (Respect) People follow because of who you are and what you represent.

As a young 30-something church planter, I set my sights on Level 5. Continue reading “Level 5 Leadership”