Winning as a Rising Leader AI transcript and summary - episode of podcast Craig Groeschel Leadership Podcast

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Episode: Winning as a Rising Leader

Author: Life.Church
Duration: 00:27:54

Episode Shownotes

Whether you’re stepping into a new role or facing a new leadership challenge, you need a plan for thriving as a leader in today’s world. In this episode, Craig shares the skills you’ll need to lead well in this next season. Watch video and download the leader guide: https://www.life.church/leadershippodcast/winning-as-a-rising-leader/

Summary

In this episode of the Craig Groeschel Leadership Podcast titled 'Winning as a Rising Leader', Craig Groeschel offers essential skills for Gen Z leaders entering the workforce. He discusses their strengths such as innovation and purpose over profit, while also addressing challenges like communication and resilience. Groeschel emphasizes the need for self-awareness, leveraging unique strengths, and adapting to organizational communication styles. With a you-focused leadership approach, he advocates understanding team members' values, building trust through a short-term plan, and fostering a supportive culture that prioritizes accountability and genuine care for team members.

Go to PodExtra AI's episode page (Winning as a Rising Leader) to play and view complete AI-processed content: summary, mindmap, topics, takeaways, transcript, keywords and highlights.

Full Transcript

00:00:00 Speaker_00
The reality is you do not want to be well-rounded. Well-rounded people are not highly successful people. You want to specialize. So if there's some weakness holding you back, you've got to develop it, even if you don't like it.

00:00:11 Speaker_00
But there are some things that you don't ever need to be good at. So don't try to develop all your weaknesses, just the ones that are holding you back, just the ones that are essential for your role. Hey, shout out to our leadership community.

00:00:25 Speaker_00
We're gonna dive into another episode of the Craig Rochelle Leadership Podcast. We are doing a series of episodes right now, dropping one a week, and I wanna talk about what you wanna talk about. I'm answering your questions.

00:00:38 Speaker_00
If you have questions at any time, comments, you wanna give feedback, you can email us at leadershipatlife.church. My goal is to give you the best value per minute of your podcast, so let's dive in.

00:00:50 Speaker_00
We're gonna answer questions today from some of our emerging leaders, some of the younger leaders in our leadership community. And Lizzie asks this question, Lizzie asks,

00:01:01 Speaker_00
What are your top pieces of advice for Gen Z leaders just entering the workplace? What advice do we have for Gen Z leaders entering the workplace? If you're not familiar with Gen Z, they were born between 1997 and 2012.

00:01:14 Speaker_00
So they're going to be somewhere between the ages of 12-ish. 27 or so and we're talking about those who are now entering the workforce. There's a bunch of them and they are important to us.

00:01:29 Speaker_00
So I don't want to over generalize my answers because all Gen Z leaders are different, but it's not uncommon for any generation to have some more generally common traits. And so we're gonna talk about some of those.

00:01:45 Speaker_00
As I said, as of this recording, we're talking about ages 12 or so to 27. And again, these are not absolute qualities when we talk about, but they're often true amongst the emerging leaders. So,

00:01:58 Speaker_00
If you are a Gen Z leader, you are generally more innovative and more creative in your thinking, which is great for organizations. You bring fresh perspective and can often be really creative at problem solving mindsets.

00:02:12 Speaker_00
Those who are my age, we're often kind of more systematic in the way we think, but you kind of look holistically and you come in with really great problem solving skills that are different from the way older leaders think.

00:02:26 Speaker_00
If you're a Gen Z leader, you generally believe that's a lot as possible, that you can be successful fast, that can be a great trait or it can be a downside. You've seen a lot of people go viral and become famous or blow up overnight.

00:02:41 Speaker_00
And so you tend to believe that you have the capacity to start a business, Be creative. You can be very entrepreneurial. A lot of Gen Z leaders are proactive. They're like, hey, we're gonna start a business. We're gonna have a t-shirt business.

00:02:54 Speaker_00
And they're 14 and they do it. We're gonna start a YouTube channel. And you do it. A lot of you are interested in freelancing. Some say kind of this is the generation that's perfected the side hustle or so. And so you bring a self-starter mindset

00:03:10 Speaker_00
Those are all good qualities. Also, you value purpose and impact. Many of you will value purpose over profit, and you wanna work that matters.

00:03:23 Speaker_00
I would say you wanna make sure you are profitable, just from someone who knows that you have to be profitable to continue doing work that matters. But nevertheless, you value purpose over profit.

00:03:33 Speaker_00
And more likely, you're gonna engage in roles as often as you can that align with your personal values. Those are really good things. Those are the strengths, and there are many. I'll talk about the areas to develop.

00:03:45 Speaker_00
And again, these are not for all 23-year-olds. Everyone's different, but these are common amongst the emerging generation. Many people would say, and I would agree, that a lot of Gen Z leaders lack what some people call the soft skills.

00:04:01 Speaker_00
For example, you grew up communicating and relating over devices. And so sometimes just interpersonal communication skills could be an area for development.

00:04:14 Speaker_00
Same with conflict resolution, that sometimes giving and receiving feedback is more difficult for science. It's difficult for every age, but it is very visibly different. Oftentimes in the younger generation, Gen Z can be

00:04:29 Speaker_00
overly sensitive to receiving feedback and sometimes conflict avoidant or not always handle difficult conversations well. For example, I've seen it many times. Someone says, hey, you can do that better.

00:04:41 Speaker_00
And like, screw this place, I'm out of here, they quit. And it's like, no, someone was actually trying to help you. And sometimes a young leader will take it personally and fall apart. Again, like I said earlier, you've seen influencers go viral.

00:04:55 Speaker_00
And so because you know someone can blow up, you have high expectations, which can be good, but at times a Gen Z leader will actually be less patient. And that can be kind of a limiting thing. And you might get frustrated whenever you feel limited.

00:05:12 Speaker_00
Like, you know, I've been stuck in this dead end job for four months. And the reality is that's kind of just life sometimes.

00:05:18 Speaker_00
If you find yourself seeking instant gratification, developing a little patience in your leadership development, patience in the process, we're gonna be patient in the process. That can be a good thing.

00:05:30 Speaker_00
We do see a lot of Gen Z leaders like other generations, but especially true to Gen Z facing work-life balance conflicts. Some struggle to be resilient, meaning like, A longer work week can be hard on some people.

00:05:47 Speaker_00
And there's a tendency, because of a lot of reasons, many reasons that are not the fault of Gen Z, but they're real. There's a tendency toward anxiety and burnout and just a sense of like, this is too much, I'm overwhelmed.

00:06:00 Speaker_00
And so that's something that we all need to work together on, helping you become more resilient, more tenacious, more durable. And I have studied this like crazy. And so I actually have compassion for it, a little more understanding why it's there.

00:06:15 Speaker_00
And there's not judgment. So those of you who are my age, the moment you speak down to kind of have a condemning, better than attitude, we're all gonna lose. We all have our areas to develop. And so some of those are areas that Jen needs to develop.

00:06:29 Speaker_00
Another thing I don't want to forget to mention is that some Gen Z leaders can be more resistant to traditional leadership structures. They may be uncomfortable with traditional hierarchies or authoritative management styles.

00:06:44 Speaker_00
I may not prefer them, but sometimes you're going to work in an environment where those things are there. And so you might need to get a little more tolerant or adapt to some situations that may be different than your expectations.

00:06:56 Speaker_00
So the question was, and I spent a long time getting to the answer, but what advice do you have for Gen Z?

00:07:03 Speaker_00
And I always say this, my advice is honestly similar to any other generation in leadership, but I'd say since you're emerging, I'm gonna give it to you this way, three things. One is fight for authentic and unfiltered self-awareness.

00:07:17 Speaker_00
Number two, you're gonna wanna leverage your unique strengths that you have both generationally and personally, and then develop the weaknesses that are holding you back.

00:07:25 Speaker_00
Again, this would be my advice to pretty much everyone, but let's start with the first one. I wanna encourage you, you're a 21-year-old leader in your first job, you're a 27-year-old, you're two years into a career.

00:07:37 Speaker_00
Fight for authentic, unfiltered self-awareness. And the reason I say this is, and this is true for everybody, But it's especially true when you're starting out, is you don't know what you don't know, like you really don't.

00:07:50 Speaker_00
And I cannot overstate how important it is to understand this, and it is true for every single one of us. In my 20s and my, I look back when I'm 35, what I thought was true, or I thought I knew so much, and I go, I had no idea.

00:08:05 Speaker_00
so much that I hadn't been exposed to that you do not know what you don't know. And so when I say fight for self-awareness, you have to fight for it. You have to welcome feedback.

00:08:16 Speaker_00
The moment you push it away, people are gonna be hesitant to give it to you again. You have to listen to feedback, you have to seek feedback.

00:08:24 Speaker_00
The natural reaction is if someone says, you could do this better, you're not doing a great job, does it get your feelings hurt? Try not to. When someone says, you could do this better, say, thank you, tell me more.

00:08:33 Speaker_00
Because that's really the only way you learn what you don't know. And the reality is you can't fix something if you don't know it's broken. And there are parts of all of us that are broken, and so you wanna work for that. Ask for feedback, listen.

00:08:46 Speaker_00
When someone tells you something, ask for clarifying feedback. You might say, well, can you give me an example of when I didn't do it right? Or can you give me an example of someone who did it this way?

00:08:55 Speaker_00
And so you're really trying to clarify and drive into it. And it's so important because if you're not open to feedback, you're not open to growth. If you're not open to feedback, you're gonna be limited in your growth.

00:09:07 Speaker_00
And again, I wanna say, watch for wherever you push back the most. When someone says, hey, you know, you're not doing this or you could do this better. And you're like, no, that's wrong.

00:09:16 Speaker_00
Watch for you push back the most because where you push back the most often reveals where you have the most to learn. Wherever we get like violently resistant to a suggestion, it often shows some area a blind spot, something that we haven't developed.

00:09:33 Speaker_00
So we're going to like help me grow, tell me what I need to tell me what I don't know. And we're going to seek to really get an understanding of who we are, where we are, and where we need to go as a leader.

00:09:45 Speaker_00
Second thing you're going to want to do is leverage your unique strengths. And you're gonna have like unique personal strengths, and then you're also gonna have more unique generational strengths.

00:09:56 Speaker_00
So both, you know, you're wired different than other 23-year-olds, that's personal, and then there's generational strengths. So kind of think about both those.

00:10:05 Speaker_00
I often meet with younger leaders because they are so important to our mission, like ridiculously important. Meaning, if we're not pushing younger in the church, we're just getting older and dying out.

00:10:15 Speaker_00
And so I'll meet with younger leaders because they matter so much in our organization. So to those of you that are older, if you don't see the value of those that are younger, you're missing out.

00:10:25 Speaker_00
So I meet with younger leaders and I ask them questions like, what do you see that I don't see in our church? Because they have a whole different mindset. They see things I don't see.

00:10:35 Speaker_00
I'll ask them like, what advice do you have for me to be more effective reaching your friends? And then they'll tell me things like I never thought of before. I'll ask them like, what questions are you asking

00:10:46 Speaker_00
that I'm not answering, I'm not talking about. Or what question am I not asking that I should be asking? So what I wanna do is I wanna, I know we have a younger generation that has unique strengths. I wanna tap into it.

00:10:57 Speaker_00
And I want you to know, if you're a younger person, you bring valuable insight, like valuable insight. We want, We want a variety of people at the table. We want different genders. We want different ages. We want different perspectives.

00:11:10 Speaker_00
We want different mindsets. And your younger mindset is very, very, very important and essential for almost every type of organization. I know how my peers think, but I need wisdom from the emerging generation.

00:11:23 Speaker_00
Then what you wanna do is so you're gonna kind of understand where you are and you want a real understanding, and then you wanna leverage your strengths, both your personal ones, meaning like you're really good with numbers, like you're really good with people, like you're really good programming, you're a really good singer, whatever it is, you're gonna leverage those strengths.

00:11:38 Speaker_00
Or generationally, you're coming in with a different mindset, you're more creative, you understand how to use AI, and you can program your mom's phone, and she can't, whatever it is. You're gonna bring your unique strengths, and then,

00:11:52 Speaker_00
You're gonna wanna develop the weaknesses that are holding you back. This is important. You're not gonna develop all your weaknesses. There are some weaknesses you're just gonna live with.

00:12:01 Speaker_00
There are some things you're not good at, you don't have to be good at, you're never gonna be good at. Don't develop all of your weaknesses. The reality is you do not wanna be well-rounded. Well-rounded people are not highly successful people.

00:12:11 Speaker_00
You wanna specialize. So if there's some weakness holding you back, you gotta develop it, even if you don't like it. but there's some things that you don't ever need to be good at.

00:12:21 Speaker_00
So don't try to develop all your weaknesses, just the ones that are holding you back, just the ones that are essential for your role.

00:12:27 Speaker_00
There are some people that are Gen Z on our team that here's what I've noticed is they really need to develop the weakness because they don't understand organizational communication.

00:12:39 Speaker_00
For example, my kids, most of them are in ministry or their spouses are in ministry.

00:12:46 Speaker_00
And when my kids came on at the age of 20, whatever, they didn't really care about email because in the homeschool world, that wasn't a big thing and they didn't know email. Well, on our team, a lot of communication takes place on email, a true story.

00:13:01 Speaker_00
We had a younger staff member, Gen Z, that got on the team. They emailed him some information he had to fill out, didn't fill it out. They emailed him again, he didn't fill it out. Emailed him again. Emailed and copied his supervisor, teamed him.

00:13:18 Speaker_00
He never responded. They finally discovered the young person on the team had 645 unopened emails because he said he didn't know he needed to check email. He didn't know. And the bottom line is like, you don't know what you don't know.

00:13:32 Speaker_00
And someone older may laugh, well, that's stupid. Well, we all don't know what we don't know. And then I've heard other people say, well, I don't like email. And I kind of just like say, if your organization uses email, it doesn't matter what you like.

00:13:43 Speaker_00
Like you literally have to adapt to whatever style of communication your organization is. And there will be things about every organization, every style of work that you don't like, that's a part of it.

00:13:54 Speaker_00
My broad piece of advice, and I'm gonna say this and some of you won't like it, but it's really special that you wanna do work that matters, that's important. But sometimes you just have to do work. I mean, you do.

00:14:11 Speaker_00
Like, I wanna do something that makes a difference. Well, when you can, you do, but you can't always do that. Well, I wanna, this doesn't align with my passions.

00:14:20 Speaker_00
Yeah, you hope it does, but the bottom line is it doesn't matter what you do, even if it aligns with your passions, there's gonna be 80% of your job that's just mundane, like stuff that you don't enjoy.

00:14:33 Speaker_00
And I've seen, sadly, some young leaders just quit with nothing else to do because, well, it didn't align with my passions. Yeah, ultimately, hopefully your passions and your work can align, but sometimes your work is just your work.

00:14:47 Speaker_00
I mean, like you just gotta get in there and you gotta get it done. And I found that we often grow by doing things that we don't enjoy. And I just wanna say that a big percentage of whatever job you have, you will not enjoy. That is a part of life.

00:15:02 Speaker_00
You will never find the perfect job ever, ever, ever, ever, ever. And sometimes you just put your roots down and you learn to like it. And then you start to learn to like the people around you, the teamwork, the mission.

00:15:13 Speaker_00
And then what you're creating together matters so much more than the little parts that you don't like. I will say to the younger leaders that sometimes you feel nervous being younger. Like, you know, I'm 23 and I'm working with a,

00:15:26 Speaker_00
like a really old person, like a 48-year-old, right? And what I wanna say is that 48-year-old wants to be liked too, like they genuinely do.

00:15:36 Speaker_00
And what's interesting, just for you to know, is that 48-year-old may feel a little bit insecure around you because you're young and you're cool and you've got the TikTok, and they don't understand. They're like going, I don't know what to say.

00:15:49 Speaker_00
I don't know what a TikTok is. And so they feel more vulnerable. Everybody wants to be liked. Everybody wants to be needed. Everybody matters.

00:15:59 Speaker_00
And so if you come in there and realize that they want you to like them just as much as you want them to like you, you can actually really get close to people.

00:16:10 Speaker_00
And it's really powerful when different generations complement each other, learn from each other. They're all necessary in a viable, strong organization. What I wanna say to you is like, you're valuable. You really are.

00:16:24 Speaker_00
If you're a Gen Z leader, you're valuable. And I tell our leaders all the time, our young leaders, you are not the leaders of the future. You are the leaders of today. You have a lot to offer and you don't know it all.

00:16:34 Speaker_00
And so show up, work hard, have a good attitude, add value, be yourself, bring your best. And I always say, people would rather follow a leader who's always real than always right. Let's talk about Matthew's question.

00:16:47 Speaker_00
Matthew asked this, what advice would you give to those who've been in the workplace for a while, but are new to a senior leadership position? So congratulations if you got promoted.

00:16:59 Speaker_00
I'm gonna tell you this, that if you got promoted, there are some people on your team that are excited you're in your role, and some are skeptical. There might even be one or two that are disappointed that they didn't get the promotion you got.

00:17:11 Speaker_00
And so there's a lot of emotion when someone new steps into a role. Everyone is interested and they're curious. Harvard Business Review has an article by David Sluis and he asked people, what do you wanna hear from a new boss?

00:17:24 Speaker_00
So let's say you're promoted, now you're over your department. What do people wanna hear? The survey revealed two clear categories, one that he called warriors, and another one he called warriors. What's the difference between warriors and warriors?

00:17:37 Speaker_00
Warriors, they evaluate your knowledge, your competencies, and your experience. They're looking at it going, can we fight with this person? Are they worthy to be in battle? Do they have the skill? Are they competitive? Do I trust them, the warriors?

00:17:52 Speaker_00
Then there's the warriors. And the warriors, they're like, how's this gonna go? How's it gonna impact me? Are you safe as a leader?

00:18:00 Speaker_00
And so when you step into a new leadership role, you wanna kind of develop a little bit of a pitch that you're gonna say over and over and over again, you're gonna say it in meetings, and you're gonna tell them why the mission matters, why the people matter, why you took this, and at the lead of everything you say,

00:18:19 Speaker_00
Most leaders wanna start by talking about themselves, but you're not gonna do that. Why? Because you're a better leader. You're gonna start with a you, Y-O-U, a you-focused approach to your leadership. You're gonna do a little pitch.

00:18:32 Speaker_00
You're gonna talk to people, you're gonna be in a meeting, the first time they're gonna see you in that role, and you're gonna do a you-focused pitch. And I suggest you go something like this. You're gonna start and say, hey, welcome.

00:18:43 Speaker_00
Hey, I'm guessing all of you may be a little nervous about the new guy or the new gal, right? You've got lots of questions and you're wondering how is this gonna impact you now that I'm in the role?

00:18:53 Speaker_00
Well, we got a lot to learn, and so I want to start by getting to know you. I want to find out more about what you value. I'm going to tell you a little bit about me, and I'm going to share my 30-day plan with you, okay?

00:19:03 Speaker_00
So let me just slow that down for a minute, and what are you going to do? You're going to start, and you're going to acknowledge they got a new boss, and they're going, how in the world is this going to impact me? Is my new boss competent?

00:19:13 Speaker_00
Is my new boss safe? And so you're going to come in and say something like, hey, you're probably a little uncomfortable or you might be curious or get lots of questions. How's it going to impact you? You're leading with a you focus.

00:19:25 Speaker_00
And then you're going to go, well, no, let me tell you about me. No, I want to get to know you. and I wanna give you the chance to hear a little bit of my story.

00:19:33 Speaker_00
But you start with them, and then you're gonna say something like, and here's the seven-day plan, the 30-day plan, or whatever. You're not gonna come and say, here's our five-year goal, and here's how everything's gonna change.

00:19:42 Speaker_00
What you're gonna do is you're gonna present a little plan, and it's gonna be short and loose, but you wanna have some sort of a plan. 30 day plan, seven day plan.

00:19:52 Speaker_00
It's a short term plan and you're not over promising because you don't really know that much. But what you are doing is you're communicating, we've got some direction and you're starting to build trust.

00:20:03 Speaker_00
Your plan might just be, I'm gonna interview everybody and find out where they are. Your plan might be to meet with the person who's before you, to meet with your supervisors. Your plan might be to go and investigate the culture, whatever it is.

00:20:17 Speaker_00
It's just a real loose, hey, here's the first few things we're gonna do together. And remember, you're talking to two groups. You got warriors and you got warriors, and you're helping them see both that you are competent and you're easing their fears.

00:20:30 Speaker_00
You're doing it at the same time. And before you formulate a strategy, Don't come in thinking you know a lot. You wanna come in and observe and listen and assimilate everything.

00:20:42 Speaker_00
Then I'm gonna give you a real short masterclass on the basics of leadership. I'd normally add maybe two things to this, but I'm gonna keep it real simple. You're gonna lead with the basics. You're new to a role, and what are you gonna do?

00:20:53 Speaker_00
You're gonna think vision, values, people, culture, systems, and accountability. You're gonna walk in, you're gonna think vision and values. You're gonna think people, leaders, who's in the role. You're gonna think culture. You're gonna think systems.

00:21:04 Speaker_00
You're gonna think accountability. You're gonna think vision, because where there is no vision, the people perish. Every organization ends up somewhere. If you end up somewhere on purpose, we're gonna end up somewhere on purpose. Here's the vision.

00:21:15 Speaker_00
where we're going. You're gonna think values, why? Because what you value determines how you behave, what you believe determines what you do. What are our cultural values? You're gonna think people, why?

00:21:27 Speaker_00
Because the potential of your organization rests on the strength of its people. Do you have the right people in the right seats on the bus?

00:21:32 Speaker_00
The people matter, the people matter, the people matter, the people create the culture, the system, the accountability. So your people, people, people, vision, values, people, culture. Someone said, culture eats strategy for breakfast, okay?

00:21:44 Speaker_00
Culture, when you have the right culture, it corrects the wrong behaviors. When you have the wrong correctors, anything goes. And so we're gonna create the culture, the parameters that are built on the values. You're gonna create the right systems.

00:21:57 Speaker_00
A system is how we accomplish the what. That's what it is, how we accomplish the what. To quote James Clear, you don't rise to the level of your goals, You fall to the level of your systems. And then you're gonna have accountability.

00:22:11 Speaker_00
That's who does what and by when. Accountability closes the gap between intentions and actions. You got vision, values, people, culture, systems, and accountability. And that's how you lead.

00:22:22 Speaker_00
You're new, you're getting to know people, you have a you-focused attitude, and you're focused on the basics. And that's how you approach a new job. Let's do one more. Adam asked this question.

00:22:34 Speaker_00
He said, in your interview with Sint Marshall, if you missed that episode, Sint is the CEO of the Dallas Mavericks. You can pick it up on episode 136.

00:22:42 Speaker_00
When you interviewed Sint, Adam said, she noted that her first step in a new role was to interview every employee. Can you share what questions you would ask in that same situation? I like this. Sint is brilliant.

00:22:59 Speaker_00
She was successful at AT&T and rose to high leadership. And she would come in anytime she's in a new role and go on a Q&A tour. And she would start with saying, tell me your story.

00:23:12 Speaker_00
And people would say, I started working here four years ago in the such and such department. She says, no, no, no, no, no, no, not your work story. Like, are you a person? Tell me your story. Where were you born? Tell me about your childhood.

00:23:23 Speaker_00
And she got to know the people and heard their stories. Super, super important. We put together 20 questions you can ask on a tour like this. For the sake of time, I'm gonna give you five. If you want all 20, we will put that in the Leader Guide.

00:23:39 Speaker_00
Go to life.church slash Leadership Podcast. If you don't subscribe to the Leader Guide, we'll send that to you. I'll give you five, and I want you to see why we're asking this type of questions, not the normal questions. I would ask something like this.

00:23:51 Speaker_00
Hey, what's something unique about you that most people don't know that shaped you to become who you are? We're hearing their story. What have they overcome? What shaped you? What made you who you are?

00:24:03 Speaker_00
And they might talk about, I was an alcoholic, or my mom and dad got divorced, or I was broke when I was a kid or whatever, and they're gonna open up to you. Number two, I'd ask, what's something you're most proud of that you've done in the last year?

00:24:18 Speaker_00
But what are you doing there? You're helping them tell you what you value, what they value. Like, this is something I'm proud of. And they might say that my kid did something or another, or that I made it to 10 years of marriage, or whatever.

00:24:32 Speaker_00
It might be a work accomplishment that I did this project. But you're tapping into what matters to them. Number three, I'd ask this. What's the best compliment you've ever received at work?

00:24:41 Speaker_00
Now, what you're doing there is you're finding out what's really important to them. Someone said, you're always on time. Okay, they value timeliness. You're the most encouraging person. Okay, they value encouragement.

00:24:52 Speaker_00
So what you're doing is you're finding out what's important to them, and then when you wanna compliment them, you might compliment them in the spirit of what they said, if it's true, but that's really important, you're learning about them.

00:25:04 Speaker_00
Number four, ask what's something that your previous boss never asked you that you wish he or she had asked you? It's a real wide open question that gives them plenty of room to really say kind of whatever was on their heart.

00:25:17 Speaker_00
And they'll tell you the question, then of course you ask it to them. And that's getting into the really intimate, more important things that can help you lead well. And then you might ask this, what's the best way for me to earn your trust?

00:25:31 Speaker_00
And then again, you're gonna see what's really important to them, and they're gonna open up, and they will know that you genuinely care about them. If you want the whole list of questions, go to life.church slash leadership podcast.

00:25:42 Speaker_00
We'll send you the whole list. And these are great questions. Don't ask them all. Make them your own. Be sincere, be genuine, and you can make a difference. I'm gonna say this before we wrap up, and then I'm gonna wrap up.

00:25:55 Speaker_00
We wanna give away some books, and a book that I read that was really helpful to the emerging generation is called, The Anxious Generation, by Jonathan Haidt. It helps,

00:26:08 Speaker_00
helped me understand why the emerging generation battles with anxiety, tension, and such. It's great for parents and it's great for those who are leading the next generation.

00:26:20 Speaker_00
At this point, I wanna say to those of you that are leading, no matter what, you wanna show value to the people that you lead. You do this because you care about them.

00:26:30 Speaker_00
And when you start with a youth-focused attitude, that's one of the reasons I want to give you a chance to win the book. If you want to win one of the copies, go to YouTube and type in, I don't want to be anxious. Let's do that.

00:26:44 Speaker_00
I don't want to be anxious. We'll draw five winners. And then whenever you're leading at any age, you're young in leadership, you're leading the younger generation, Again, what you want to do is you want to say, I genuinely care about you.

00:26:56 Speaker_00
Why is this so important? Because we see so many leaders try to help you see that they're important. Like, look at me, look how good I am. I'm a good leader, right?

00:27:03 Speaker_00
Many leaders try to help you see that they're important, but the best leaders try to help you see that you are important. And I want to say that to you. You are important. God made you in a very unique way. Embrace your extremes. Step into them.

00:27:16 Speaker_00
Be the unique you that you were created to be, and you can make a big difference. If you haven't rated or reviewed the content, please do that. Hit subscribe, share on social media. Please do that. Like I'm asking you, please do it.

00:27:27 Speaker_00
It'd make a big difference to me. And then I'm gonna work hard to bring you new content, different content that speaks directly to your leadership, because what you do matters. You matter. You have greatness in you.

00:27:39 Speaker_00
And I believe you can do more than you can ever ask, think, or imagine. For the power that's greater than you have is one that God does through you. Get better. We know everyone wins when the leader gets better.