Sonic, the Hedgehog
Reading Jim Collins’ best-seller, Good to Great: Why Some Companies Make the Leap and Others Don’t, sent me down the path of memory lane. I have never worked in the business or secular world (unless you count those summer jobs at golf courses and hotels!). My work has centered in ministry and non-profits. I started my professional ministry life at a small, two-hundred year old Quaker church in the foothills of North Carolina. From there, I moved to a medium-sized Presbyterian Church in a ritzy suburb of Houston. From there, I served at a medium-sized United Methodist Church in a quaint suburb of Washington, DC. All of these places had one thing in common – they did not have Level 5 leadership.
Why do I say this so frankly? Now, at First United Methodist Church, I am serving with a Level 5 Leader.
How do I know he is a Level 5 Leader? After working with him for a little over one year, I can confidently say he possesses these qualities:
- Good to Great and the Social Sectors: Why Business Thinking is Not the Answer describes a Level 5 executive as one who, “builds enduring greatness through a paradoxical blend of personal humility and professional will.”[1] Level 5 leaders make a difference. With the combination of a humble heart and a strong work ethic, he leads our large staff to pursue greatness.[2] Based on Collins’ assessment, I may have worked with competent managers, or even effective leaders, but this man brings leadership to a new level.
- The staff on which I currently serve is roughly the same size as the entire congregation of the first church I served. Just recently, two staff members left due to their spouses transferring jobs. The first meetings to take place were not to revise and update job descriptions, but instead the senior pastor led the staff-parish relation committee in compiling a list of qualities and characteristics desired in the people hired to fill the positions. Collins urges leaders to find the right people and then figure out where to go. What if, however, the personnel team hires a great person, and he excels. Would it not be natural to continue to pile responsibilities on that person knowing he will always accomplish the task at hand? It seems that the organization’s leadership need to guard against over-loading and over-working those who are excelling so as not to create burn-out or exhaustion!
- He’s a hedgehog. The man can say “no thank you” to opportunities that fail the Hedgehog Concept. For example, in the 10-year vision (Vision 2022), focuses for our church in one of four areas – discipleship, missions, small groups, and leadership. These are the areas he is passionate about, and that passion as trickled down into our staff. The goal is to learn from the very best and be the very best in these areas…by 2022!
- The man is a planner. Yearly he gathers the staff for a retreat week to list objectives and goals for the year.[3] Those lists are displayed in writing and evaluated quarterly. This creates the culture of discipline to keep each of us focused.
- As for technology, he stands in front of a television audience each week to deliver a sermon to those who are unable to attend. Mid-week, he hosts his own webcast, answering personal leadership questions with thoughtful, candid answers. He calls his personal mission field the downtown business leaders, and the link to the webcast goes straight to their inboxes.
- I have only been in the senior pastor’s office twice. Today when I walked by to say farewell for a month, I noticed two red books sitting on the corner of his desk: Good to Great and the Social Sectors: Why Business Thinking is Not the Answer and Good to Great: Why Some Companies Make the Leap…and Others Don’t. Two years ago, he required the church staff and the ministry team leaders to read these books as a large group. Continuing education and team work are priorities for him as he moves FUMC from good to great.
At the end of this week and these two great books, what is the take away? I thought about writing how Jesus was a perfect example of a Level 5 Leader, but I figured my cohort mates, Deve or Mitch, would have that question well answered! In the end I was left with the question of practical application, “How do we morph ourselves into Level 5 Leaders?” The answer is in this list:
- Develop humility
- Ask for help
- Take responsibility for mistakes and failings
- Cultivate discipline
- Find the right people and empower them to reach their potential
- Lead with passion.
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[1] Jim Collins, Good to Great and the Social Sectors: Why Business Thinking is Not the Answer (New York: Harper Collins, 2005), Loc. 162.
[2] Jim Collins, Good to Great: Why Some Companies Make the Leap…and Others Don’t (New York: Harper Collins, 2001), Loc. 107.
[3] Ibid., Loc. 361.
About the Author
Ashley Goad
Ashley is the Global Missions Pastor at First United Methodist Church in Shreveport, Louisiana. She's a UNC fanatic, Haiti Enthusiast, Clean Water Activist, Solar Power Supporter... www.firstserves.org www.solarunderthesun.org www.livingwatersfortheworld.org8 responses to “Sonic, the Hedgehog”
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Ha! Ashley! I certainly believe that Jesus was a true level 5 leader but my post took a rather odd personal turn this time and I just ran with it.
Unfortunately, level 5 leaders are hard to find in the ministry world. I too went through many other type of leaders that were definitely not level 5, nor even close to level 5. I am, along with you, currently now serving with a level 5 leader. Just today in our all day executive team meeting our president expressed, with tears in his eyes, his overwhelming gratitude for us and the opportunity he has to work with such great people. What joy it is to work with those that walk in humility and gratitude. I want to be a level 5 leader.
Mitch, I loved your post and how it took a personal turn! What a heartfelt story! I love the relationship you and your wife have! I want to be a level 5 leader, too!
Ashley …
As we were reading Collins this week I thought of the contrast and similarities MaryKate wrote of in “Making Room for Leadership.” One thing that resonates so strongly is the model of servant leadership, especially the focus upon others accompanied by a strong sense of healthy boundaries for self. You mentioned the discipline the Sr. Pastor models; there seemed to be a direct correlation to those on the staff. I was wondering how does an aspect of discipline (feel free to substitute responsibility, ownership or whatever is appropriate) extend to the congregation? Happy and safe flying!
Carol, I envy your memory and ability to make connections with our other readings! I think my mind must be a black hole and dump the information as quickly as it comes in 🙂 How does an aspect of discipline extend to the congregation? What a great question! One of the things that threw me for a loop when I came on board at FUMC was the concept of “horse trading!” I heard this mentioned at numerous staff meetings…the horse trading event in the fall…but never did I ask what in the world they were talking about! Every fall, the staff comes together for a retreat. At this time, all staff members leading a “ministry area” must bring forth the names of who they would like to serve on their committees (or ministry teams). (Before this meeting, members of the church complete a “stewardship” form and list and rank the areas they would most like to serve.) The idea is that if a church member appears on more than one list, or committee, the staff members discuss who would like them more, where their talents would be most useful, etc. It works out flawlessly every year, and the church members are not overcommitted. In my other church ministries, the same people do everything, and the senior pastor and church council simply will not allow that here. They are disciplined as leaders and that has trickled down into the membership. … I am learning so much by working with this congregation!
Thank you for the picture of the Sonic Hedgehog, I’m sitting in JFK, it’s 6:40 a.m. here but my body thinks its 3:40 still. Anyway – I saw cartoons and I thought that would be a nice stop.
Now, as for content. What a privilege it is to work alongside a leader and team that are trying to be great. And better yet, great for our Lord. Seriously, how awesome is that? And like business, it is uncommon. I also agree with Carol’s note of similarities to MK’s work – I ahd the same thoughts.
I like your thoughtfulness about how to cultivate Level 5 leadership in ourselves. Collins writes about that in the book at greater length (as opposed to the monograph). I’ll tell you my opinion: I think it can be nurtured and developed. But it requires a certain level of self awareness, and that commitment to humility. You need the strength to take responsibility for the difficulty. And you need to not need recognition so that recognition can be given to others when you all succeed. (We call those last two things ego strength in in the counseling world). Mostly, I think it really is a transformational-Jesus thing. When we submit to Christ, I think more of this can happen. But as long as we serve ourselves, we will be stuck.
See you in 2 days!!!!!
Julie, how in the world is your mind even awake! I’m thankful Sonic drew you in… He’s rather cute, isn’t he? 🙂
One of the privileges I have had over the last year, or even for most of my life, is being in the midst of great leaders. From my dad and his colleagues to this church staff filled with pastors who are dedicated men and women of God. I thought long and hard about the question, “Are there simply ‘born leaders’ or can you cultivate leadership?” Yes, there are clearly those born with the spiritual gift of leadership, but I do believe that others can develop and nurture, as you said, leadership skills. It will need constant awareness, accountability, and watering, just like a garden, but it can be done if the individual is committed.
Two days??!! Safe flying, friend!
Thanks for kind mention in your post, Ashley. Better still, it was very encouraging to hear someone share about their positive relationships within a church staff. Over many of the past several years, I have listened and witnessed destructive staff cultures that take the spirit away from people and worse yet, dampen their enthusiasm towards ministry. You have a great privilege, enjoy it, be blessed by it, even as you bless them in return.
Ashley,
Wow! Great post. I am jealous. I have never worked for a pastor like yours. The pastors I have worked for were generally egotistical knuckleheads, and they were a good part of the reason I left ministry. So I am thankful for your post since it gives me hope that there can be Christlike pastors out there.
Collins’ book was a good read; actually, I was shocked by his research. I believe this stuff. Collins has put his finger on something profound. But, I am a sceptic. Why? Well, if Collins’ terms become commonplace, they just might lose their power. I see lots of people talk about all the right things having to do with leadership, but I see so few actually doing it. It is as if when a person comes into a position of power, something goes haywire inside their brains and souls. This scares me. I have seen it too often. Perhaps this is the same reason many Christian leaders go nuts as well; they taste the power and it goes to their heads. They suddenly become God’s spokespersons. Personally, I do not agree with this. I thought Jesus was God’s spokesperson. Or am I the one who is whacky? All I know is that there is a need for real, Level-5-and-up leaders today. My hope is that our cohort would all be in that camp. We will see what happens. Thanks again for your post.