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Posts from the ‘leadership’ Category

Top 10 Differences Between Managers and Leaders

Scott Williams at Big is the New Small posted this excellent video about differences between managers and leaders. Not only does it outline the differences, it also gives tips for improving leadership styles and motivating employees. What resonates with you?

Book Review: The Catalyst Leader


I just finished reading The Catalyst Leader: 8 Essentials for Becoming a Change Maker, by Brad Lomenick. Lomenick is founder of Catalyst, “a movement purposed to equip and inspire young Christian leaders”, and he has served in various leadership capacities over the years.

Each chapter describes a leadership trait that is conducive to effective leadership. Lomenick says that great leaders are called, authentic, passionate, capable, courageous, principled, hopeful, and collaborative. He uses both personal examples and stories of great leaders to illustrate these principles—people like John Featherston from Chick-fil-A, Dallas Willard, Bill Hybels, and Eugene Peterson.

Lomenick’s words are challenging and inspiring. For example, when writing about courage, he says we need to set “scary standards.” Lomenick explains: “Safe goals are set by safe leaders with safe visions. Give your people a goal that scares them, and you’ll produce leaders who know what it means to overcome fear.”

Lomenick asks thought-provoking questions throughout the book. When writing about land mines, or things that can blow up in leaders’ faces, he asks, “What are the areas in which you are most vulnerable? What are your hidden weaknesses that could blow up in your face?” When writing about vision, Lomenick asks, “what’s on your heart or stirring in you that you keep pushing back because it doesn’t seem possible?”

Crammed between the pages are also tidbits of good advice. The reader will find gems such as, “Twenty points on leading twentysomethings” and “Seven signs you’re too big for your britches”.

Lomenick also discusses the importance of mentoring in leadership. He says that every leader should not only have a mentor but should also be a mentor to someone else.

An appendix outlines the results of a research study on effective leadership conducted by Catalyst and the Barna Research Group.

Lomenick concludes by offering some sage words of advice:

“Your legacy, regardless of where you are in your leadership journey, starts now. The way you start determines how you finish.”

5 Leadership Styles (with assessment)


Psych Tests recently revealed the results of their Leadership Style Test. A sample of 7,170 leaders took the test and the results were compared to the leaders’ most recent performance ratings. The results identified five distinct types of leaders.


Eclectic Leaders comprised 32 percent of excellent leaders. The Eclectic Leaders is one that uses diverse leadership styles. An eclectic leader uses situational leadership, which means that he varies his style according to the situation and the person he is leading.


Sports Coaches comprise 28 percent of excellent leaders. A Sports Coach sets goals and inspires others, gives credit to whom it is due and compensates hard work, and empowers their staff to become self-sufficient, confident and independent.

Limitations of Sports Coaches are:

  • Difficulty delegating responsibilities.
  • Keeping too great a distance between themselves and their followers.
  • Short-temper.
  • Lack of long-term vision.


Drivers/Directors comprise 22 percent of excellent leaders. A Driver/Director is goal oriented and has a long-term vision, she is willing to work hard, she is determined, and she has a firm, no-nonsense leadership style.

Limitations of Drivers/Directors are:

  • They tend to be to-the-point and dictatorial.
  • Difficulty in delegating responsibilities.
  • Lack of skill in developing a staff. Better with experienced staff.

4.      MENTORS

Mentors comprise 17 percent of excellent leaders. A Mentor spends a great deal of time trying to bring out the best in his followers, he will not give up on people, and he delegates tasks with the goal of empowerment.

Limitations of Mentors are:

  • Prefer to work with people one-on-one. Not as comfortable with groups.
  • Not very outgoing.
  • Stunted long-term vision. Prefer working day-to-day.


A Country Clubber comprised only 1 percent of excellent leaders. A Country Clubber is one who focuses on the big picture, is dynamic, and has the ability to draw in customers.

Limitations of Country Clubbers are:

  • Lack of involvement with their staff.
  • Preference to let someone else nurture and motivate staff.
  • Prefer to delegate nitty-gritty tasks to others.

Poor leaders tend to focus on either being more performance-based (Sports Coach) or people-based (Mentor style).

The test can be found at Psych Tests.

Which leadership style best describes you? If it is not the style you want, what can you do to change it?

Training Emerging Adults to Lead

As the following infographic illustrates, organizations spend, on average, $1228 per employee on leadership development. One of the biggest concerns is developing emerging leaders. 56% of  companies say they will soon face a shortage of qualified talent and are speeding up the leadership development process.

The business environment is rapidly changing, and organizations must promptly adapt or they will suffer negative consequences. One of the keys to adaptation is to focus leadership development on our emerging workforce.

What else does this infographic say to you?

Habits of Successful Leaders
Infographic by Michigan State University.

10 iLessons from Steve Jobs

iMentor Steve Jobs

View more presentations from Coach Bay
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