The Power of a Four-Letter Word

We hear of dirty four-letter words. But there are many positive four-letter words as well. Words as; love, best, calm, cute, grow, heal, these are just a few. One great four letter word that I like is, hope. The standard thought for the word, hope, is a feeling or thought of expectation and desire for a certain thing to happen. For me hope is much more than a desire or expectation. Hope is a powerful four-letter word.

Perhaps, like me you receive many personalized emails using the word hope in the opening line. “I hope you are fine…” “I hope you are doing well today.” Perhaps you begin many of your personal emails this way. Anyone who has received an email from me over the years (and there have been several thousand) will have to admit, not one of those began with the word hope in a similar sentence.

You see, to me the word hope is reserved for my faith and trust in God. God Word, The Holy Bible is chocked full from front to back with His promises of life abundant to me. This does not mean I will never go without trial, hardship, harm, or disease. I will face those all my life just like you and every other person on earth.

What God’s Word does promise is even in the midst of these hardships and trials, God will walk with me through each one. No matter what I am facing personally or what pandemic the world is facing, God’s Word assures me of His loving arms protecting me. No matter what I die from or when, God knew long ago, before my birth. And as a child of God He has prepared a place for me that is greater than anything here on earth.

I often share at funerals I share, “Death is but a door that we all must walk through at some time. And for those who trust God as Savior and Lord, walk through that door into the open arms of Christ, our Savior.” I am pleased to live and serve God. I am grateful that He allows me to be part of His work. But I trust God and take Him at His Word.

My hope is in Christ. Yet, my hope is not in a desire, but and actual promise. God’s promise to prepare a place for me. When I use the word hope it is much more than an expectation, it is the fulfillment of God’s promise on my life. Therefore, I reserve the word hope for that very purpose.

I do not use the word hope in emails or common speech because it is a special promise from my Lord. A promise that I not only desire to be fulfilled, but that I have been assured.

So, how do I begin those personal emails? I trust you are well and having a great week in Christ. Not only am I reserving the word Hope, by using the word trust, I also exhibit the confidence that no matter what you are going through, God’s arms of love and comfort are around you. I trust because I have confidence in God.

I end this post the same way: I trust you are well and having a great week in Christ!

George Yates is an Organizational Health Strategist and coach, assisting churches, organizations, and individuals in pursuing God’s purpose for life.

The CEO of a major airline was approached by an employee with the suggestion of offering a particular salad on some of their flights, suggesting the airline customers would appreciate it. The CEO asked one question, “Will adding the salad contribute to our value (culture) having the low-rate airfares in the industry?” This was his litmus test for any suggestion within the operations of the airline. If the answer was yes, we’ll explore it. If the answer was no, then to follow through would mean we are not operating within our culture of discipline.

I credit Jim Collins with coining the phrase Culture of Discipline. As Collins puts it, “A Culture of Discipline. … Disciplined people who engage in disciplined thought and who take disciplined action—operating with freedom within a framework of responsibilities—this is the cornerstone of a culture that creates greatness. In a culture of discipline, people do not have jobs; they have responsibilities.”[i]

Creating a disciplined culture in your organization may take time, but it will be valuable time spent – an investment greater than finances can provide. Collins definition is wordy and covers a lot of ground, it is important to understand and utilize each part. Disciplined people engaged in disciplined thought, yet not allowed to work in freedom within certain guidelines (framework) will not create a disciplined culture. This freedom enables the motivation to operate within the disciplines set forth for the organization’s culture.

Example: Your organization could provide the absolute best training on procedures and best ways to accomplish the tasks required, yet the leadership allows no freedom in performing those duties, the workers are being treated as slaves under a dictatorial leadership.

If, on the other hand there is freedom to complete assignments without any discipline processes and thought patterns, each person and division is looking out for their own interests without consideration of how their actions affect others within the organization. Chaos will ensue.

Therefore, a disciplined culture containing all the parts of Collins definition is critical to the effectiveness of any organization. In the business world it all begins with the hiring process. In churches and other volunteer organizations it is instrumental in vetting everyone desiring to be part of the organization – prior to their joining. Educating people prior to their joining your organization will eliminate many issues and difficulties that arise in organizations without a culture of discipline.

When people know the expectations upfront and realize they have certain freedoms to act within the framework of the organization, they will be motivated to act within the disciplines of the organization. As long as these disciplines are not oppressing in nature and not harmful, people will accept them and assist the organization in moving forward to accomplish its desires and purpose.

George Yates is a coach and organizational health strategist, assisting individuals and organizations in fulfilling their God-given purpose.

[i] Jim Collins, Good to Great, Harper-Collins

Leaders of the BBC decided a particular division needed to be shut down. They sent in an executive to give the news to the more than 200 employees who had all worked diligently, giving their best.  The executive sent to deliver the decision started off with a glowing account of how well rival operations were doing, and that he had just returned from a wonderful trip to Cannes. This was not a well-planned delivery just before telling these same people they are soon to be jobless. Would you like to hear of your boss’s great luxurious lifestyle, just before he tells you he is taking away your source of income? This executive did not have EI (Emotional Intelligence), much less an EIQ (Emotional Intelligence Quotient).

As David Goleman tells this story in his book, Primal Leadership, he says people became enraged, not only at the decision, but as much with the deliverer of the decision. Fortunately, BBC sent in a second executive who shared of the decision in a different manner. He spoke from the heart about the importance of the calling into journalism, about the dedication and commitment of journalists such as the people seated around him. When he finished, the group cheered.

The same people, about to lose their jobs. But this time they cheered. What made the difference? The temperament. The second executive had a high EIQ. He understood the heart of the matter and the impact of the decision to shut down this division. Therefore, he spoke from his heart. The temperament of a leader and the temperament of his/her communication delivery sends a loud and clear view of his/her EIQ. The first executive drove the group toward antagonism and hostility, the second toward optimism, even inspiration, in the face of difficulty.

As leaders, we impact people’s lives every day in many ways. Our temperament and how we influence the temperament of others has a significant impact in the effectiveness of our organization. Temperament is outwardly displayed in one’s attitude. When a leader comes across with a rough and impersonal charge, it will negatively affect the attitude of all in attendance and will flow down through the organization. On the other side, as a leader delivers a charge to the organization with enthusiasm and encouragement, the organization will respond more positively.

However, for some reason, emotions (which drive temperament and attitudes) are oftentimes considered irrelevant in the workplace and have no bearing on leadership. Any time a leader can gain insight into better understanding and developing his/her own Emotional Intelligence (EI) will only increase positive leadership ability. Understanding and developing your own EI will also give insights into positively influencing the productivity of others.

Like it or not, our emotions affect all areas of our lives, including the workplace. The more a leader can grasp the influential role of emotions in the organization, the greater effectiveness and production will be realized.

Understanding and developing a high EIQ separates the few great leaders from all the others. These leaders see not only improved production and effectiveness of staff, his organization also realizes less turnover, greater compatibility through team work, as well as commitment and retention of talented employees/volunteers. Are you ready to develop your EIQ?

To learn more about EIQ contact George Yates.

George Yates is a coach and organizational health strategist, assisting individuals and organizations in fulfilling their God-given purpose.

This is a repost from 09/2017

John has decided that he is going on a trip this Summer, something he’s never done. If John comes to you for advice, what would you tell him are the first three things to do in planning for his trip? Perhaps you would ask John where he is going. Deciding his destination would be a good first step, wouldn’t it? Who’s going with John? Another good thought to consider, before you get too far along in planning. A third resolve might be “how are you going to travel, plane, car, train? All three of these need to be resolved early in the process. They’re essential to the planning and preparation process.

John has decided to travel by car from Atlanta, Georgia to San Diego, California, with his wife and two young children. What advice will you offer? If you are like me, my first question will likely be, “How much time do plan to take?” What if John says he has three weeks and is planning to drive to San Diego the first day, in one day, to have more time on the west coast?

It is impossible to drive from Atlanta, Georgia to San Diego, CA in one day. It cannot be done. So, a help to John might be to encourage him to break the trip into segments that he can comfortably drive each day. It is possible to drive from Atlanta, Georgia to Baton Rouge, LA in one day. That could be the first day. The second day could be from Baton Rouge to San Antonio. Then to El Paso the next day, Phoenix, AZ and the fifth day into San Diego. Any trip like this must be broken into doable segments.

Personal or organizational goals must be planned and achieved the same way. Do we often look out into the future for something to accomplish without breaking it into doable targets? I see this happening in both the corporate and religious realms of organizations more often than not. We envision where we want to be or would like to be and take off heading for that goal without proper planning.

Strategic planning for effective implementation is crucial. If John realized that arriving to San Diego would require five days of about 8 hours driving each day, is that all the information he needs? No. Will 8 hours the first day driving north to Dayton, Ohio get him closer to his goal? After all he did spend eight hours driving that day. Sounds silly and preposterous doesn’t it? Yet, this is what many individuals, and organizations do.

Arriving at your destination in a timely manner requires planning, strategic planning. If your destination as a church is to fulfill the Great Commission, a life-long commitment, what is the distance you can cover in one year? To say our goal is to fulfill the Great Commission may sound noble, but in reality, it is God’s directive to the church, not your goal. The goal will reveal what direction you are traveling to accomplish the directive in the next segment of time (one year). From here (where we are at today), to where we will be at the end of this year.

To learn more about effectively moving forward read Turnaround Journey or contact George Yates.

George Yates is an Organizational Health Strategist and coach, assisting churches, organizations, and individuals in pursuing God’s purpose for life.

Zig Ziglar would tell the story of a woman, Gerry Arrowwood, he hired to help him in demonstrating the pots and pans he was selling. At that time Ziglar would go into a home and demonstrate his wares by preparing meal for his hosts and up to six other couples. Miss Arrowwood agreed to accept the position on one condition, she was never to be called on lead any part of the demonstrations. She was there to help prepare the food, clean up and support Ziglar.

A few months into their working relationship, Ziglar overbooked himself. He asked Arrowwood to deliver some of the pots and pans he had sold at one party. Doing so meant delivering the pots and pans and showing the homeowners how to use the wares by preparing an actual meal for the family. Arrowwood said no. She could not do it.

Fortunately for Ziglar, she had a change of heart. Knowing his character and integrity would suffer if the deliveries were not made, Arrowwood reluctantly agreed to make the deliveries and spend time with the families. The next day, the phone call she made to Ziglar was unexpected. She was so excited that she could not stop speaking of the great and fun time she had. “I don’t know when I’ve had so much fun.” She said.

That night changed Gerry Arrowwood’s life forever. She became a new person – actually a new, improved version of the same person. Why? Because she wanted to? No. because she thought it would be fun? Absolutely not. She was terrified. The reason Ms. Arrowwood agreed to the assignment is that she wanted to help someone out. She did it because she cared. Don’t miss this, one of life’s greatest lessons. Our desire to care for others will lead us to places beyond our own imagination.

The experience of that one night opened her eyes and heart revealing hidden skills and abilities beyond her previous recognition. And the doors of opportunity began to open as well. A few short years later, Gerry Arrowwood became the international vice president of sales training for a leading multi-million-dollar cosmetics company.

Not only is it important that we not overlook the hidden skill and abilities in our own lives, but we must never underestimate that which lies within those persons in our circle of influence. As a leader our number one objective should always be to help unearth and build on the skillsets of others. Who knows, you be assisting the next vice president of an international leading company.

Beginning today, what will you change in your life to be more observant of the qualities that rest beneath the surface of those you associate with? How will you help him/her uncover and develop those attributes? You can be the catalyst for the Gerry Arrowwood’s in your life.

George Yates is an Organizational Health Strategist and coach, assisting churches, organizations, and individuals in pursuing God’s purpose for life.

While serving a church in Ohio I had an idea. (I have since learned not to copy models, but to capture principles.) Driving along, positive Christian music playing on the radio, I thought that sounds like workout music. Why not Christian workout/aerobics? Not that I’ve ever been one to consistently workout and I’ve never been part of an aerobics class. But why not offer it for others. I knew we had a young lady in our church who was helping lead aerobics and women’s workout classes at the local community center. I approached her with the idea and asked her to pray about it.

Nothing came of that conversation. Quite the opposite, within a few months God led that family out of state with her husband’s career. I accepted the non-response and their move as God’s way of saying it was not a ministry for our church – at least not at that time.

Two years later a young lady in our church called requesting an appointment to speak with me. At the meeting she shared that she had been praying about a ministry opportunity and wanted to know if it would be possible in our church and if I would pray about it with her. The ministry in question: a women’s aerobics class for the women of the church and the community. She had seven personal trainer, workout, and aerobics certifications, as well as first responders first aid (in case of an emergency in a class).

I could hardly believe what was happening. I had let the idea die two years earlier. Now, sitting in front of me was a woman with passion to not only help women get in shape, but to share the love and gift of Jesus at every class. She had it worked out, Christian music, scripture, personal testimonies, a complete ministry package. At the conclusion of our meeting and prayer time together, I asked her to go home and write it as a ministry proposal.

We began the ministry, ladies only. Her first class had more than twenty ladies attend. By the third session 29 were in attendance. Some were members of our church. And those members brought some of their friends as well. Out of the first class we had women not only getting in physical shape and improving their outlook on life, we also had some committing their life to Christ and attending church for the first time in their lives.

God’s timing is always right. I have no doubt God placed that ministry on my mind two years prior to our meeting that morning. If for no other reason, to prepare me for when the timing was right, when His plan was to unfold. He brought to me the person He had Called to lead that ministry. I did not have to go looking. She had the passion, desire and the certifications to make this God’s ministry.

I have never tried to look for someone to start an aerobics ministry in any churches since then. It was right for that church, at that time. The gifting, the timing, the ministry was not within the prevue of the other churches. However, the principles remain the same for the right ministries in every church. Don’t copy models, capture principles.

For more on capturing principles, contact George Yates.

George Yates is an Organizational Health Strategist and coach, assisting churches, organizations, and individuals in pursuing God’s purpose for life.

“Oh no. What has she done now?” Jane and Belinda have been working side by side for almost six years. Belinda’s question was about Jane. It seemed, at least in Belinda’s mind, that Jane was always falling short, causing Belinda’s workload to grow. If she wasn’t falling behind, Belinda and her co-workers thought that Jane was always trying to get out of work. Always volunteering for meetings and running in office errands, suggesting that parts of her workload would be better suited on someone else’s desk.

Because of Belinda’s preconceived perceptions of Jane, when she (Belinda) walked into the office this morning and saw her supervisor standing at Jane’s desk, she thought the worst; “Oh no. What has she done now.” Belinda’s blood pressure jumped several notches and continued to climb as she crossed the room to her desk. I’m sure she’s complaining about her workload and I’ll end up with more to do. After all I am faster and probably the best worker in this office. No one gets as much done as I do. Why wouldn’t they come to me to help those slower. I always get the extra work.”

In the meantime, Belinda’s disdain for Jane grows. “Jane is a lazy, complaining, selfish, brownnoser.” In Belinda’s mind all the issues are Jane’s. The relationship is like one between a rebellious teenager and his/her parents. The parents believe the teen to be going through a rebellious phase – against whatever his parents say and believe. The teen believes his/her parents to be legalists, controlling, and judgmental. The more the parents react the more the teen acts out and pushes the envelope causing the parents then to react stronger anddraw stronger negative conclusions. It is a vicious escalating circle. There is a feeding off each other that escalates the bitterness and antagonism toward each other.

This is an infection that besets us all. This phenomenon is rooted in self-deception. In Leadership and Self-Deception, The Arbinger Institute says it begins with self-betrayal. We betray ourselves by recognizing those around us as objects not people. Our self-betrayal leads to escalating false assessments of others while justifying our thoughts and actions, both the negative against others and the exaggerated bolstering of our own attributes. This self-deception builds in us and those we interact with as it always carries negative attitudes and connotations. Like a virus, this infection festers and grows in us and can compromise or ruin relationships at work, home, family, and all other areas of life.

Whether as a leader, family member, or friend, we must work to avoid allowing this infection to multiply its bacterial infest and destroy our relationships. The number one thing that you can do is ask yourself this question: Am I viewing the person/people in my relationships as objects or people like me? Do you view the people you work with as objects to get the job done or as people with families, trials, and hardships just as you and your family experience? Do you view your spouse as an object of your affection obligated to fulfill your thoughts and desires, or a loving person with a busy schedule, and a compassionate heart to provide through his/her role in the family?

What first steps can you take this week to turn your self-deception into a others focused orientation?

George Yates is an Organizational Health Strategist and coach, assisting churches, organizations, and individuals in pursuing God’s purpose for life.

Much has been written over the years about leadership styles. Many times, the author tries to push his one favorite comfort leading style. The one in which he/she is most comfortable and uses 80-90 percent of the time. Perhaps it is good to look at various leadership styles and particular situations where each will work best and where they will not.

Military – This is a commanding role. The leader barks orders as if he or she is building new army recruits. In the workplace this seldom is effective. It goes against people’s desire to achieve and accomplish. While it may work well in the military, in the workplace it rips motivation from employees/volunteers. I’ve known of former military leaders attempting this in the social sector (hospitals, churches, etc.). Military leadership in this sector and others is anti-effective.

Gripped Fanatic – This person wants to continually up the pace and raise the bar, raise the goals, usually stretching the limits of the workers beyond reasonability. Some of these leaders have a fast-paced mentality and operating mode themselves and believe others to only be lazy in not keeping up the pace. Turnover is usually high and morale low in such organizations. People can and should be stretched in certain situations. But take caution to know your people and their limits.

Visionary – This is where the leader sets the vision (concept & foresight) for the near and perhaps distant future for the organization. Vision is vital in the success of any organizations and should be updated annually, celebrating all the milestone victories along the way. Celebrate all the victories, big and small. Even small victories are milestones for some of your people.

A vision, however, is a roadmap for the organization. When looking at a road map, you do not see every building and landmark along the journey you will be traveling. The visionary leader sets the roadmap, allowing the employees/volunteers to help articulate how that vision is carried out. This requires some freedom of “how to arrive” at the vision and builds morale and buy-in.

Coaching – The coaching leader’s emphasis is on assisting in the self-improvement of other persons. A coaching leader helps that person (team or organization) reach inside him/herself and unearth his/her potential with a desire to build upon that potential and skillset. Coaching should never be used to manipulate or micro-manage people. This will destroy confidence and morale within an organization. Proper coaching will build on both confidence and morale as well as motivation.

Relational – The relational leader encourages building relationships among co-workers/volunteers and is best seen and use in building teams that work together. Relational leading can be very productive when used correctly and – as is said about eating – in moderation. Relational leading can have its downsides. When tough times come within the organization, be those personal or company driven, will the strong relational ties be to work together through those for the organization or the individual relationships?

This represents a glimpse of five leadership styles. You can read of others such as Autocratic, Democratic, Authoritative, Participative, Delegative, Positional, on and on they go. Several of these are simply different names for similar leader traits. The key is understanding them and settle on which is best for each particular situation you find yourself in. In some situations, relational leadership may be best, for building a team to accomplish a task. In another situation you may find your employees or volunteers need coaching leadership to build on their natural abilities.

The question is, What will you do this week to improve your leadership abilities and not rely on just one leadership style? Or perhaps, what leadership style do you need to eradicate from your repertoire?

George Yates is an Organizational Health Strategist and coach, assisting churches, organizations, and individuals in pursuing God’s purpose for life.

I am disappointed and sometimes even disturbed when leaders speak disparagingly of other leaders. Now, let me set the record straight, I too have been guilty of this culpability. Leadership requires growth. Great leaders want and strive to grow, constantly reading, attending improvement workshops, surrounding themselves with mentors and other leaders who have complementary gifts and traits. We all have our weak spots and our comfort areas of leading. Some need a little more prodding or nurturing than others for growth.

As a leader it is my obligation and responsibility to assist other leaders in striving for improved leadership skills. If they are within my area of influence, I can and should offer (formally or informally) assistance. In my particular role I am privileged to coach leaders. Included in the coaching role you will find some mentoring and leading by example. As I coach, I should be demonstrating quality leadership traits. Some leaders that enter a coaching relationship with me catch it. Perhaps one of the greatest compliments received in this type relationship is, though you have never talked about the coachee improving his leadership, he states, “He changed my style of leadership for life.”

Regardless of our position in life, one objective should be to have something similar said of us. There are people watching us at all times. If we are in an official position of leadership or not, part of our daily living should be to aid in the betterment of everyone in our influence. A good question to ask ourselves is, “How can I offer encouragement to this person in personal leadership skills growth?”

Not all persons in leadership have the desire to grow, but all leaders do. There is a difference. Persons in leadership positions are not always leaders. A title does not make a leader. Willing, teachable persons can grow in their leadership skills, and it is my obligation to help him/her. Not only obligation, it should be my pleasure. I like to use the statement, “What God has given me, He gave it not for me to hoard, but to share, to give it away.”

I will never force my leadership training on anyone. Quality Leadership cannot be force fed. It must be delivered in a manner befitting of the learner’s appetite. Jesus taught His original Disciples by having them follow Him in His daily routines. They did life together. It is not necessarily yours to spend 24 hours a day with those you are training in leadership, but are you living life together? Little about effective leadership is taught in the classroom. We can read and be instructed of the principles and manners of leadership in a classroom type setting. Yet, the adaptation of leadership traits only takes place as we interact with others in real life situations.

As a leader what will you do to assist someone in growing in his/her leadership abilities? What will you do this week to redeem a struggling leader?

George Yates is an Organizational Health Strategist and coach, assisting churches, organizations, and individuals in pursuing God’s purpose for life.

There once were two armies encamped on either side of a valley. They were to face off against one another, but the battle was postponed each day. On one side was an army of fighting men from a nation known historically for their victories in battle. Their victories had been credited to their God. On the other side was an army of strong fighting men, each one three and four feet taller than their opponents. From this camp each morning a lone warrior would walk into the valley and challenge the other army to send out its greatest warrior to do battle. But each day not one of the soldiers would go out to do battle with this giant.

Then one day a young teenage boy came to the camp, bringing provisions for his brothers. He was astounded to find that not one man in this camp would trust their God to deliver the giant into their hands, giving them victory over the other army. Trusting his God this young boy took on the giant himself, not with a sword and shield. Not with a bow and arrow, the weapons of the time. He was not practiced in the use of these weapons.

This young boy walked out of the camp to face the giant with nothing but a sling. Bending over he picked up five smooth stones (4 more than he needed). He placed a single stone in his sling, twirled it over his head a few times and let the stone fly. It struck the giant in the forehead and killed him instantly. After he had killed this giant his nation’s army were emboldened to chase after the army of remaining giants who fled in fear.

The moral of this story is not to kill someone, but that it only takes one man (or boy, woman, girl) with courage and belief to accomplish the desired task. Thomas Jefferson once said, “One man with courage makes a majority.” With his courage this young teenage boy saw victory where all the other soldiers and their king saw giants. Courage can overcome the giants in your life. When you add courage with a belief in the true God, all things are possible – according to His will.

Facing the giants in your life as a leader, housewife, student, factory worker or any other position, requires courage. The courage you display could also encourage and embolden others.

First, you must make the commitment to step out into the valley where the giant stands.

Second, go with the arsenal you are familiar with, the gifts and strengths with which God has blessed you.

Third, put to use, to the best of your ability, what God has given you.

What will you do this week to demonstrate courage against the giants in your life? And how will you embolden others to do the same? Remember, “One man with courage makes a majority.”

George Yates is an Organizational Health Strategist and coach, assisting churches, organizations, and individuals in pursuing God’s purpose for life.