1. Life without limits begins with a relationship with the God who has no lack and no limits. He is the only one who can give us a vision without limits.
We must make decisions based on long term impact not short term gain.
"God has put eternity in our hearts" (Eccl 3:11). We as Christians must live our life for that which is Eternal not for that which is temporal.
Toyota has a 500 year business plan that goes through to the year 2,500. As a result of this Toyota creates long term partnerships with employees, suppliers and leaders.
We must become partners with the Lord Jesus Christ and one another for a corporate destiny that goes beyond the limitations of time and resources in this world. Our aim must be to win souls and make disciples that will work together for the expansion of God’s kingdom (Acts 26:16-19).
"She did not consider her future. Her fall was astounding" (Lamentations 1:9 NIV).
2. As Senior Leaders we need to help co-create our emerging leaders futures.
Senior Leaders need to be aware of the emerging leader’s real talents and hunger for growth and opportunities to serve.
Failing to take advantage of the emerging leaders deepest desire for growth and purpose is like leaving money on the table.
It’s not that hard to take someone from, “I’m ready to leave. I’m bored. I’m not so sure I want to be here anymore.” To some one who is fully engaged and working to build a bigger future, both for the company and for his or her career. When developmental opportunities are matched up with what the emerging leader wants to create, then you have an unstoppable force instead of a bored employee with one eye on the ads.
What makes the difference? Many times all it takes is just a simple conversation about the emerging leader’s future. No hope for the future no power in the present.
3. The gift of opportunity is the greatest gift we can give emerging leaders. I don’t promise anybody anything except opportunity. Many of our pastors would say God loves you and Pastor George has a good plan for your life. I laughed when I first heard it, but then I thought about it and said to myself, you know that is true. I’m interested in them enough to think about them and their future and see how I can help them to fulfill it.
We as senior leaders must help emerging leaders create a smart plan, one that is Specific-Measurable-Achievable-Realistic and Timely. The finishing edge course with sponsorships for those who qualify is one of the avenues we use to discover how developed and ready a person is for the position they are seeking after.
We don’t want any money left on the table-money is of no use if it’s left on the table.
Disney World spends incredible amounts of money, time and other resources in training people. One question asked was: “what happens if you train people, and they leave” Disney’s response: “What happens if we don’t train them and they stay?”
4. Reward initiative rather than punishing mistakes.
Google encourages their employees to spend up to 20% of their working day on projects they initiate, because they say you never know where the next big idea will come from. We need to create an atmosphere of encouragement where people are not afraid to try new things and fail, knowing they will not be cast away. Most of the best ideas come from a team environment-It’s called Creative Collaboration!
Yours for the developing of an army of great leaders building strong teams of emerging leaders.
Dr. George Hill
Victory Churches International