Tag Archives: leadership

#Leading a Thriving #Organization


tree

Organizational executives, managers and leaders have good intentions to create thriving organizations that reflect their vision and mission for successful outcomes in the marketplace. Over the years, I have had the privilege to work for many organizations in various capacities; as an employee, a middle manager, a pastor, an executive, as a coach and marketing consultant. In other words, I have seen the internal dynamics of how organizations are managed and led; some thrive whiles others struggle to survive. To accomplish this monumental task of building a thriving organization it will take an organization to understand and embrace the four pillars of a thriving organization, which are simply strategy, synergy, structure and systems. Let’s start with the first critical layer of strategy.

1. Strategy

The original meaning of the world strategy reveals the “art of the General”, which implies the General’s broad grasp of the craft of warfare based upon years of acquired acumen and intuition from experiences on the battlefield. We can break down this art form into to three layers: hindsight, insight and foresight. Likewise, those in positions of mid to higher management in an organization have years of accumulated knowledge and wisdom derived through their education, exposure to people and events within an organization, and past experiences on the job. The accumulated wisdom of these employees is critical for tapping into new strategic methods for success.

Strategy is the sum of two parts: it’s your acumen and your approach. Strategy is melding what you already know and how you will go about executing what you know. Strategy, however, fails on many accounts. The most critical one is the lack of collaborative imagination that keeps many organizations operating in the dark at mediocre levels. King Solomon, the wisest man who ever lived, understood the power of collaborative imagination. His wisdom was and is today second to none; the biblical narrative notes a person like Solomon will never be matched again, so listen carefully! King Solomon provides our culture today with a great Tweet tucked away in Proverbs 24:6:

“Surely you need guidance to wage war, and victory is won through many advisers.”

Can you imagine tapping into the combined acumen, intuition and experience of many advisors? So why don’t you take an assessment of the creative members on your team and begin to tap into their combined wisdom for strategic advantages and advances in the marketplace. The wisdom is all around you… are you listening?

2. Synergy

One lazy afternoon, on my day off, I went to the afternoon matinee to see the movie Pitch Perfect. It simply amazed me on many levels! It wasn’t the humor, although I had a load of laughs. It wasn’t the brilliant singing that caught my attention although it was American Idol on Steroids. The main message for me was how a singing team formed and fermented into greatness. Let me see if I can sum up the important snippets of the movie that helped me see how teams form to create dynamic energy and synergy:

1. Pride was present at first since the old guard did not want to give up their place or stature on the team. So they resist anyone trying to introduce new ideas, which will improve the team’s performance.

2. Then there is friction between the old guard and the newcomers since the new ideas being offered are better than the old ones. It’s takes some time for the old guard to realize their methods have become obsolete.

3. Thirdly, the old guard finally accepts reality and realizes it needs to adapt and change. They are now willing to make some accommodations to make the team better.

4. And finally, the team comes together to implement the new ideas. There’s a dynamic shift in team culture and performance.

Synergy is hard to create but when it is present it is dynamic and energizing. When a team creates synergy it begins to release that corporate magic many organizations long for. How do we know when synergy is present? It is evident when optimum energy is released and dynamic synergy is increased.

3. Structure

Every organization is structured in a unique way. Some structures are more rigid than others, such as the military and Law Enforcement agencies, while other organizations tend to adopt a more fluid and flexible approach. “By structure, we mean the framework around which the group is organized, the underpinnings which keep the coalition functioning. It’s the operating manual that tells members how the organization is put together and how it works. More specifically, structure describes how members are accepted, how leadership is chosen, and how decisions are made.”[i]

The structure solely depends on what your organization wants to accomplish. For instance, let’s take two examples from nature to make my point. An eagle and a duck are structured quite differently from one another since they have different purposes to perform. One is meant to fly in high altitudes, and to dive at fast speeds to catch unsuspecting prey by surprise. Eagles like to be alone most of the time; they are the kings of the air. While a duck is given webbed feet to navigate through the water, and tightly knit feathers to keep them warm in cold climates. Ducks like to fly in teams, and work together to fly long distances.

Each bird has a particular function to play and purpose to fulfill. These distinguishing features provide you and I insight into the roles they perform in their respected environments.

Let’s take another example from nature. What about a tree? An Oak tree has a firm base extending to the general body. It is immovable and strong. Then as the branches move out they thin out and become more flexible, bending by the wind, even with the subtle breeze. Structures in organizations should have a stabilizing structure but should also allow flexibility is some areas of the organization to accommodate quick changes.

4. Systems

Systems are like highways that connect motorists to interchanges, intersections and bridges, which provide a proper flow of traffic so that people can get to places in an efficient manner within a specified time frame. Let me provide you a personal example:

I remember a time when our church fed thousands of inner city people on a Saturday afternoon. At the time, our church had an extraordinary cook on staff that was once Donald Trump’s private Chef (and you know Mr. Trump is a pretty picky guy). Anyway, when it came time to feed the multitudes, I just happened to walk into the kitchen area where I overheard the Chef say, “This is how we are going to take the food out to feed the folks.” To shorten my story, he had adopted a system with six steps before the people could even receive their food on the table. I thought to myself, “This process or system is going to take forever. We can do better?” So immediately, I took the Chef aside and advised him of a more efficient way. After I made it sound like it was his idea, he adopted the new system. The result of this simple change in the flow of food delivery was that everyone was happy, from the volunteers who had to serve the food, to the Chef himself, and the multitudes receiving our compassionate services for the day. All it took was a simple change to the “system”, which provided more efficient outcomes.

Systems should be made simple, but most people make them more complicated than they should be. The Chef in this situation had extraordinary skills but he lacked the basic skills of how to deliver his product efficiently.

What area above is the weakest in your organization? Which one is the strength of your organization?

[i] An Organizational Structure: An Overview. http://ctb.ku.edu/en/tablecontents/sub_section_main_1092.aspx, accessed on 4/7/2013.

Default Leadership: The Presumptuous Leader


 presumption

The “presumptuous leader” sounds like an oxymoron. Well, it actually is one! Leaders who are presumptions think of themselves a little higher than they actually are and think they know more than others. Allow me a short illustration:

I was recently promoted to a new position and took hold of my new branch which had a lot of potential for growth and profit. However, after a quick appraisal of the store’s metrics I soon discovered the store also had some areas that required immediate attention and improvement – most noticeably its leadership presence. This particular branch had been on the decline for some months with the present management who was feeling the pressure from top brass concerning some alarming numbers. During my first few days in the office, my objective was to get to know my team members by simply interacting with them and observing how they worked with each other, but most importantly how they perceived me as their new leader. On the onset I detected some resistance from the store manager, the second in command. At first he was a little distant, cold and “short” with me. One time, during a brief interview, he must have presumed we were done with the conversation, so he got up and walked away. I sat on my seat stunned thinking, “Does this guy have any social skills?” Over a period of two weeks, I knew I had a lot more to work on than getting the store to operate at peak performance. I needed to groom my store manager with the right leadership skills for personal, team and corporate success. Throughout my interactions with the store manager I soon found three default characteristics of a presumptuous leader:

1. Previous work experience does not add up to competent leadership

After spending some time with my store manager, I noticed how he would keep bringing up his previous employment experience, “In my previous job I supervised fifty employees.” And the time I asked him to do the schedule he made a point to say, “It’s easy, doing a schedule for four people is nothing compared to what I used to do.” My first thought, “Wow, I have a great leader working with me. We are going to turn this store around quicker than I first anticipated.” Soon enough, within a matter of days, I noticed the incompetence surface. He lacked the basic skills of supervision, delegating responsibility and holding his direct reports accountable for their work performance. My initial thought was, “Now, how did this guy get to a position where he supervised fifty people?” It just didn’t add up.

2. Layered expectations is a form of controlling others not leading them

There’s nothing more I dislike than someone saying, “They are not allowed to do that!”, or something similar, “The previous boss would only let me do that.” After a few comments like these I had to put a stop to that kind of managerial thinking. In a learning environment managers must relinquish some control and trust others to learn and do the job. After all, we must advance not only the agenda of the organization but also employees to their next level of operation. So I asked myself, “Where did he get this learning?” After some brief dialogue, it was the previous General Manager who would not allow certain people to do some basic things, such as count the cash drawer upon opening or closing the store. My style of training is a “cross-trainer” approach where everyone gets to participate and learn a new aspect of the operation. This happens gradually when someone is willing and ready to learn the next new thing. A working environment must be empowering not controlling others based upon one’s position or title.

3. Leading from behind is not authentic leadership

After a week or so I noticed the store manager was not leading his direct reports properly. So I asked him, “How do you lead your team?” He responded, “Oh, they already know what to do. I just let them do it.” I then asked, “How do you know they are accomplishing tasks on time and being effective in their jobs?” He just stared at me. His style of leadership was laissez-faire, from a French term meaning laid-back leadership. When I questioned his style of leadership he simply replied, “I’ve always done it that way.” Presumption – yes or no? As a leader, you have to engage your direct reports with vision and responsibility, and responsibility with accountability, and timed tasks that are measured by effective performance and results.

What did I learn in the first two weeks of this encounter? First, I learned that the more someone is “experienced” the harder they are to train, because “they just seem to know so much” more than you. Employees who brag about their previous work experience must embrace new learning experiences. Second, bringing correction to a leader who seems to “know it all” is difficult to do but it’s a must. A leader must have the courage to have transparent and regular discussions. What kind of discussions? The one’s where you tell your direct report to “push the refresh button” and to start all over by learning how to lead effectively.

Spring into Optimism


“Optimism is an attitude that shows up around springtime.” –Joel Garcia

The Spring season is my favorite time of year. Have you ever noticed how people’s attitudes change around springtime? It’s a time to enjoy better weather and sunshine, to get into that garden to plant your favorite plants or vegetables, to hike or work out in the open air. Most certainly, springtime has a way of changing people’s attitudes.

Top 25 #Leadership #Quotes for #2013 – Part I


I’m currently writing a book on Leadership… and these are some thoughts that have surfaced during the first part of 2013:

Joined in business

“Leaders develop foresight by fostering skills in perception and knowledge.” –Joel Garcia (Jan. 1st 2013)

“A leader is the first one to show up and the last one to leave; the one who inspires as well as perspires.” –Joel Garcia (Jan. 2nd 2013)

“Passion is possessing an extreme focus and dedication towards achieving a goal.” –Joel Garcia (Jan. 3rd 2013)

“A masterful leader exerts influence for the purpose of transformation through collaborative effort.” –Joel Garcia (Jan. 5th 2013)

“Eternity is just not a place reserved for us; it lives in our hearts and expresses itself through deeds done to others.” –Joel Garcia (Jan. 5th 2013)

“You were created as a mystery; an unfolding story revealed through time.” –Joel Garcia (Jan. 10th 2013)

“Vision is an invitation to live a stimulating life.” –Joel Garcia (Jan. 10th 2013)

“Passion is evident when optimum energy is released, and dynamic synergy is increased.” –Joel Garcia (Jan. 11th 2013)

“Leaders enlarge the Kingdom within to influence the world throughout.” –Joel Garcia (Jan. 12th 2013)

“The wise shut up long enough for all the stupid people to stop talking.” –Joel Garcia (Jan. 12th 2013)

“Leaders create unrestrained atmospheres where followers feel engaged to rise above their limitations.” –Joel Garcia (Jan. 26th 2013)

“Influence is a gift and a study; it is acquired through learning and nurtured by growing.” –Joel Garcia (Jan. 27th 2013)

“Leaders dwell in the realm called “above and beyond”, making the extraordinary look common.” –Joel Garcia (Jan. 27th 2013)

“Leadership is reflecting the values others want in themselves, then communicating a vision commensurate with those values.” –Joel Garcia (Jan. 29th 2013)

“The leader who offers help gives hope.” –Joel Garcia (Feb. 1st 2013)

“Significance means, ‘I matter, and have value.’ Purpose is when my journey matters and adds value to others.” –Joel Garcia (Feb. 6th 2013)

“A promise is an intangible, until you connect it to a source who can fulfill that promise.” –Joel Garcia (Feb. 8th 2013)

“The critical factor in personal development is not what a leader learns but what he or she unlearns in the process of learning.” –Joel Garcia (Feb. 10th 2013)

“Chaos is the absence of wisdom.” –Joel Garcia (Feb. 12th 2013)

“Influence is the transfer of trust, and with that trust comes power.” –Joel Garcia (Feb. 14th 2013)

“If it’s not yours in the first place, you’ve got nothing to lose.” –Joel Garcia (Feb. 17th 2013)

“Transition is the ability to perceive change coming, to pause and understand its significance and adapt to it.” –Joel Garcia (Feb. 22 2013)

“Leaders who walk in integrity live in controversy.” –Joel Garcia (Feb. 25th 2013)

“A leader’s quest is to turn challenges into solutions.” –Joel Garcia (March 16, 2013)

“Competent leaders create stable and secure working environments.” –Joel Garcia (March 16, 2013)

___________

Please feel free to copy and paste wherever you like… note, I’ve added the date only to remember the date I came up with these original quotes. I google all my quotes to ensure I am not infringing on anyone’s thoughts, ideas or quotes.

The Engaged Leader: A Surprise Visit by a Regional Vice President


Joined in business

Our morning at the office was akin to any normal day; staff members arrive, greet each other, clock in, make coffee, and do whatever it takes to get the operational apparatus moving for the day. After thirty minutes, we settled into our work stations and commenced small talk with each other before engaging in our daily routine. All the sudden, I see what seems to be the Regional Vice President entering the office at a fast pace. Somewhat startled, I exclaimed, “It’s the V.P.!” I was merely surprised the Regional Vice President was by himself, without the usual entourage of the Regional and District Managers with clipboards in hand ready to write down every detail of the meeting. Normally, these types of meetings from out of town brass tend to create a tense working environment, where our district leaders prepare store managers and staff days ahead of time. During these scheduled visits every office in the region walks on “pins and needles”, hoping team members will say the right things, present the goal board properly, and ensure the office is up to corporate standards; clean, neat and organized. Not this time. As the Regional V.P. walked in, we got up and greeted him one-by-one. We were so happy to see him without the usual hype. In other words, we did not have to conform to a false mold to make a good impression.

For reasons I will go into in a few moments, my colleagues and I were not intimidated at all by his presence. Our meeting with the Regional V.P. lasted about twelve minutes. After his departure, the office was energized by his presence. After things calmed down, I sat at my desk and wrote down a short list of what I saw and felt.

1.  An engaged leader is personable

The Regional V.P. was uniquely personable. As he entered the office he shook our hands, and called us each one of us by name. I couldn’t help but think, “This guy must do his homework before he visits a store. He knows each one of us well.” His demeanor was totally non-threatening and genuine, unlike the meetings of the past.

2. An engaged leader gives hope

As he continued his conversation with another employee and I, he said, “We are going to grow old together, right?” We said in unison, “Yes, we are!” Immediately, I understood the meaning of this phrase; it is one used by lovers that are committing to each other for long periods of time. I felt like he was putting us as ease by this comment. I felt secure and confident about the future. Leaders, like him, offer hope and build confidence for the future in a single and sincere sentence. Without hope you feel you don’t have a future.

3.  An engaged leader offers coaching

He soon asked, “How’s your store’s performance?” So we led him to the break room where our goal board was located with updated metrics showing our performance and profit for the month. After a brief overview by my colleague, he offered some tips of his own. His coaching was helpful and pleasantly acknowledged.

4.  An engaged leader knows your status

Just before his departure, he asked a few of us about our status for the next level of promotion. He went around the room asking and listening to everyone’s response. When he approached me, he asked, “Have you taken the test for General Manager yet? Surprised that he knew my status, I answered in the affirmative. What I couldn’t grasp was his knowledge of my promotion, which was already in the works. I thought, “He’s the Regional V.P. He’s got more things to worry about.”

5.  An engaged leader creates synergy

When he left the office, synergy was present. We were all thrilled about his visit. We couldn’t stop talking about what he said and was going to do for us. The atmosphere in our office was literally transformed by his presence and concern for our future. We then put our hands to work with more enthusiasm.

6.  An engaged leader follows-through

Some of us had some concerns about certain issues that were not being addressed in a timely manner; like our monthly bonus extensions, concerns, and promotions. Within a half-hour we were getting calls and emails from our District Managers noting, “We are taking care of that email you sent two weeks ago.” It was simply amazing. I have not seen such follow-through in such a short time frame.

What I was fortunate to witness was a leader who was engaged in what he did, and how he did it. The root meaning of the word engage is “to get the attention of” or “to employ” meaning “to bind oneself” with another as in a pledge. Our Regional V.P. certainly got my attention, and I am now interested in committing myself further under his employ. Leaders who do disengage, will, as leadership coach Joel Garcia once said, “Love gathers – inattention scatters.”

Ten Strategies for Empowering #Latino Youth


It’s time for Latino/Hispanics to set aside their “cultural lens” and see life through a different one. The one I am referring to is the “success lens”. I, for one, am personally exhausted hearing the same ‘ol lingo from family, friends and casual conversations at networking events, “That’s how Latinos do it!”, or “A si somos!”, meaning that there’s a settled way of doing things in our culture. This is cultural pride, and that’s the central core of this issue… cultural pride keeps our community stuck in a cycle of mediocrity. It’s time to put off the old, and put on new thinking.

So what do young Latinos need to know to succeed? I was contemplating this question for awhile on a Saturday afternoon as I watched a game of college football. The following strategic tools emerged before me to empower Latino youth:

1. Seek to be Spiritual
Spirituality should be your top priority since it’s key to awakening your inner person. Many Latinos are stuck in a lifeless religion; we must move away from that mold and seek the truth within. 

2. Learn to Master the English language
Learn to write effectively and communicate well. Don’t be shy to take classes that challenge your verbal development such as speech class, debate, and rhetoric. Speech class in college helped me overcome my fears in speaking in front of others. I’m so thankful for that class.

3. Find your Passion and Life Mission
You must ponder and answer these questions: Why am I here? What was I created to do? Develop a life mission statement, something that will guide you and direct your decision making. Here’s a glimpse at mine:

I was created to help others find their niche and passion in life; to develop them to display their fullest potential.

My life mission statement is simple yet tells people that I love personal development and helping others find their place in life. Second, your passion is what energizes you to do what you do best each day. When you’re passionate, it’s like there is no difference in days; a Monday is like a Friday because you love what you do. Combined, your “mission” and “passion” are powerful tools for personal engagement, and engaging others.

4. Discover and Cultivate Innate Gifts and Abilities
You must ask yourself: What are my personal strengths? The Gallup Organization conducted a 25 year study and discovered 34 innate strengths most common in people. The test will reveal your top 5 signature themes. You can take an Online test to discover and develop your personal gifts.

Go to this link: http://www.strengthsfinder.com/home.aspx . Yes, there is a small cost but its worth the investment.

5. Find Good Mentors
A mentor is a catalyst for change in a young person’s life. So find a mentor(s) who will help you think critically, and teach you “how” to think, not “what” to think and believe. Usually, youth pastors make good mentors.

6. Build Your Relational Network Early
A network can be your school, church and place of employment. Make friends horizontally (your peers and co-workers), and vertically (your teachers, coaches, employers, etc.) When you graduate from High School keep a list of teachers and administrators who made a difference in your life, and stay in touch with them. You’ll never know if you’ll need them in the future to provide you with a reference or open a door. Don’t forget to foster new relationships while managing old ones. Relationships are key to your success!

7. Develop Your Character
Character is developed over a lifetime of choices, so start early in life; speak well of others, learn to love others, and respect them even if you disagree with them. Ask others, like your mentors, to speak into your life, provide critical feedback for change and to periodically check your blind spots.

8. Learn and Practice Generosity
Learn to give your time, talent and personal treasures away to others. Freely you have received, freely give. A generous person never has to worry about the lack of supply. What you sow you shall reap. Generosity is basically living with an opened hand.

9. Never Stop Learning
Some people develop pride and think they “know it all”. Therefore, be a life time learner, read books, leadership journals, magazines, listen to audio tapes of great leaders. Don’t settle for mediocrity but strive for personal excellence. Learn from others, even if they are younger than you. Build a personal culture of a learner. 

10. Seek to be Affluent and Influential
When you seek to become affluent (possessing wealth) and influential (impacting others), you won’t have to count on government to take care of you, and you will be able teach others to be self-sufficient. Don’t allow others to make you think wealth is “wicked” or that the “wealthy” are greedy. Those who point to “greed” are full of envy themselves, don’t listen to them. Class warfare causes unnecessary divisions.

Wealth is a biblical concept. God meant for you to have money. Godly people like Abraham, King David, King Solomon and countless others were wealthy individuals. God meant for you to have wealth and be influential. However, don’t let the love of money control your life. You must control your desire for the love and pursuit of money since “the love of money of the root of evil.” But building personal wealth is critical to your viability. 

Can you add your wisdom to this list?

Learn – Live – Love – Lead


Early in 2011, I began contemplating upon our organization’s fundamental pillars… What would Latino Townhall become? What would be our defining pillars? Eventually, I would sum up the character of Latino Townhall by the following four words: Learn – Live – Love – Lead. Here’s why?

LEARN

We all need to learn, especially the emerging Latino community, since a growing number of immigrants come from other countries where education is limited, or inaccessible in many rural areas. The Latino community’s existence and perpetuity depends upon adopting a learning posture for life. According to statistics, Latinos who attend higher education to acquire a four-year degree actually graduate at a dismal ratio of less than 1 out of every 10 students. This is an embarrassing statistic; we can do better. Latino Townhall is a learning community using the varied tools education has to offer, such as mentoring, leadership development, and coaching to help our community prosper. It’s crucial to use these tools and others to support a community in need of development. Learning equates to prosperity; those who take time to learn are better off than those who cut their eduction short. Learning is one of the central features of our organization.

LIVE

Learning adds value to our lives, and to those we share life with. As a matter of fact, the quality of life stems from the acquisition of knowledge and the application of wisdom in everyday life. Actually, the ultimate goal of learning is the pursuit of truth. As a matter of fact the quality of your life depends on the truth you follow. Misguided multiculturalism, especially in our post-modern world, seek equality as a virtue but in reality, not all cultures are the same. There are those who are living life to the fullest, and those who do not. Life is all about choice based on truth.

LOVE

Latinos have a deep love for helping their own community. Latinos are civic minded; and care deeply about their follow man. They hate injustice since they’ve experienced or witnessed it in their own Latin American homeland. When they see an act of injustice in America they emerge with passion to right a wrong. Love is a major feature of the Christian-Judeo faith. Since Latino Townhall has a faith-based lean, love must be its central theme, which must be taught, cherished and practiced in daily life.

LEAD

In the present moment, and most certainly in the immediate future, Latinos have no other option but to lead. The 2010 Census revealed Latinos are the largest minority group in the nation boasting 50 million strong and growing. Their projected growth in the next ten to twenty years is even more staggering. With these explosive numbers, they have no other option but to lead a nation, or to siphon its resources by its dependence upon entitlements. Leadership is our mantle; it’s our destiny. Latinos are called to be leaders, not followers, contributors not takers, influencers not inferiors. Latino Townhall is dedicated to raising up a generation of Latino leaders by concentrating on the young and the immigrant alike.

NOTE: “Learn – Live – Love – Lead”, in this particular sequence, was claimed by Latino Townhall on Facebook on March 3rd 2011, and it was used previously on a Power Point presentation to 130 Latino youth February 2011.

The 5 Danger Signs of Compromise


“A mentor is a catalyst for change in a young person’s life.” -Joel Garcia

A person seeks out a mentor for many reasons. In my experience, the most common reason is a person desires change but can’t achieve it alone.  The role of a mentor is to be a catalyst for change in a person’s life. They must first understand the struggles and obstacles in a mentee’s life, which are usually associated with what I call the Danger Signs of Compromise. Therefore, most mentees’ under your care will be going through some “trouble spots” in his or her life.

Once you have acquired a mentee, how do you go about discerning these trouble spots? The following “five danger signs” are examples of my mentoring experiences where I learned these danger signs. A mentor must understand the five “signs” of compromise if the mentoring process is to have some measure of success. A mentor is like a seer who perceives the danger ahead through:

1. Conversation – The first danger sign is evident by listening to a person’s conversation.

People will disclose vital information about their life if you just let them talk. A mentor must listen carefully by picking up on subtleties critical to a mentee’s journey. For example, if a person is disgruntled about their marriage, and speaks openly about it often, then a potential door opens to flirtation, followed by an emotional affair, and eventually consummating an adulterous relationship is highly possible. Adultery doesn’t happen over night; it’s a subtle process. An experienced mentor can perceive the possibility of this taking place.

2. Drifting Eyes – The second method in reading the danger signs is by watching your mentee’s eyes.

The eyes are the window to a person’s soul. A mentor should be look into the eyes of their mentee during every conversation. You can read a lot by watching someone’s eyes. Wandering eyes are a clue to what is steering them inside. A person with loose or wandering eyes has a lust problem and lacks self-control. Eventually, this problem can lead to poor relational boundaries or moral failure; it happened to a friend of mine.

3. Body Language – The third method of detecting a problem is by watching body language.

I learned this method by watching how teenage couples touch each other in public. The more intimate the touch in public the greater the likelihood of having consummated sexual intimacy in private. If they are showing physical demonstrative signs in public, like petting in the lower parts of the body, then how are they acting in private? I have seen this on two separate occasions but I was too late to warn them. A few months after observing these young couples I discovered, in both cases, the young female was pregnant (A lesson I learned the hard way. I won’t make this mistake anymore). Observation requires a degree of discernment to read the non-verbal language of others, and take appropriate action.

4. The Absence of Passion – The fourth sign to watch for is the loss of passion.

Watch for people who can’t find their passion or have lost it. When I teach at our weekly men’s Bible study I am looking around to see who is present and who is missing. This is my duty as a pastor to watch and discern what men are going through. When men lose their passion for righteousness they are not too far off from being consumed by other things.

5. Withdrawing – The fifth danger sign is withdrawing from others.

When you withdraw from others you tend to be vulnerable because you are less accountable and open to attack. God created us to be part of a community and not to live in isolation from others. Proverbs 18:1 (NKJV) reveals:

A man who isolates himself seeks his own desire; He rages against all wise judgment.”

Those who withdraw from the safety of the group are really sending a message: they are withdrawing from key relationships, accountability, and wise counsel. Deep inside their soul they are devising their own agenda. Unfortunately, it leads them down the wrong path.

As a mentor you must have the courage to speak up when you perceive a potential problem. When you perceive a potential problem, communicate it in a fashion that others will pay attention. You may have to speak about it more than once. If your mentee does not heed your words, write them down and date your journal. If the problem surfaces down the road you will be able to show them that your input was overlooked. Maybe next time they will listen more closely.

Is there another “sign” that leads to compromise?

3 Vantage Points of Leadership


Leadership is a dynamic process requiring a leader to adjust his or her personal leadership style depending on the situation he or she encounters. For this reason a leader needs to learn “how” and “when” to lead from the three vantage points of leadership. For instance, most of the time leaders will lead their followers from the front by exerting their influence and authority. Then there are moments when a leader needs to be among his or her followers to take a pulse of their wellbeing, connect and build relationship. Other times a leader empowers followers through delegation and encouragement, this is leading from behind. A good leader knows when to adjust his or her leadership style to fit the moment. The three vantage points of leadership are:

1. Leading from the “front”

How does one lead from the front? Frontal leadership requires one to lead with character and competence, then communicating an inspiring vision that instills purpose, which motivates followers. A leader in this phase is decisive, and displays courage. Leading from the front is not always easy; many times people will not agree with your decisions. A leader takes risks no one else is willing to take and takes responsibility for his or her actions.

2. Leading from “among” your people

Leading from among your people requires a leader to be highly interactive, engaging followers with questions, being personal by caring for their needs, showing genuine compassion, and at times following up to ensure team members needs are met. Leaders take on a “shepherding” role during this phase of leadership. Great leaders purposefully set out to know their team’s strengths and weaknesses then train each one accordingly. A leader is highly interactive at this point and makes purposeful connections, while building influence and loyalty.

3. Leading from “behind”

Leading from behind does not mean that one abdicates their leadership role, authority or becomes a passive leader. Rather a leader from this vantage point empowers through delegation, encouragement, and following up by providing honest feedback that redirects followers in a positive way. Leaders who lead from this vantage point empower by providing what their team members need to do an effective job.

How do you lead others? Have you led from anyone of these three vantage points before? Reflect on them. Which vantage point do you feel more comfortable leading from? List your strongest suit? Weakest? How can you improve as a leader?

Latinos Lack National Leadership Voice


On Monday, November 15th 2010, the Pew Hispanic Center released a new report dubbed National Latino Leader? The Job is Open. This essence of this report reveals there is no consensus over a prominent leadership voice representing the Latino community in America today. According to the study, “Latinos were asked in an open-ended question to name the person they consider ‘the most important Latino leader in the country today,’ nearly two-thirds (64%) of Latino respondents said they did not know. An additional 10% said ‘no one.’” These percentages reveal that 74% of the Latino population is unsure or at least unaware of a national Latino/na leader. The results of those who did provide answers were dismal at best, noting:

– 7% support for Sonia Sotomayor, U.S. Supreme Court Justice
– 5% thought of Luis Guiterrez, U.S. Representative from Illinois
– 3% mentioned Los Angeles Mayor, Antonio Villaraigosa
 – And, 2% voted for news anchor Jorge Ramos of Noticiero Univision

These Latinos have liberal tendencies and occupy “institutional” and “local” offices, which would not appeal to a nationally diverse Latino population. With this said, a few questions must be asked:

It is time for the Latino community to have a national voice speaking for them, much like the African American community has Rev. Al Sharpton, Rev. Jesse Jackson, and leaders of the National Associations of  the Advancement of Colored People (NAACP).
The recent mid-term elections propelled three potential Latino voices onto the national scene: Senator-elect Marco Rubio Florida; Susan Martinez, Governor from the State of New Mexico; and Brian Sandoval, Governor-elect from the state of Nevada. 

– Marco Rubio is the son of Cuban immigrants and a proven conservative. A question arises whether Mexicans, who make up the majority of Latinos in the United States, can depend upon Rubio to represent their needs in Congress, especially in the area of immigration reform?
– Susan Martinez, a conservative as well, and a native born citizen from El Paso, Texas. Could Martinez, as a native born citizen of the United States, appeal to the large Mexican population living in the Southwest region to galvanize a respectable national following with strong feelings against amnesty?
– Brian Sandoval, a native born citizen of Northern California, is perhaps too distant from the current diverse makeup of the Latino population, which tends to be more bi-cultural in nature, speaking Spanish as their first language.

These voices will take some time to hold sway among a growing and diverse Latino population.

One individual not mentioned in Pew’s study is Rev. Sammy Rodriquez who presides over the National Hispanic Christian Leadership Conference (NHCLC), the largest Hispanic evangelical group in the nation, representing over 40,000 churches and religious entities with representing a population of 19 million adherents. Rev. Rodriquez was recently featured on the cover of October’s edition of Charisma magazine, an evangelical periodical. In my opinion Rev. Rodriquez has more potential than anyone mentioned in Pew’s report, even of  the three newly elected Latinos, to have a national voice. He has met with members of both parties in Congress and participates in White House briefings on social justice, Latino and values issues. As a matter of fact Rev. Rodriquez has been a regular voice on CNN, Fox News and other national media outlets advocating for immigration reform; defending over 12 million undocumented Latinos. As a national voice for immigration reform, he has the best possibility of becoming our nation’s leadership voice for the Hispanic community. Perhaps, Rev. Rodriquez is the best kept secret in the Latino community.

Who do you see as the national voice for the Latino community? And why do they deserve your respect?