Six Conversations Leaders Need to Have

You interact with your staff everyday, you pass them in the halls, you pop into their office or even go to lunch together on occasion.  But how intentional are those interactions?  Intentional interactions with those we lead create development opportunities that increase their leadership productivity.  But too often leaders neglect meeting with the individuals on their team because they dont know what to talk about.  So  here are six conversations you need to have with the individuals on your team.  I’ll write more on each of these later but for now here is the concept and one question each to get the conversation started.

  1. The Strengths Conversation.  What are your strengths and what percentage of your time do you feel you operate in your strengths?
  2. The Passion Conversation.  What are you most passionate about in your role and how are you using that to inspire others performance?
  3. The Goals Conversation.  What are your goals for the next six months and what style of leadership do you need me to provide for you with each of these goals?  (Directive, Coaching, Supporting, Delegation)
  4. The Personal Development Conversation.  What areas do you feel you need to grow in professionally and how can I help?
  5. The Soul Care Conversation.  What are the most recent things God is doing in your life?
  6. The Succession Conversation.  Who are you developing to take your place?

What conversation do you need to have with the individuals on your team this week?

Who are Your Top 10%

I was doodling on a legal pad on a flight back from Chicago recently when I found myself drawing out our organizational structure (yeah, I know most people doodle stick men…I doodle org charts).  As I was looking at the structure and the names in those boxes a flood of questions hit me.

  • How old are the top 10% of the leaders in our organization?
  • How many of the 10% are over 40 years of age?
  • Who are the 40+ somethings raising up in leadership?
  • How many Next Gen’s are the top 10% investing in?
  • If the top 10% suddenly disappeared who would be in charge?
  • Who will be the decision makers in our organization in the next 10 years?
  • What leadership opportunities are we giving Next Gen leaders in our organization?

For us it was good news bad news.  We have 73% of our top 10% who are over 40 years old.  This is probably pretty typical, but it made us ask what are we doing to bring Next Gen leaders to the decision making table?  Around 50% of our top 10% are mentoring Next Gen leaders.  Hey, that is not too bad, but now that we are aware we can do better.  So we gave a charge to our entire management team to get involved in mentoring at least one Next Gen leader this year.  This exercise made us look a little closer at the Next Gen leaders that are out there.  We made a list and have actively started giving them some stretch assignments.  In addition we started a Training the Trainer program to improve the mentoring process here at Seacoast.


Give this a try with your team.

1.  Make copies of your organizational chart.

2.  Get your team together, read and discuss 2 Timothy 2:2

3.  Next take a look at your top 10% (by the way the top 10% do not have to be on staff) and ask yourself the questions listed above.  What are your observations?

4.  Work together as a team and write out your next steps.

Share your ideas and insights with me, I’d love to hear what your thinking.