If you are in leadership in any way, then you have dealt with complexity. Whether it is personnel issues, financial situations, competitive decisions, or moral choices, leadership can be complex at times. This is even more true when there is growth happening. It is during these times that as a leader, you need clarity.
Clarity Tool From Andy Stanley
In my last post, I began to describe how Andy Stanley maintained clarity during these times. As he told us in a previous Chick-Fil-A Leadercast session, Andy faced these same issues as they experienced growth with North Point Community Church and its associated ministries.
Because of the complexity he knew he would face, Andy wrote three simple questions on a 3×5 index card during the early years of his ministry. This index card went with him every time he moved offices or took on more responsibility. It was from these three questions that he and his staff have been able to manage the increasing complexity and maintain clarity.
3 Questions For Clarity
While I covered the first question in more detail in my last post, I thought it wise to give a quick summary of it here. Below is that summary, as well as the remaining two questions from Andy’s card.
Question #1
What are we doing?
Andy’s point in asking this question was to keep the main purpose of the organization in the forefront of everyone’s minds. It is too easy for members of the organization at all levels to forget their original purpose. When this happens, energy is diluted among many good-intentioned activities rather than focused on the main purpose of the organization.
When the leader is consistent in asking this question, clarity is maintained. People can focus their energy on contributing toward the main purpose. Progress is greater and morale soars.
Question #2
Why are we doing it?
I have posted before on how important this question is to the overall purpose of the organization. While all three of these questions are critical, I personally believe this may be the most important of all.
If you do not have a good WHY, then you will falter when the going gets tough. Without knowing and being reminded of your WHY, it is easy to let obstacles stop you in your tracks. It is often the WHY that gives us the extra energy or desire to keep going even when we don’t FEEL like it.
It is also the WHY that influences HOW you do the WHAT!
Wait a minute…what was that? Read it again.
WHY Is Critical
For an example, consider an individual or business you know of that crossed the line and behaved in a way that was either illegal, unethical, or immoral. Their WHAT may have been perfectly good. Maybe their WHAT was to win a race or achieve a goal. Maybe it was even to grow a church.
Now consider their WHY. If their WHY was to honor God, would they have crossed the line like they did? If their WHY was more personal – more self serving – it is more likely they would be willing to cross a legal, ethical, or moral line to achieve the WHAT.
On the other hand, for those times when the WHY is focused on honoring God and doing His will, the methods we use to achieve our specific purpose (our WHAT) will be more likely to honor Him as well, right?
WHY Must Be Communicated
Andy made a final point on this question. He said that the answer to this question of WHY must be cascaded down throughout the organization. Team members at every level must know the WHY and be bought into it if we are to maintain clarity throughout the organization.
As leaders, it is our responsibility to communicate (and over-communicate) this answer to everyone on a consistent basis. If we do not, clarity is diminished.
Question #3
Where do I fit in?
Not only does every team member need to know the WHY discussed above, they also need to know exactly how they fit into the effort as an individual. If each individual is not clear on how they fit in, then they will not fit in! They must know – and be reminded of – their part in the machine or it will break down.
In Andy’s organization, this is achieved in an unusual way. Every position within his organization has a one-sentence job description. Obviously, these sentences cannot completely address everything that the individual team member is to do in their job. At the same time, that is the purpose.
One-Sentence Job Descriptions
Instead of covering everything, these one-sentence job descriptions cover the most important aspects of the job that individual is to complete. For the sake of clarity, here are some examples:
Sr. Pastor – To inspire our staff and congregation to remain fully engaged in our mission and strategy.
CFO – To create, implement, and monitor systems that ensure our organization remains fiscally secure.
Asst. to Sr. Pastor – Keep Andy’s path clear of nonessential tasks and decisions so that Andy can do what only Andy can do.
One final example comes from a book mentioned by another speaker at Chick-Fil-A’s Leadercast. His name was LCDR Rorke Denver, a Navy SEAL and star of the movie Act Of Valor. He referenced a book (Gates of Fire) about the Spartan’s battle with the Persians at Thermopylae. In this book is the following quote from a helot, an attendant to a Spartan warrior and similar to an armor-bearer:
- “I supervised the care and transport of his armor, maintained his kit, prepared his food and sleeping site, bound his wounds and in general performed every task necessary to leave him free to train and fight.”
When members of your team know WHAT the team is doing, WHY they are doing it, and have that kind of understanding of WHERE they fit into the overall plan, there is clarity. This clarity allows every part of the “machine” to work as it should and great progress is made toward the WHAT.
Do you see how these 3 questions can help you maintain clarity?
How do you envision using these questions with your team?
Can you recall a time when you needed these questions?
What Is Your Business Doing?
If you are interested in following my process to create your own mission, vision, and core values, then check out my new ebook – Why Does Your Business Exist?
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