Chapter 1: What is the main topic discussed in this episode?
Hey, welcome back to another episode of the Craig Groeschel Leadership Podcast, where our team is very passionate about helping you become a leader that people love to follow. If you're new with us, we drop a brand new episode on the first Thursday of every month. And what I need you to do is I need you to go over to cglp.com. That stands for Craig Groeschel Leadership Podcast.
cglp.com and get the leader guide. We'll send it to you with the release of each episode. There's a ton of helpful content for you. Questions for you to go over with your team, go to cglp.com, get the leader guide. And if this content is helpful to you, it would mean the world to me,
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Before we dive in today to the content, I am just very, very blessed and excited to have a new book out called Heal Your Hurting Mind, Biblical Hope for Anxiety, Depression, Burnout, and the Emotions That No One Talks About. The feedback has been amazing. It's just been out for a few weeks, and I'd like to give away five copies today.
If you're interested in winning a copy on YouTube, just comment, heal your hurting mind. Just go comment and we'll give away five copies. Let's dive into new content today. If you lead long enough, unfortunately, there's a problem that you're gonna face over and over and over again. Some of the most confusing leadership moments often come from working with very, very good people.
They're faithful, they're committed, they've got strong character, they're trying really, really hard, but sometimes with these good people, the results just aren't there. And sometimes you don't know why. And oftentimes it's not a people problem. It's not a motivation problem. What you have is a placement problem. You have the right person, but sometimes the right person is in the wrong seat.
Now, what makes this challenging is that they're the right person. In other words, they're like a good person. They're very, very capable. And perhaps they were great at their previous role, And so it's confusing as to why they're struggling in their current role. They're smart, they're talented, they're dedicated, but they can't seem to get traction or momentum.
And so you look on and you care for them and you're trying to figure it out because they're talented and they love the mission. But you have to remember, someone can be all in and still struggle in the role. So some of you, as we get into this, you might be thinking, okay, but like I don't have a big staff. What I want to do is be clear, you will face this problem. It applies to small teams.
It applies to volunteers. It could even be working with a board or your contractors. And if I can just be really direct, sometimes it even applies to yourself. Right person, wrong seat. And there are two common mistakes that we're gonna start with, then we're gonna dive in really, really deep. The two common mistakes is we confuse loyalty with fit, and we assume effort will fix misalignment.
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Chapter 2: Why might the right person be in the wrong role?
And so consider redesigning the seat. Adjust responsibilities, add support, remove friction. If you can possibly redesign the seat and help them be successful there, give it a shot. If you look at it and say, I can't do it, then maybe you have another dynamic to consider. The second issue might be you have the wrong person and the wrong pairing. This is so important.
And I don't hear a lot of people talking about this. You have a strong team player, but the team dynamic is unbalanced. And this is a common challenge in leadership. You take a great leader and you put a similar type of leader next to him or her. And so maybe you've got an organized systematic leader and she hires someone to work with her who's just like her.
Or maybe you have someone who's more slow and deliberate and methodical in their approach, and he hires someone else who's thoughtful and cautious, very similar like him. Here's what you need to recognize, that strength paired with the same strength isn't always strength multiplied. Let me say it again. Strength paired with the same strength isn't always strength squared or strength multiplied.
And I'll give you three specific examples. And if you think about all of your time in different organizations, you might've seen something like this. Let's say you've got a relational leader with a relational leader. What happens? It's a pairing. Relational plus relational equals warmth, but generally weak execution, right? We just all feel good, but we don't always drive to get things done.
You might have a visionary person plus a visionary leader, and you've got all sorts of ideas, but limited follow through. Or you might have an organizer plus an organizer, and that tends to equal structure with little inspiration. So, if you've got a leader that's not quite succeeding, look at the pairing that could be an issue. You don't just pair for chemistry, you pair for complementing gifts.
Not similar gifts, but complementing gifts. And I see this all the time. I am a pastor who leads 45 different church locations, and we've got really different personality types and gifts mix of our pastors. For example, if I have a very organized, planning and strategic pastor, We wanna pair that pastor with someone that's very warm, very relational, and very caring.
Or we might have some visionary, charismatic person who's really good talking from on the weekend in front of people, but they're weak on follow-through. So we're gonna pair that pastor with someone who knows how to get things done. It might not just be the wrong seat, but it might be the right person with the wrong pairing. So if you know that you have a good leader that's struggling,
First, look at the seat. Secondly, look at the pairing. Another scenario is this. You might have the right person and the wrong boss. Right person, but they're under the wrong type of leader. Now, this can be tricky and complicated because what do you do with the wrong leader? It depends. It could be a lot of different things.
But sometimes you have a good player and that player's personality doesn't operate well under a certain type of leader. For example, you might have a creative person under a micromanaging boss, and that's probably not going to work well. or you might have a very strategic thinker under a more free-flowing boss.
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Chapter 3: What are the common mistakes leaders make regarding team placement?
That's just a bad mix. Don't put an entrepreneurial leader over something with no room to grow. And once you start to grow and work with people long enough, you're going to start to see that people don't just specialize in gifts and skills and tasks, but they're actually specialists in certain seasons. And I'll explain.
With 45 campuses, we've got a few pastors that they're just entrepreneurial, like apostles, spiritual leaders. They're great at launching things. I mean, like can start it. I call them scrappers. They just get it done. But then they're actually really bad when things are stable.
They are so high energy, so high driven that they just create all this unnecessary movement and cannot lead consistently consistently. when things are stable. They're starters. Other people, they're not entrepreneurial. They're very good pastors, but they're not starters. They couldn't start a car on a cold day, but they can correct a bad culture almost overnight.
So if I got a campus that's culturally off and not doing the things that we consider most important, you can put that kind of correction specialist in And they just have an amazing ability to come in and lead people to the right thoughts, the right values, and the right outcome. Both are great leaders. Both are great pastors. but they're great in different seasons.
Some don't know how to scale, they just really don't. But you put them in an established church, they can love on people and care on them better than you could ever imagine. So what you wanna do is make sure you put the right people in the right seat with the right boss in the right season. Now, let's say you wake up and you realize something's not right.
whatever it is, we're not getting the outcomes that we want and everybody's frustrated and we need to make a change. This is where so many leaders hesitate and we think this is gonna be so hard, it's gonna be so hard, and it can be really hard because you do care for people. But think of it this way, and I apologize for too many sports analogies, but it just fits.
If you've got a football team that can't move the ball, can't get first downs, can't score, what do you do? you make a quarterback change. It may be that the quarterback is still really good, but he just can't move the ball against this type of defense or it's late in the season and he's fighting an injury. So what do you do if the offense can't move the ball? You make a quarterback change.
You may take a passing quarterback out and put a running quarterback in. It's not a reflection of the quality of the quarterback. It's just the type of the quarterback you need in the moment. And so that's what you do. You do the same thing in business and the same thing in ministry. It's not emotional, it's not critical, it's just wisdom.
If you find that you got the right person and they're in the wrong seat or the wrong pairing or whatever it is, you tell yourself three things, and I wanna drive these in. I'm gonna tell them to you, then we're gonna talk about them. You're gonna tell yourself, clarity is kindness. You're gonna tell yourself, delay compounds the damage. And you're gonna tell yourself, placement is stewardship.
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Chapter 4: How can you assess if someone is the right fit for their role?
You're gonna lose confidence and nobody's gonna be happy. So what do you do? Well, I cannot tell you exactly what to do. I'll give you some thoughts. If you think you might be in the wrong seat and you're in a really good culture, then you might consider having an open conversation with a supervisor and saying, do you think this is the right gift mix for me?
And a loving supervisor in a good culture may say, maybe not, let's talk about it. If you're in a more challenging culture, and you ask that, they might say no, and you no longer have a job.
So I don't want to tell you what to do, but what I do tell you to do is if you feel like you're in the wrong seat and it feels scary to you, then have the faith to believe if you're in the wrong seat, there is something better. And if you're a person of faith like I am, you can pray. Ask God for wisdom. Show me.
And there have been times where I ask God, give me the faith to move or the peace to stay. Give me the faith to take a step and move or or the peace to stay. And I would say, just remember that wherever you are, this is just one chapter in your life. If you're not massively successful here, it doesn't matter. It doesn't mean that you don't have the tools and the gifts to be massively successful.
Sometimes you actually have to lose the job in one place to find a better job in another place. So don't panic. Don't feel bad about yourself. Recognize that God cares about you and will help bring you to the place where you can use your gifts to make the bigger difference. And I would just say, really have faith. God, give me the faith to move or give me the peace to stay. So let's wrap it up.
Some of the hardest leadership decisions that you're going to have to make. Don't involve the bad people. It involves the good people who might be in the wrong place. And so you want to really work to remember that your job isn't to keep people comfortable, but to position them to win, to position them to make a bigger difference.
And when you're prayerful, when you're wise, when you look at them, when you really want to put them in a place where they're most fulfilled and they're most successful, and then you place them well, what happens? Well, teams get healthier, and the mission moves faster, and the business makes more money, and the ministries make a bigger difference.
And guess what? They get better, you get better, I get better, we get better, and we all get better. And what do we know? We know that everyone wins when the leader gets better.
Hey, it's Craig here, and you know the weight that comes from being a leader, the pressure, the stress, the mental load that nobody talks about. In my new book, Heal Your Hurting Mind, Dr. Wayne Chappell and I tackle the struggles so many leaders face. You know, anxiety, burnout, depression, and we show you that getting help isn't a sign of weakness, It's a step toward breakthrough.
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