Posts Tagged ‘dave anderson author’

Day 119-121 How to Lead by THE BOOK: Fight Against the Cultural Current!

Sunday, November 7th, 2010

The preface of How to Lead by THE BOOK will be the most compelling front matter I’ve ever included in a book. It will clearly explain why it is so important to return to Biblical principles in all aspects of one’s life. To make this point, I will open the preface with eight evidences of a trending cultural decline–along with their accompanying consequences–designed to create an urgency to reposition our lives and organizations on a firmer Biblical foundation. Here’s an excerpt. It’s point six of the eight:

6. To exacerbate the moral confusion, high profile God mockers and false teachers run rampant among the ranks of bestselling authors, acclaimed comics, entertainment celebrities, church leaders, and business tycoons. For instance:

*A high profile media mogul claims that Christianity is a “religion for losers,” and labeled his employees as “Jesus freaks” for observing Ash Wednesday.

*A pastor disgraces Christianity by leading purveyors of hate in nationwide protests brandishing signs declaring: “God hates homosexuals” and “Thank God for dead soldiers.”

*A mega bestselling book succeeds at duping millions—including Christians—into thinking that the Law of Attraction can deliver to them what God can’t or won’t.

*A well respected talk show host conducted a  year-long “course in miracles” that promoted the opposite of what the Bible calls truth, leading millions astray and into potential destruction with blasphemies like: “there is no sin”, “my salvation comes from me,” and that “a slain Christ has no meaning.”

This pervasiveness of nefarious New Age nonsense has swayed throngs to embrace hellish notions in order to attain success and personal fulfillment. The Apostle Paul’s 2,000 year old warning seems designed acutely for our age:

Now the Spirit expressly says that in latter times some will depart from the faith, giving heed to deceiving spirits and doctrines of demons…1 Timothy 4:1.

There will be seven additional disconcerting trends listed in the preface designed to urge leaders to get serious about bucking downward spiraling  cultural current and more wholeheartedly embrace leading themselves, their families, and their organizations by THE BOOK.

Day 117-118 How to Lead by THE BOOK: Six Benefits of Right Values!

Thursday, November 4th, 2010

I’ve just completed my chapter on core values for How to Lead by THE BOOK. As with all the chapters, I’ll start off by describing “Man’s wisdom and way” and then getting into “The BOOK’s wisdom and way.” In this excerpt I’m including six benefits to affirm the importance of having meaningful, visible, core values as a cornerstone of your culture:

Man’s wisdom & way

Core values are little more than a load of Pollyanna happy hot tub talk. Consultants promote their creation so you hire them to help you with them! In challenging times we need to stay focused, and the last thing we need is another exercise in academic nonsense. Business schools dream up this core value stuff to make our lives more complicated. In the real world, we need to focus on production. We can’t afford to become distracted from our pursuit of hard numbers by a bunch of touchy feely nonsense like core values. Creating core values ranks right up there with trivial pursuits like meaningless mission and vision statements. While we’re at it, how about gathering together every morning in the lobby to join hands, and sing Kumbaya?”

The paragraph you’ve just read is a near-verbatim statement I personally made in my first management job. This was long ago when I was under the illusion that my new title attested that I was a leader, and that my promotion had miraculously made me smarter. I know that I am not yet what I should be, but I thank God that I’m not what I used to be!

The BOOK’s wisdom and way

The Bible abounds with examples of God creating and communicating the non-negotiable behaviors that He expected His people to live by. The Ten Commandments and Christ’s Sermon on the Mount are prime examples. Creating, living, and holding others accountable for core values are essential leadership responsibilities. Core values serve multiple purposes;

1. Core values create the DNA of your organization. They differentiate you from competitors.

2. Core values make it easier for employees to know what to do in situations where they cannot check with authorities or ask for permission.

3. Core values provide a filter to help you hire the right people.

4. Core values provide a filter to help you fire the wrong people.

5. Core values help create a culture that supports your vision.

6. Core values provide a benchmark for behavioral accountability.

Day 115-116 How to Lead by THE BOOK: Don’t Cheat Your Champions!

Tuesday, November 2nd, 2010

More great news yesterday! Fifteen months after its publication, How to Run Your Business by THE BOOK is still making best-seller lists. It placed #20 in the Hudson Bookstore/Newsstand Airport Bestseller List in locations nationwide!

Setting behavioral standards, and then holding people accountable for those standards, is a key leadership responsibility. When standards aren’t set, employees can behave recklessly and then claim they “didn’t know that’s what you expected.” Here’s an excerpt from the chapter on values from How to Lead by THE BOOK:

The BOOK’s wisdom and way

The Bible abounds with examples of God creating and communicating the non-negotiable behaviors that He expected His people to live by. The Ten Commandments and Christ’s Sermon on the Mount are prime examples. Creating, living, and holding others accountable for core values are essential leadership responsibilities. Core values serve multiple purposes;

1. Core values create the DNA of your organization. They differentiate you from competitors.

2. Core values make it easier for employees to know what to do in situations where they cannot check with authorities or ask for permission.

3. Core values provide a filter to help you hire and promote the right people.

4. Core values provide a filter to help you fire the wrong people.

5. Core values help create a culture that supports your vision.

6. Core values provide a benchmark for behavioral accountability.

Years ago, the team member that violated values and possessed a dearth of character was the pariah. A sad indictment of our times often proves opposite. The contemporary outcast is the soul refusing to cede his principles, who forgoes what is easy or popular for what is right. In some circles, these principled Daniels and Ruth’s are rewarded with mockery, ostracizing, and vindictiveness. By failing to create and enforce core values that champion these heroes and weed out offenders, you aid the offenders and cheat your champions

Day 112-114: How to Lead by THE BOOK: The Importance of Confrontation!

Sunday, October 31st, 2010

During my early morning walks around the neighborhood this week, I couldn’t help but notice that each year the Halloween decorations the neighbors put out become just a bit more horrific: headless corpses, witches in trees, characters in “Scream” masks stabbing one another. All of this is accepted as “harmless fun.” However, place a nativity scene in your yard during the Christmas season and you’re ostracized as a “freak”! This is quite an interesting age we live in, isn’t it?

I worked on How to Lead by THE BOOK for six hours yesterday–very productive hours, interrupted only by an occasional bite to eat and a workout. I’m including an excerpt in today’s post about the importance of forcefully confronting followers for values violations; especially the leaders. So many top leaders and business owners falter here. They fear upsetting a highly placed individual within their company over values violations, choosing to allow the violators to devour their culture instead. You may recall that I will begin each chapter with a “Man’s Way” versus “God’s Way” comparison for handling an issue. Here’s a sneak peak at the chapter on confrontational feedback:

Man’s wisdom & way

There’s really no middle ground with confrontational feedback. Either you’re a leadership wimp who avoids it altogether, or you step up and let people have it; and if they don’t like it and leave, good riddance! You really don’t need the hyper-sensitive types on your team anyway. After all, you’re running an organization for adults, not a daycare! Besides, Galatians 1 says that my job is to please God and not to worry about pleasing men. And what pleases God is that you’re truthful with people.”

Galatians 1:10 has been hijacked by mean-spirited leaders throughout the ages who value rules over relationships, and who look to justify their unloving manner of dealing with people. Here is what it says:

For do I now persuade men or God? Or do I seek to please men? For if I still pleased men, I would not be a bondservant of Christ.

God’s wisdom and way

Demonstrating love for others is what truly pleases God. Thus, we must confront, for to fail in this discipline is to evince apathy and indifference towards an individual’s welfare and potential. But we must confront in love, doing so for the right reasons and with just motives. We confront to improve the character or competence of an individual, to preserve our culture, and protect the organization’s future overall. Confronting with feedback does not mean that you do so primarily with the intent to punish, humiliate, expound your personal power, or in attempt to establish superiority over another.

When Jesus, Peter, Paul and others confronted individuals, they customized their approach to fit the person and the offense. Their harshest words were reserved for leaders of whom more was expected and to whom more had been given. They came down harder on heart failure—character shortfalls—than on production issues. Despite the importance in organizations to “hit the numbers”, we are wise to follow the Biblical examples to take an even tougher stance against those who violate values, embrace selfishness, create division, and place their personal welfare ahead of the team’s well being. These are cancers that must be neutralized or removed, lest they devour the entire entity.

Day 111 How to Lead by THE BOOK: Zig Ziglar on Leadership!

Thursday, October 28th, 2010

Some of you were able to attend the webcast I did yesterday at the Zig Ziglar studios: “Ten Proverbs, Parables, & Principles to Sell More of Anything NOW!” If you’d like the audio version, this link should allow you to listen to the program:

www.ziglar.com/public_ftp/Webcast MP3s/10272010ProverbsAndPrinciplesToHelpYouSellMoreDaveAnderson96K.mp3

Rhonda and I were able to visit over lunch with Zig, Jean (his wife), Julie (his daughter), and Tom (his son). At 83 years young, Zig is still as full of charm, wit, and wisdom as ever before! Despite a fall a few years back that caused a brain injury and occasional short-term memory loss, Zig still sets the standard for excellence in speaking and writing. He’s written 29 books and is working on more! Jean and he have been married over 60 years, and they still absolutely adore one another. They serve as incredible role models for couples of all ages.

Zig’s life verse is Romans 8:28. When you read it, you’ll understand how he has responded so admirably to the injury he suffered, and will find encouragement for how to respond to your own struggles. I’ll write about the importance of “Life Verses” in, How to Lead by THE BOOK. In fact, I’ll cover the importance of developing spiritual disciplines in-depth. After spending a day with Zig and his team, I can write more resolutely about the long-term benefits spiritual disciplines have on one’s leadership over the course of a life time. And I can use no finer example than the life of Zig Ziglar to make my point.

Day 108-110 How to Lead by THE BOOK: The Right & Wrong Way to Give Feedback!

Wednesday, October 27th, 2010

I’m in Dallas this morning and will soon be going to the Ziglar Headquarters. I’ll be interviewed by Zig Ziglar, and then I’ll do a web cast with Tom Ziglar on the topic: “Ten Proverbs, Parables & Principles To Sell More of Anything NOW!” After the broadcast, Rhonda and I will fly back to L.A. for the next few days where I’ve got dozens of hours blocked off for writing, How to Lead by THE BOOK.

I’m finishing up the chapter on giving feedback, where I’ll offer biblical blueprints for confrontation, positive reinforcement, and the consequences of not giving any feedback at all. Man’s way and the Bible’s way differ greatly in this arena. The following excerpt from this chapter will show you what I mean:

Man’s wisdom & way

“You’ve got to be careful with feedback. If you pat people on the back, it can make them lazy. At the same time, if you get in their face about performance shortfalls, they only get worse or poison the culture by complaining to others about how badly they’re treated. Overall, it’s best to play feedback close to the vest. You get more out of people if you keep them a bit off balance.”

If ignorance is truly bliss, then the people employing this leadership philosophy must be the happiest souls on earth! If you’ve ever uttered such nonsense, hit your knees and repent! In fact, if the people you inflicted this nonsense on during the course of your career are out of therapy and still willing to speak with you, apologize and ask their forgiveness.

God’s wisdom & way

If people do well, tell them! Proverbs 27:3 mandates: Do not withhold good from those to whom it is due, if it is in the power of your hand to do so. In fact, Hebrews 3:13 reminds you to do it quickly: …but exhort one another daily, while it is called “Today”, lest any of you be hardened through the deceitfulness of sin.

On the other hand, if someone errs or strays from the proper course, you are commissioned to address it: Someone who holds back the truth causes trouble. Proverbs 10:10. But while you may detest the behavior, you must love the perpetrator. In fact, confronting in love is what separates the biblically obedient from abusive bullies.


Day 106-107 How to Lead by THE BOOK: Eight Challenges Leaders Must Face!

Sunday, October 24th, 2010

As I’ve worked on How to Lead by THE BOOK the past two weeks, I’ve changed course and have decided to spend more time and provide deeper teaching on each business challenge and its Biblical remedies. In order to accomplish this, I’ll list fewer challenges overall, but will expand on the highest impact areas where I’ve found that leaders need the most help. Here’s a sampling of the chapters I’ve completed thus far:

1. What is the most effective way to hold others accountable?

2. Should leaders be held more accountable than followers?

3. Which is the most effective leadership style?

4. How do I recruit great people?

5. What is the best interview strategy?

6. Which questions should I ask during an interview?

7. What is the most effective way of giving feedback?

8. What exactly are core values, how do I create them and use them effectively?

Depending upon space, there should be twenty-one of these key challenges overall along with in-depth examples on how to master them.

I’m traveling with Rhonda this morning to Dallas where I’ve been invited to give the Monday morning devotionals to Zig Ziglar’s company, and then teach a web cast on Wednesday for him: “Ten Proverbs, Parables, and Principles to Help You Sell More of Anything NOW!”.  You can sign up for free at their website http://www.ziglar.com/webcast/webcast_register.html

You’ll be able to ask me questions-live–after the web cast is over! I hope you can join me on Wednesday–you don’t want to miss the Ten Points I’ll present to help you and your team sell more!

Day 104-105: Ask These Four Key Interview Questions!

Friday, October 22nd, 2010

In, How to Lead by the BOOK, I will suggest seven key character traits to look for and over a dozen questions to ask to determine if an applicant has these traits. Here are some interview reminders, along with a sampling of questions you can put to use right away:

For starters, it’s helpful to assemble a checklist of character traits that are most important to you, and then fashion questions to help determine those qualities. I’ve included seven traits, with fifteen questions to help determine those traits. When you receive an answer to an interview question, always follow up with deeper probing: “How did you do that?”

“What did you learn?”

“Why would you say that?”

“What mistakes did you make that you’d fix if you did it all over again?”

“Describe the biggest decision you made to get that result”

“What were the three toughest changes you had to make to get from where you were to where you are?”

“Explain resistance you had to overcome and how you did it.”

You’ll weed out exaggeration and glean a glimpse of the candidate’s true nature as you dig deeper to follow up your initial questions.

Remember, you can teach skills and knowledge but you cannot teach character! In Acts 6:5, when the disciples chose seven key men to assist in the growing church’s duties, it reports: And they chose Stephen, a man full of faith and the Holy Spirit. Prior to their selection process, the criteria they established for the new recruits was: Therefore brethren, seek out from among you seven men of good reputation, full of the Holy Spirit and wisdom, whom we may appoint over this business…Acts 6:3.

The apostles set a clear and powerful example with their established criteria: character counts! Hire it in! Here are key traits to look for and questions that help you determine their existence within an applicant:

Two character traits and related interview questions

1). Character trait: truthfulness. Therefore, putting away all lying, “Let each one of you speak truth with his neighbor,” for we are members of one another. Ephesians 4:25.

Is there anything wrong with telling a caller/vendor/someone asking for a contribution etc. that someone is not in, even if he or she is?

Has a former boss ever asked you to tell a white lie? How did you handle it?

2). Character trait: work ethic. And whoever compels you to go one mile, go with him two. Matthew 5:41

Could you define for me what you believe doing a good job is? A great job?

In your last job, what particular task or project do you believe you did a great job with? Be specific. Explain why you feel it was a great job.

How to Lead by THE BOOK will cover five other character traits and many supporting questions, but these will help you start on the road to conducting interviews more focused on uncovering the essential moral traits a great candidate must bring to your table.

Day 102-103 How to Lead by THE BOOK: Hold Leaders More Accountable!

Wednesday, October 20th, 2010

Yesterday I traveled from Los Angeles to Wisconsin, where I’ll conduct a leadership seminar today. The weather here is beautiful! Who’d have thought that the October climate in Wisconsin would be better than it is in LA? A pleasant surprise!

I’ve fine tuned the format for the opening of each of my chapters for How to Lead by THE BOOK. Each chapter will open up with a common leadership challenge. For instance, “Is it right to hold leaders more accountable than followers and why?”

I’ll first present “Man’s wisdom and way” and then present in contrast “The BOOK’s wisdom and way”. Here’ s a sample of how it will flow from chapter two of the book:

Man’s wisdom & way

Leadership is about privileges. Once you pay your dues and “arrive”, you’re not subject to the same demands or expectations as followers. There is an unwritten understanding that organizational rules and values are designed to keep the flock in line; they don’t apply equally to leaders.

It is within the realm of reason to claim that there is scarcely a person on the planet who has not been in some way impacted by the arrogance and sense of entitlement demonstrated by leaders who embody “Man’s Wisdom and Way”. Whether in business, politics, the church, or the average family corrupt leaders debilitate and destroy companies, countries, families, and denominations.

The BOOK’s wisdom & way

“…everyone who has been given much, much will be demanded; and from the one who has been entrusted with much, much more will be asked”. Luke 12:48.

When an organization is struggling or under-achieving, you don’t first try and fix it in the middle or at the bottom. Rather, you fix it at the top. The old saw is true: A fish rots at the head: It starts to stink at the top first!

I was asked at a seminar whether a poorly performing manager should be given more or less time to get results than an underachieving subordinate. I suggested that a bad leader should be given less time and less rope, because when he hangs himself he takes a lot of other people down with him.

From there, I’ll go into detail to explain what the BOOK says about the issue with supporting parables, proverbs, principles, personal experiences, and real life stories and examples. This should make each chapter a fast, informative read with usable information the reader can put to use immediately!

Day 101 How to Lead by THE BOOK: An Interview Mistake You Must Avoid!

Monday, October 18th, 2010

In How to Lead by THE BOOK, I will have three chapters on the various aspects of hiring:

1. Recruiting.

2. Interview strategy.

3. The best interview questions to determine strength of character.

I will also have a variety of other hiring tips to improve your chances of hiring a great employee. In addition, I’ve decided to remind readers of two key hiring tips I presented in How to Run Your Business by THE BOOK, since they are easily forgotten. Here’s one of them. It’s one of the most common mistakes made when hiring:

  1. Don’t get blown away by personal appearance! Making emotional decisions during interviews based on your own prejudices, stereotypes, and personal appearance is one of the most common hiring errors. Remember the words of God to Samuel as he was evaluating Jesse’s eight sons in his quest to discover who to anoint as king. Samuel was blown away by the “king-like” appearance of Eliab:

So it was, when they came, that he looked at Eliab and said, “Surely the Lord’s anointed is before Him!”

But the Lord said to Samuel, “Do not look at his appearance or at his physical stature, because I have refused him. For the Lord does not see as man sees: for man looks at the outward appearance, but the Lord looks at the heart.” 1 Samuel 16:6-7.

History goes on to show that Eliab was far too petty and selfish to have been a great king.

It also helps to remember that one chapter before Samuel’s encounter with Eliab, he anointed Saul as Israel’s first king. Saul was an abject failure as king. But take a look at how his physical appearance is described: And he had a choice and handsome son whose name was Saul. There was not a more handsome person than he among the children of Israel. From his shoulders upward he was taller than any of the people. 1 Samuel 9:2.

How many “Saul’s” have you seen during your career—or perhaps even hired—only to discover later that their style disguised the sad fact that they lacked substance?  Endeavor to see job candidates during an interview as God sees them: from the inside out. Look at their heart and hire with your head!