The story is told that Henry Ford once procured an efficiency professional to examine the operation of his company. While this expert’s report was largely positive, he did express reservations about a particular employee. When questioned by Ford about who and the cause of concern, his reply was, “It’s that man down the corridor. Every time I go by his office he’s just sitting there with his feet on his desk. He’s wasting your money.”

“That man,” replied Ford, “once had an idea that saved us millions of dollars. At the time, I believe his feet were planted right where they are now.”

Most leaders understand the value of creativity and innovation. Unfortunately, some leaders believe themselves to be the only person in the organization who can have a creative thought. Effective leaders, on the other hand, are not afraid to create a culture of creativity within the organization.

While Henry Ford did not allow every person in his organization to sit around with feet upon their desk, I believe his point about this particular employee is easily grasped. Generating a culture of creativity simply put is allowing the time and atmosphere to think or to brainstorm creatively. This can be individually as well as small groups. This atmosphere is to be broad enough to foster building on the strengths and ideas of others. All creativity becomes a team effort, while giving credit where credit is due.

Perhaps the third ingredient to this type atmosphere is to empower others to carry out the envisioned product, service, or idea. For many leaders this can be the sticking point in the process. Not sticky, the sticking or blocking point. In other words, many leaders have difficulty empowering others with the leadership capabilities to carry out the task. Micro-managing kills creativity.

Too often in the workplace and in the church, we associate busyness with productivity. However, busyness can keep our employees/volunteers from their best creativeness.

Trusting and nurturing the creativity of your employees/volunteers is perhaps the greatest bridge between efficiency and effectiveness. Some of my biggest eye-opening moments were reading of and seeing some of the creativity atmospheres developed in several Silicon Valley companies. To me the atmospheres themselves were out of the box, creative, innovative, clever ideas.

What type of creative atmosphere exists in your organization? Is it top down only? Or do you truly value the input of others – allowing them to not only create, but flesh out and brainstorm with others the process to arrive at the desired creative ideas? What will you do this week to improve the creative atmosphere in your organization and your personal valuing of the creativeness of others?

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

“Ability can take you to the top, but it takes character to keep you there.” One of many great quotes from perhaps the biggest sales and motivational speaker for over half a century, Zig Ziglar. I chose this quote for this week’s post for a few reasons. First, Zig was a man of character – and integrity. Second, he hit the nail on the head with this quote. he knew this from experience, his own and from observing others over many years in the professional world.

The third reason is the truth found in this quote. Ability is good and necessary in any successful endeavor, business or personal. Ability includes the proficiency of aptitude, and ability to exercise skill and competence in a particular area. I have a brother who has mechanical ability with autos and other motorized vehicles. Not only the ability to work on engines, also body work, exceptional painting, literally anything to do with motorized vehicles from customized golf carts to racing speed boats. My brother has this ability, I do not.

My younger brother has the proficient ability in home and commercial maintenance and remodeling. Building a deck on the back of a home or overseeing a multi-million-dollar remodel project for a hospital, he is gifted with ability to accomplish the task. While I enjoy some of these type projects, I do not have the level of ability as my younger brother.

We all have ability and our ability can take us to the top of our field as long as we use and continue striving to improve these abilities. It is when a person stops improving that he/she stagnates in progressing to the pinnacle of performance.

“Ability can take you to the top, but it takes character to keep you there.” Character includes one’s temperament, personality, disposition, level of integrity, uprightness, and honor. Without character – quality character – a person’s time at the top is limited.

Zig Ziglar made it to the top of the sales profession selling pots and pans. From the late 1950’s until his passing in 2012 he never stopped bringing others along and continuously encouraging as many people as he could to strive for reaching the top – the top of their personal and professional possibility. Not everyone can be the president of a fortune 500 company or the best salesperson in the world. But each person can strive for the best of his/her own ability with impeccable character.

For some people, being shown respect for his/her ability is enough. Yet, those who strive to continually improve ability with quality character, these are the people who go beyond expectations and thrive at the top. These are also the people who will be encouraging others along the journey as well.

Like Zig Ziglar, quality performers with respectable character not only make it to the top. They bring others along with them and spend a lifetime encouraging others to be and do the same. Are you living dependent on ability alone or ability plus character? What will you do this week to improve both your ability and character quality? How will you encourage the ability and character of others?

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

John F. Kennedy inspired a nation and the leaders of a space program to put a man on the moon in less than ten years. “Ask not what your country can do for you, but what you can do for your country.” NASA moved forward with confidence.

Martin Luther King Jr. inspired a civil rights movement with a steadfast character and a speech that is still remembered fifty years later. “I have a dream…” Several of King’s quotes remain on the pages of social media and annually captured in many news articles around the country. Many men and women have been able to advance with a strong confidence due to Mr. king’s inspiration and sacrifice.

Jack Welch was a leader who knew how to inspire others to dream big and accomplish big. Jack Welch led General Electric for two decades in which GE became a global powerhouse in many areas of business. General Electric is filled with stories of man and women who moved forward with strong confidence during Jack Welch’s leadership. And they continue today.

The list goes on and on. As we read of history or history in the making, great and successful leaders were and are the leaders who inspire others to reach for the best inside themselves for the good of the organization or nation. Think back on leaders you have witnessed in your lifetime. What is it about the leaders in your own life that cause you to consider them great or better than good leaders?

I believe one contributing factor you will find in all successful leaders is the ability to inspire others to reach inside him/herself and to strive with confidence to do his/her best with their God-given abilities for the organization while increasing in his/her own capabilities.

Those who utilize this leadership practice will see others rise and increase in skill and competence. Rising beyond even what the individual thought possible. The bittersweet portion of this is the leader often says goodbye to these excelling employees as they move on to greater positions with other organizations. Yet, the successful leader knows this is part of the leadership cycle and is indeed successful leadership.

An effective leader never wants to hold someone back from reaching his/her potential just to keep that person in a current position. That would be stealing confidence, not instilling it. While losing good, quality people is tough, it is very rewarding to see and hear of future accomplishments. Learning of former employees reaching far beyond they ever could have at your organization will bring a delight to any leader if you’ve had a hand in encouraging and inspiring that person in his/her skillset and competences.

What will you do this week to inspire others in your organization (church or family) to dig deeper, to grow confident in fulfilling their greatest potential? What will you do to improve your leadership of inspiration?

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

In 1969, Oakland A’s owner Charles Finley introduced to major league baseball, “ball girls” – young girls who would sit in foul territory to retrieve baseballs grounded foul by batters -. Debbi, was one of the first girls hired. Debbi saved the money she earned to buy ingredients to bake cookies. She introduced a milk & cookies break for umpires in Major League games. At the age of twenty this same Debbi started her own business, a cookie business. You know them as Mrs. Fields Cookies.

I recently read an article by Mrs. Fields written several years ago. In the article she gives what she deems a “Recipe for Success” which included four ingredients. (Do you see a theme here?) I’ll give Debbi’s four ingredients, Mixed with some personal comments.

Ingredient #1: Good is never enough. Why would anyone settle for a good cookie when you can have a delicious one that sends your taste-buds into orbit? Debbie is always looking for the very best cookie to be eaten. Good is the enemy of great. When we settle for good, we’ll never strive for the greatness for which we were created by God. Whatever you do, never settle for what seems good. It will only withhold you from the greatness you could achieve. Even yesterday’s best is likely only mediocre today.

Ingredient #2: Don’t just make a customer. Mrs. Fields employees get to know their customers. Not names only. They build relationships, find out their likes and dislikes. Each store’s employees determine which seven of the fourteen cookies get baked each day, based on the likes of their customers. Whatever your business, nurturing relationships is the sustaining factor on keeping people coming back.

Ingredient #3: Don’t be afraid to fail. You can imagine, not all cookie recipes made the cut. When you strive for the best, you will go through recipes (trials, campaigns, products or processes) that just aren’t illustrious enough for your brand. Push through the trials, setbacks, and almost good enough”. Like Mrs. Fields keep looking for that better recipe.

Ingredient #4: Enjoy the Journey. You don’t have all the answers. Stop beating yourself up when trials come your way. Build a support team around you – family, close friends, church family. Mrs. Fields says the two things that kept her going and motivated was, a supportive family and a passion. Follow your passion. If its not baking cookies, you might want to get out of the kitchen. The joy in your life’s journey is based in your God-given passion. Unearth your passion for your greatest enjoyment.

Many people have written their “Recipe for Success” and published books about how. I’m not saying this one is the best cookie on the shelf. But Mrs. Fields has a few good great points to consider. What will you do this week to unearth your passion and stop settling for good?

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

4 ingredients adapted from “Recipe for Success”, pg 19, Get Motivated 2010

The great Greek philosopher, Socrates is credited with introducing the Triple Filter test. One version of the story is, a man, possibly a disciple of Socrates, came to the philosopher and said, “Let me tell you what I heard about one of your friends.”

Socrates said, “Hold on a minute. Before you tell me, it might be good to run it through the triple filter test. First, have you made absolutely sure what you are about to tell me is true?”

“No,” came the reply. “I just heard it, I do not know, I have not checked to insure if it is true.”

“Okay,” replied Socrates, “Let’s try the second filter. Is what you are about to say something good about my friend?”

“No, quite the opposite…”

Socrates interrupted the man, not wanting him to share the news yet. “Okay, you do not know if it is true. It is not good. But you might still pass the test with the third filter. Is what you are about to tell me useful?”

“No, not really.”

“Well,” said Socrates, “If what you want to tell me is not true, good or useful, why do you want to tell me at all?”

Can you visualize a culture where this triple filter test was practiced in the workplace, churches, and in homes, even in our private casual conversations with friends and family? A culture with no gossip, backbiting, or insinuations about others. Sounds like a utopia, doesn’t it?

It all starts with one person, you. Will you this week commit to put into practice the triple filter test before you speak and before you allow anyone to share information about others? With whom will you share this concept, perhaps even make a triple filter test pact with?

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

The small group sat around the room discussing options for the future of their church. Seven men and women representing the 35-37 remaining members of Ho-Hum Ecumenical Church (or HEC). Though the church had run well over 300 in attendance each Sunday twenty years ago, the facilities now look like an outdated, well-worn overcoat with the current congregation. Today’s discussion, like many others over the past few years centers on trying to resurrect old events and programs that were used in the church’s heyday. An hour and a half later the meeting is dismissed with no decisions made. The only plans for the future are to keep meeting on Sunday morning as always.

A scenario very similar to this plays out each week in churches across North America. In time many of these churches close their doors, leaving no Christian presence in the community, no legacy that a church ever existed – except for the empty buildings. Churches and other establishments get so caught up in past exploits and observances they do not realize the self-inflicted Organizational Strangulation.

Three elements are needed for any organization to remain healthy and avoid Organizational strangulation. Faith (inspiration), Fellowship (communication), Service (action).

Faith – complete trust or confidence in someone or something most often grounded in spiritual apprehension, not proof. In the business world inspiration takes the role of faith. Faith or inspiration gives individuals the desire to invest in moving forward without full evidence of what the future holds.

Fellowship – the friendly association of people with similar interests joining together in community. In the church and business world the strength of fellowship is determined by the depth of communication. The more people of like interests communicate with one another the closer the bond of friendly association.

Service – the act of helping or assisting others. To act or to take action is to engage in some behavioral deed. Service is one person engaging in some behavioral deed on another’s behalf.

The New Testament church of Jesus Christ cannot exist without faith. Faith is a preeminence of existence for the church. No one alive today was alive when Christ walked the earth. Therefore, we rely (by faith) on what has been handed down to us in written and oral form.

It is our common interest of faith in Christ that draws us into fellowship with one another. The more time we spend relating with each other, the closer we draw to one another. The more time we spend together relating to God’s Word and His directives for our lives, the closer we draw to God as individuals and as a community of believers.

True faith and fellowship in Christ cannot exist without acts of service for Christ, on His behalf to others around us. Many churches live today on a pseudo faith; a self-styled faith. It is a faith derived by our own measure, not the true Word of God.

This pseudo faith is then connected to friendship instead of realistic fellowship. Today’s fellowship is based on our own level of need and desire – if and when it suits me.

When pseudo faith and me-friendship co-exist true biblical service is seldom present. In these churches when true service does exist, it is usually by accident when it is thrust upon us, not us seeking service.

The members of any organization must work together to strengthen the faith which in turn leads to inspiration for accomplishing God-sized results. The Greek word for fellowship is koinonia, living together with one another’s best interest at heart. Acts of service comes from a heart to help others. Determine this week to change the culture of faith, fellowship, and service in your organization. Otherwise you might find yourself in one HEC of a church.

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

The story is told of a man on horseback riding up to a group of men digging a trench with one man, the apparent leader, barking orders and threatening punishment as the battle wearied soldiers were digging. The man on the horse asked, “Why aren’t you helping them?”

The man retorted, “I’m in charge. These men do as I tell them.” Then he added, “Help them yourself if you feel so strongly about it.” The man climbed down from his horse and worked alongside the men until the job was finished.

Afterward the stranger congratulated the men for a job well done. Then turning to the “leader” the horseman stated, “You should notify top command the next time your rank prevents you from assisting your men and I will come up with a more permanent solution.” It was at that moment that the leader recognized the stranger as none other than General George Washington.

One key in quality leadership is helping others to perform at his/her best and assist in improving their skills. Threatening, criticizing, or treating others as less than you is not leadership. You can play leader, ridicule and criticize people or you can get in the trenches with them and demonstrate true leadership. Respect is earned and the very best way to earn respect as a leader is to get in the trenches (so to speak) and work alongside of your employees/volunteers.

Respect is earned through positive interactions with employees/volunteers. A good rule of thumb is to treat others as though they could surpass you in workmanship and leadership ability. Don’t treat your employees/volunteers as lower than you. Treat them with respect and watch how they flourish on the job and in private conversations. You can be guaranteed after that night in the trenches, those men would gladly do whatever George Washington would ask. Why? Respect.

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

“My Pleasure!” Certainly, if you’ve eaten at any Chick-fil-a restaurant, you’ve heard those words – multiple times during each visit. And, in my opinion, each employee is sincere as he/she speaks those words. How do they do it? Well, Chick-fil-a raises their own employees in an incubator. No, of course not. Part of it is training. But there is much more to the sincere spoken words than training alone.

Chick-fil-a has created a culture of appreciation and affirmation, from the corporate offices to each and every store. If those doing the hiring, training, leading, and managing do not exemplify the appreciation and affirmation attributes necessary, the employees will not either. The same is true in your environment be it at the office, on the factory line, running cable, in your church or other organization. If you desire an effective, productive environment, you must create and exemplify a culture that demonstrates these and other qualities.

The more a person is affirmed, the more he will feel appreciated. The more one feels appreciated, the more productive he will be. Each time you express appreciation for one of your employees, volunteers, you are affirming him/her. Appreciation and affirmation lead to productivity and happier employees (volunteers).

While working in retail management, I could tell the type managers/leaders in every store simply by observing and interacting with the employees. I did not have to ask any questions about their “boss.” Employees actions, voice tone and inflection are tells of the type manager/leader to whom they report.

As I read, research, and speak with leaders of productive organizations I find one of the common denominators is an attitude of gratitude from the leaders to the employees/volunteers. It seems the more leaders affirm and show appreciation to the workers, the more productive the workers are. Not only productivity, this attitude seems to rub off. The employees/volunteers also demonstrate an attitude of gratitude and appreciation toward their leaders and clients/customers.

Creating a culture of appreciation and affirmation doesn’t take a degree or years of classroom study. It simply requires practice and a genuine spirit. One leader told me, “We say thank you a lot.” Appreciation does not always mean spending money on promotions, steak dinners, and doughnuts (although those are nice). This organization, like others, found that simply saying a genuine “Thank you!” carries more weight than a box of doughnuts.

I agree and attempt to do the same thing. I say thank you a lot – and I speak genuinely when I do. When you see someone doing something right – even if it is her job, say “Thank you.” When you see one person helping another, say, “Thank you.” When you see someone pick up a piece of trash, even a small gum wrapper, say, “Thank You!” Creating a culture of appreciation and affirmation takes more than a thank you. But it is a great place to start. Affirm those you lead each day.

What will you do this week to improve and demonstrate your attitude of gratitude? Don’t stop after one week. Creating a different culture in your organization begins with you and requires an ongoing lifestyle from you.

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

He was not a doctor, lawyer, or what some might call a white collar professional. Standing just over six feet tall, rugged looking with a well-tanned, leather-like skin and calloused hands, Irven worked for the railroad cleaning up train wrecks and repairing damaged track. Though many people never knew the physically draining work to which he was accustomed, he was more than known and loved by many. Long after he retired, at the age of ninety-three, Irven passed from this life to his eternal reward.

While he worked for the railroad from a teenager to his retirement forty some years later, the railroad was not his calling. It was his occupation. His calling was to show love and compassion to others, teenage boys in particular. At his viewing and since, several of us stood around telling stories of him picking us up on Saturday morning and driving us to church ball games, parks, or just to get a soda.

We talked of camping trips, picnics, spelunking, and so many other outings with Mr. Schanie. Not only the fun times, we recanted how Mr. Irven Schanie had influenced our lives even fifty to sixty years later. You see, Mr. Schanie had found his calling in life and he strove daily to fulfill that calling, whether it was teaching on Sunday morning, working in someone’s yard weeknights, riding us around in his little Volks-Wagen wagon, coaching baseball on Saturday or any of the many other things he did for us. It was always about helping, teaching, and guiding others.

There is a little more to the equation in the title. Victory in life is understanding your God-given calling, daily striving to attain your greatest potential, while helping others reach for theirs along the way.

There are many young men, hundreds, who were touched by this one man. And it is all because he knew and lived by the above equation. Each person has a God-given calling, something they were purposed for. We each must uncover our calling and grow to understand what it means. Yet, more than that, we are to strive daily to reach our full potential to leave a positive impact. And all the while – all our life-long journey, we are to help others discover their calling as well.

Where do you find yourself in that equation? Do you know and understand your calling? Are you striving to be your best every day? Whose life are you impacting – leading them in discovery and implementation of their calling? What will you improve today?

Perhaps to his co-workers and neighbors he was Irven, but to several hundred men of various ages he was and will always be Mr. Schanie, teacher of life’s victory equation. 

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

I recently had the opportunity to share with a church leadership team the difference between leading and springboarding. Too often springboarding is used in place of leadership in churches and other organizations. If you have ever watched competitive pool diving, you know there are two diving apparatuses used.

One, the springboard has elasticity. It moves up and down as if toggled on a spring, giving the diver greater advantage for elevation off the dive. The diver walks to the pool end of the springboard and begins shifting his weight up and down engaging the springboard in a similar motion. Once the board is moving at the desired rate and height the diver pushes off with both feet leaping, as the board springs him into the air, he twists, turns and flips before landing in the water completing his dive. As spectators we do not know what is coming until the diver leaves the board, springing into action.

It is intriguing and just short of amazing to watch these experienced athletes and their springboard dives. It is not amazing or intriguing to watch as pastors and other leaders use a springboard approach in the guise of leadership.

To lead is to guide or to bring people along with you on the journey. Throughout history, be it organizational, military, or government, great leaders have achieved success and productivity bringing their people along, training them up, encouraging, equipping them for what is to come.

Can you imagine a military general recruiting people for a journey, but never equipping them for battle? How long would an army like this last? Not long enough to make it out of the first battle. Yet, this is what many leaders, pastors included, attempt, then wonder what went wrong.

If leadership is guiding, bringing people along with you, why do so many spring ideas and plans on people without warning or preparation? Example: In many churches attendees do not know where the church is going, what is next, until the pastor announces on Sunday morning that a major change is happening and it is taking place this coming week.

People are in attendance each week in anticipation of seeing the church grow. They are (in most cases) desirous of seeing the church thrive, but they need to be led not thrown off the diving board unexpectedly. When we spring ideas on them and expect them to automatically, immediately adapt and accept, we are not leading. We might be forcing our own expectations, but not leading.

As leaders we must be careful to bring our people along. Like a military organization, we must train and equip our people until they are ready for battle (change). Because we have thought it through or discussed it with our inner circle does not mean our congregation is ready. As an athlete prepares for years to compete at rising levels, we must put in our time bringing along those who are inexperienced in the nuances of moving our organization forward.

People will follow a leader into battles unknown. Unfortunately, many leaders leave their constituents in the dark. What changes need to take place in your life to become more of a leader and less springboarder?

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