Shallow

Tampa Bay is the Largest Bay in the state of Florida and one of the largest in the United states of America. It is huge when you look at the numbers… 2,200 square miles of hustle and bustle. It’s Huge. It’s impressive… It seems healthy… You see people and ships coming and going… It’s Busy. To the casual observer it would seem that this bay is the epitome of what a bay should be. However…

The dark secret about Tampa Bay is that the Bay is very shallow. It averages only 12’ deep which hinders deeper, heavier content from entering its Harbors.

Now think about that as a church planter. How many of your peers are shooting for big, busy and beautiful and because of that are shallow and unhealthy?

Have you pondered the question: What’s better, shallow and explosive or deep and healthy? As you aim for “heavier content” and health as a church planter, ask Father to honor that commitment to go deep. He will bless you for that conviction and your church plant may just become a port that the heavy laiden can enter and lay those burdens down.

Here is a video I filmed on location in Tampa Bay

Peoplemover

Growing up in Southern California, I have very fond memories of the many summers spent at Disneyland. One of the old school rides, that is still there today, is called the Peoplemover. Its job was to move people on a slow paced journey around the second-floor observation areas of all the rides in Tomorrowland.

These memories remind me that at the end of the day, leaders have much the same responsibility as the Peoplemover at Disneyland. In fact, leaders are peoplemovers and our future is Tomorrowland. We have the responsibility to bring people to higher levels of personal skill-set and introduce them to the future of what they can be, and how their role fits into the big picture of what the organization can be with them as a vital part of the whole.

So let’s make this practical…
There are many ways that a leader must move their people to proficiency, but I want to discuss four of them with you here.

The First: Moving your direct reports from Low Awareness to High Awareness. What is the big picture for your organization? How do they fit into the big picture? How aware are they of the importance of their role. As the leader, you need far more than mindless drones in your organizations and if that is how they are currently operating you’ve no one to blame but yourself.

The Second: Moving your people from Rigidity to Flexibility. As the most valuable assets in your organization, your people need to be flexible. Mid-level managers or direct reports that are inflexible serve as a hard stop for the forward momentum of your organization. Building flexibility allows quick change and retargeting during shifts that would otherwise cripple your momentum.

The Third: You need to move your people from Adequacy to Expertise. Inside many of your best people is a creative monster itching to break free but you allow them to continue in the status quo without challenging them to think or act differently. What new seasons of growth are you missing because the environment that you have created is not conducive to ongoing learning and growth?

And Finally: You need to move your people from Isolation to the Dynamics of Team and the feeling of worth found in an organizational family. Forcing, or even allowing, your people to work isolated from the team is detrimental. Iron sharpens Iron and ideas incubate as organizational relationships are built. Not to mention the attitudes, health, and longevity of your people will be greatly increased. And that, is always a benefit to the organization.

Be a peoplemover.

Oh, and next time you are at Disneyland, make sure you ride the ride, it’s not a roller coaster, but it is a unique way to see Tomorrowland.

Here’s a quick video I shot in the Concierge Lounge at the Renaissance Hotel in Long Beach California.