{"id":41233,"date":"2025-03-14T20:08:57","date_gmt":"2025-03-15T03:08:57","guid":{"rendered":"https:\/\/blogs.georgefox.edu\/dlgp\/?p=41233"},"modified":"2025-03-14T20:08:57","modified_gmt":"2025-03-15T03:08:57","slug":"i-miss-my-first-team","status":"publish","type":"post","link":"https:\/\/blogs.georgefox.edu\/dlgp\/i-miss-my-first-team\/","title":{"rendered":"I miss my first team!"},"content":{"rendered":"

Simon P. Walker’s concept of undefended leadership highlights how authentic leaders foster growth in others, even when self-doubt arises. My experience playing soccer in seminary serves as an excellent example of this. When I first joined the team, I was eager to play with my fellow seminarians and test my skills. Even though I knew I wasn\u2019t the best player, I wanted to have fun and score some goals. The captain of my team embodied what Walker describes as an\u00a0undefended leader<\/em>. He didn\u2019t try to control or pressure me; instead, he led with encouragement, even though I wasn\u2019t performing at my best. He consistently reminded me that I was a talented player and believed my presence made the team significantly better. Even when my performance waned, he uplifted me, expressing admiration for my contributions. Thanks to his encouragement, my teammates began to reflect his positive attitude, and the entire team became a space where I felt appreciated and supported. That belief in me boosted my confidence, and before I realized it, I was scoring some impressive goals that I never imagined I could achieve!<\/p>\n

Walker shares in\u00a0\u201cLeading out of Who You Are\u201d<\/em>\u00a0that true leadership isn\u2019t about outward appearances\u2014it\u2019s about character. He writes, “Character is not what you show the world; it is what remains when all else is stripped away.”\u00b9 My captain embodied this by prioritizing teamwork and growth over perfection. Even when I made mistakes, he focused on my dedication rather than my failures. His leadership style strengthened Walker\u2019s belief that leaders assist others in building resilience and confidence. His encouragement swept through the team like wildfire, creating an atmosphere of support. This aligns perfectly with what Walker writes: “Leadership is not taken; it is given by those who trust us.”\u00b2 Thanks to that trust, I believed in myself more and discovered potential I never knew I had.<\/p>\n

Because of how well I was doing, a team of Slavic players noticed me and wanted for me to join them next season. I agreed to join them and was looking for a great season. When next season arrived, my experience with the Slavic team was a completely different experience. Their leadership was the opposite\u2014it was what Walker would call\u00a0defended leadership<\/em>. They had high expectations, but rather than creating a supportive environment, they depended on fear and criticism. Every time I made a mistake, I felt belittled, and my confidence took a hit. Unlike my former captain, who fostered trust and motivation, this team\u2019s leadership emphasized control and results, ultimately affecting my performance negatively. Walker articulates this well by stating, “The paradox of leadership is that the more we attempt to safeguard ourselves, the less able we become to lead others.”\u00b3 The leaders of my new team were more focused on protecting their egos than on empowering their players, and it was evident.<\/p>\n

Walker\u2019s insights on leadership and identity resonated deeply with this experience. He states, “Until we are at peace with who we are, we will always lead from a place of insecurity.”\u2074 My first captain radiated confidence and self-assurance, allowing him to lead with encouragement. In contrast, the leaders of the second team seemed to operate from a position of insecurity, using pressure and negativity rather than inspiration. Walker emphasizes that insecure leaders transmit their fears onto those they lead, which is exactly what I experienced. The hostile environment made me regret leaving my former team and underscored just how significantly leadership influences a team\u2019s morale and performance.<\/p>\n

Reflecting on my experience, it perfectly illustrates Walker\u2019s main point in\u00a0The Future of Leadership: the best leaders don\u2019t hoard power\u2014they build trust and uplift others. He writes, “The leaders of tomorrow will not be those who wield power, but those who cultivate trust and give power away.”\u2075 My first captain did just that by creating an environment where I could grow and succeed. The leaders of my second team attempted to lead through fear, which resulted in the opposite effect. This reminds me of what Jesus teaches about leadership in Mark 9:35: “Anyone who wants to be first must be the very last, and the servant of all.” True leadership is not about domination; it is about serving others. 2 Timothy 2:24-25 also echoes this, stating that “the Lord\u2019s servant must not be quarrelsome but must be kind to everyone, able to teach, not resentful. Opponents must be gently instructed.” My first captain embodied this type of leadership, and consequently, his team flourished. In contrast, my second team, which relied on fear, ultimately failed. This entire experience showed me that\u00a0undefended leadership\u00a0is what truly brings out the best in people.<\/p>\n

Footnotes<\/strong>
\u00b9 Walker, Simon P.\u00a0Leading Out of Who You Are<\/em>, Piquant Editions, 2007, p. 37.
\u00b2 Walker,\u00a0Leading Out of Who You Are<\/em>, p. 63.
\u00b3 Walker,\u00a0Leading Out of Who You Are<\/em>, p. 51.
\u2074 Walker,\u00a0Leading Out of Who You Are<\/em>, p. 78.
\u2075 Walker,\u00a0Leading Out of Who You Are<\/em>, p. 138.<\/p>\n","protected":false},"excerpt":{"rendered":"

Simon P. Walker’s concept of undefended leadership highlights how authentic leaders foster growth in others, even when self-doubt arises. My experience playing soccer in seminary serves as an excellent example of this. When I first joined the team, I was eager to play with my fellow seminarians and test my skills. Even though I knew […]<\/p>\n","protected":false},"author":226,"featured_media":0,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"categories":[1],"tags":[],"class_list":["post-41233","post","type-post","status-publish","format-standard","hentry","category-uncategorized","cohort-dlgp04"],"acf":[],"_links":{"self":[{"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/posts\/41233","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/users\/226"}],"replies":[{"embeddable":true,"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/comments?post=41233"}],"version-history":[{"count":1,"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/posts\/41233\/revisions"}],"predecessor-version":[{"id":41234,"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/posts\/41233\/revisions\/41234"}],"wp:attachment":[{"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/media?parent=41233"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/categories?post=41233"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/tags?post=41233"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}