Weekly Thought – September 27, 2016

Fred’s desire for productivity and accomplishment was core to his personality. Being useful was lived out in his life mission: stretching others. Even in his immobility, he mentored, developed, and prodded. The methods changed, but the motivation remained the same.

Energized by Accomplishment

I have learned if I end my day feeling beat, I probably didn’t accomplish much that is worthwhile. Accomplishment gives me such joy it actually restores my energy. But activity for its own sake is draining. There must be a sense of direction and purpose.

As I have gotten older, I have found I am more selective, more thorough, more conscious of what I am trying to do. I have learned staying busy isn’t the hallmark of accomplishment – there must be production. And, leadership isn’t synonymous with activity.

The more I can delegate tasks that are not uniquely mine, the more attention I can pay to those that are. Do you ever catch yourself doing someone else’s work? Why? My friend who was head of a large, international company once told me, “I am not going to pay someone and then do their work, too.”

A leader may feel he or she doesn’t have the luxury of only doing a few things well, but the principle still applies. I have run small organizations, and I have run large corporations. I have never been short of time because I believe I know how to prioritize. I keep for myself the things that only I can do and delegate the rest. But many fall prey to the temptation to keep others dependent upon then in order to make themselves feel important.

I don’t get joy from feeling needed. I have told my family when I die; I want them to remember our love, not an unhealthy dependence. I want them each to mature to the point they don’t need me. I never want to be like the criminal who, seeing himself on the post office wall quipped, “It is so good to be wanted.”

To me, identifying and defining my uniqueness is critical for human contribution. Unless I know my gifts and skills, I cannot do what I am called to do. But when I am clear about that, I can then freely see what only I can do in almost every situation – whether it is a board activity, organization leadership, or church participation. Doing what only I can do is the proper leadership philosophy.

Many leaders tie ego to activity, forgetting that results are the measure. Opening the door in the morning and turning off the lights at night doesn’t define leadership. Clarifying the particular contribution leads to true accomplishment – and the energy of productivity.

This week think about: 1) When do I confuse active for productive? 2) What is my particular contribution? 3) What should I delegate this week?

Words of Wisdom: “Doing what only I can do is a proper leadership philosophy.”

Wisdom from the Word: “A person’s gift makes room for him, and leads him before important people.” (Proverbs 18:16 NET Bible) Fred’s life verse which he paraphrased: “Take the gift that God has given you, AND USE IT, and you will stand before great men.”

Weekly Thought – September 20, 2016

Fred spent many years in management consulting, and particularly labor negotiations. He had a fundamental principle: Follow the ego. He was not opposed to a healthy sense of self, but careful to understand what he called “Adamic sin.”

Thank you for supporting our work. Your gracious and generous help allows us to continue. We are entering a season of heavy expenses with two college events this Fall. Please pray and if possible, send a tax-deductible financial donation.

Managing the Self

I remember an embarrassing situation that occurred one night at a business meeting of high profile business executives. One man who read the business pages of the newspaper considered himself an authority on the international energy scene. He was popping off about the situation and his easy fix.

Unbeknownst to him, a man in the room just returned from chairing an international conference of major oil companies. After the first man finally completed his spouting off, the other man quietly offered his knowledgeable and experienced response which completely exposed the ignorance and foolishness of the other!

I quickly said to myself, “I hope that NEVER happens to me!” I left that meeting with strong resolve to make sure in my speaking and consulting I remember someone else in the room may always know more about a subject than I do. That meeting stays with me and serves as a monitor and governor on things I may have said.

On the other hand, speakers are too often overly impressed with dignitaries in the audience. One night I was in a church listening to a pastor. I noticed a well-known University President slip into the service. The immediate style change let me know the pastor noticed the man’s appearance as well. A sudden shift in delivery occurred. He altered his focus, as well as his message. He went from preaching to the congregation to offering an intellectual dissertation for the sole benefit of the academician. He forgot the rest of us!

Being impressed with ourselves or with the celebrity of another blocks the power of good communication. In our work and in our speech, we should always keep in mind God is listening and as the current best-selling book tells us “we have an audience of One.”

It is never far from my thinking that God is present. If He isn’t, we should dismiss early!

This week carefully consider: 1) How do I rein in my ego to serve me, not rule me? 2) What keeps my eyes on Jesus? 3) Where can I be a good audience for another?

Words of Wisdom: “It is never far from my thinking that God is present. If He isn’t, we should dismiss early!”

Wisdom from the Word: “You must not tremble in their presence, for the Lord your God, who is present among you, is a great and awesome God.” (Deuteronomy 7:21 NET Bible)

Weekly Thought – August 16, 2016

Fred finished his work on earth at 9:15am on August 17, 2007. He left a legacy of love, trust, and wisdom. He greatly appreciated Andre Crouch’s gospel song Through It All. As he completed his time here, his last words were “I’ve learned to trust in Jesus; I’ve learned to trust in God.”

A Leader’s Integrity

As I think about spiritual leadership, I am convinced the key is the Holy Spirit’s energizing and directing the leader’s uniqueness and giving him or her a vision that creates passion. I have never known a lazy or confused leader who was clearly passionate. Oat Willie of Austin, Texas, charged “Onward Through the Fog.” It works for cartoon characters, but fails miserably as a leadership mantra.

For years, I have been writing articles targeted to Christian leaders. I have spoken to groups, large and small. I realize that it is difficult to be a Christian leader in an almost totally secular society whose renewed interest in spirituality is non-biblical Christian leaders have lost much of the respect they once enjoyed.

Burnout is increasing. Depression is almost epidemic. Stress is increasing. Immorality and divorce are more prominent. Short tenure is too much the rule, rather than the exception. More and more preachers are faced with the demand to entertain and excite.
Could a major part of this problem be that leaders have lost their vital identification with the Lord? Have they become convinced they work for the church rather than for God? Are they surrendering their spiritual authority to the church board?

Some in Christian leadership are misplaced. Remember the farmer who read a “GP” in the clouds, immediately left the fields and headed for the pulpit? After miserably failing, the word came down from above, “Farmer Brown, “GP” meant go plow, not go preach! Now get to it!”

Leaders who are not endowed with gifts energized by the Spirit become easy prey to human methodology opening themselves to the temptations of power, prestige, and money. Christian leaders should always remember that theirs is a calling, not a career… that it’s all about stewardship, not ownership.

This week think about: 1) How am I encouraging my Christian leaders to grow in their calling? 2) What do I need this week to reignite the passion for my work? 3) Who should I be praying for in their leadership?

Wisdom from the Word: “Leaders who are not endowed with gifts energized by the Spirit become easy prey to human methodology, opening themselves to the temptations of power, prestige, and money.”

Wisdom from the Word: “In everything set them an example by doing what is good. In your teaching show integrity, seriousness.” (Titus 2:7 NET Bible)

Weekly Thought – July 19, 2016

Fred’s book You and Your Network outlined 8 categories which belong in your web of associations which form a healthy life. One of them is “heroes.” He frequently asked people about their heroes for he believed the answer gave him great insight. Fred once read that our heroes at age 10 strongly influence our adulthood.

Support for the Breakfast With Fred Leadership Institute is greatly appreciated. In these times of confusion and chaos the wisdom of older men and women in the lives of our Christian college students creates stability. Thank you for joining with us in prayer and financial aid.

Heroes Help

Thomas Carlyle said, “Society is founded on hero worship.” History is the story of the impact of great men and women. They shaped their times for good.

But occasionally we need to stop saying great things about our heroes and ask what they would say about us. They can become the verbs in our lives.

Heroes must survive for a long time as examples of trustworthy values, in season, and out. It is not just being a winner today that creates a hero. The apostle Paul deserves hero status. Conversely, I know of very few men who emulate Nero. Today we name our children Paul and our dogs Nero.

Generally, heroes are from the past in order to allow history to study their lives and make sure they stand up to the test of time. Excellent heroes can be said to “finish well.”

We should know how to make ourselves small by comparison to our heroes. By humbling ourselves in this positive, healthy, way we see ourselves in light of the values we inherit from our heroes and are able to honestly assess whether we’re progressing in virtue. It is this discipline that always inspires and makes room for growth.

In “A Psalm of Life,” Henry Wadsworth Longfellow wrote, “Lives of great men all remind us we can make our lives sublime and, departing, leave behind us footprints on the sands of time.” Our daughter, Brenda, knew how I enjoyed these lines. On my study wall is a framed board covered with sand and three small footprints – those of her children then ages one, three, and four. In her quiet, persuasive way she was reminding me my grandchildren’s footsteps are walking somewhat behind my own.

In 2004, my death was momentarily anticipated. In my hospital bed I prayed for my children, grandchildren, and great-grandchildren, hoping they would see in me a man of faith. Today in 2006 I still pray to be a faithful model. Heroes don’t have to be famous – they only have to be heroic.

Whose footsteps are you following?

This week think about: 1) Who was my hero at age 10? 2) How do I look for heroes? 3) What heroic qualities am I hoping to instill in others?

Words of Wisdom: “Whose footsteps are you following?”

Wisdom from the Word: “Be imitators of me, just as I also am of Christ.” (1 Corinthians 11:1 NET Bible)

Weekly Thought – May 31, 2016

Fred’s interest in communication allowed him to develop friendships with other great communicators. Zig Ziglar once said, “Listen to what Fred Smith says about listening, communicating, and understanding. Apply his insights to your daily dealings and you will be amazed at the astounding transformation that takes place in the people you want to motivate to new levels of performance.”

We are approaching 100 men and women who have joined Breakfast With Fred Leadership Institute teams on Christian campuses. This intergenerational ministry is built on listening in order to begin conversations and create connections.

Hear! Hear!

Every leader spends a good part of the day communicating with others. A great many books have been written on techniques of good communication, but the real problem is the spirit, not the method. Attitude is often the barrier. Almost any two people who want to can talk together. The emphasis on open lines of communication hides a deeper problem. Often people who are unable to communicate find that they are hindered by their desire to impress, not express.

Motivation largely depends on communications, and the difference between a poor team and a good one is generally selection and organization. The difference between a good team and a great one is motivation. Any organization with the ability to get to good can move to great with the proper motivation. And nothing motivates quite like effective communication.

Most leaders are adequate talkers, but inadequate listeners. The ability to listen creatively and positively depends on the leader’s ability to listen on four levels: 1) the meaning of the words, 2) the choice of words; 3) the sounds of the words, and 4) the sight of the words.

Most people listen negatively, which is simply keeping silent or reloading while the other is shooting. Positive listening guides the talker both in the giving of facts and a display of emotion that permit the listener to evaluate on more than a surface level.

Communication is mistakenly confused with agreement. I often hear people say that all problems would be solved if we really heard and understood each other. Not so! In fact, if we really understood what the other truly was saying, we might have increased disagreement. We talk around subjects in order to avoid points of disagreement. Hearing and understanding are critical to communication, but not synonymous with agreement and concord.

This week think about: 1) How good am I at listening? 2) What is my greatest communication strength? Weakness? 3) Who is a model for listening skills?

Words of Wisdom: “Often people who are unable to communicate find that they are hindered by their desire to impress, not express.”

Wisdom from the Word: “The one who gives an answer before he listens— that is his folly and his shame.” (Proverbs 18:13 NET Bible)

Weekly Thought – May 24, 2016

Fred enjoyed visionaries. He appreciated their ability to see a project then gather the right components to realize the idea. He considered many executives and entrepreneurs as friends. Their stories energized him.

20/20 Vision

David Rockefeller was once quoted as saying. “The number one function of the top executive is to establish the purpose of the organization.” Like the hub of the wheel, everything else grows out of this priority. Until the vision is established, trouble is ahead. Scripture says, “Where there is no vision, the people perish.” The New American Standard Bible focuses on the way they perish: “Where there is no vision, the people are unrestrained.” To be restrained, to be concentrated in purpose, is essential to accomplishment. That is why the leader must define the reason for the organization to exist.

A leader must personify the vision and be dedicated to it personally. As they seek to maintain the vision, leaders must keep in mind these essentials:

1) Define the vision specifically. Leaders disperse the fog.

2) Express it so that other people understand it. Lingo without logic simply confuses and doesn’t galvanize.

3) Get both organizational and personal acceptance of the vision. Nodding heads without knowing hearts keep the motors idling.

4) Repeat the purpose over and over. The Old Testament patriarchs set up stones of remembrance to remind the people of their story. My wife, Mary Alice, always sent the children out the door with these words: “Remember who you are, where you are from, and what you represent.” She kept their purpose and our vision “ever before them.”

When you have a clear vision, you view everything in its light. A vision is a filter and a grid through which all activity flows. You come to see the need for a vision broad enough that everything you do can be tired to it. The focused vision will both include and exclude.

Despite the work that it takes to craft an effective vision, it is a far better alternative to perishing.

This week think about: 1) To what am I most dedicated? 2) How clear is my vision for my work, my family? 3) Who best models vision for me?

Words of Wisdom: “A leader must personify the vision and be dedicated to it personally.”

Wisdom from the Word: “When there is no prophetic vision the people cast off restraint, but the one who keeps the law, blessed is he!” (Proverbs 29:18 NET Bible)

Weekly Thought – May 17, 2016

Fred believed in the clarity of vision and mandate. He also believed not every open door required action. As a tonic for those who said “yes” too often he had a Fred Said: “opportunity is not mandate.” His disciplined view of mission helped many ministries to stay on task.

BWFLI plans for September and October are in active planning mode. Please pray for Asbury University and Palm Beach Atlantic University.

Working the Mandate

Establishing a mandate helps us to define the reality of our task and to lead with integrity. Leaders need to ask, “Why are we operating? What are we about? What are we dedicated to?” Once these questions have been addressed and consensus around the answers is developed, a leader has a mandate. This mandate will be the foundation upon which programs can be developed; recruitment of additional leaders can begin; an organizational culture can be established; and then an understanding of what to do and what not to do can occur.

One critical function of a mandate is separating loyalty to the leader from loyalty to the cause. The leader has to say, “I am subservient to the mandate.” A good leader knows that the organization isn’t there to make him or her happy, nor to serve him or her. It is there to fulfill the mandate. If the leader fails in doing that, firing should follow.

I once spoke with 10 pastors who have their doctorates. They are well-educated and highly qualified. One asked, “How can I get my church to do my program?”

I responded by asking him, “Did you found the church?” His answer was a clear “no.” I then asked him, “If you got a better offer, would you leave?” His answer again was a clear “yes,” “Then what right do you have to call it ‘my church?’ Pastor, the church isn’t a personal possession.”

While the leader is responsible for the initiation of the mandate, he or she has to build a consensus for it among the people. First, all must buy into the mandate; second, all must be willing to dedicate themselves to carrying it out.

Christ gave us His mandate and empowered His disciples to begin 2000 years of carrying it out.

This week think about: 1) What is the mandate for my work? My family? 2) How clear am I as a leader? 3) Who models leading with integrity in my life?

Words of Wisdom: “Establishing a mandate helps us to define the reality of our task and to lead with integrity.”

Wisdom from the Word: “How great are your works, O Lord! Your plans are very intricate!” (Psalm 92:5 NET Bible)

Weekly Thought – May 10, 2016

Fred’s ability to speak truth clearly and effectively gave him a platform from which he stretched others. His capacity for setting aside his ego and seeing situations objectively provided authenticity.

The BWFLI week at Lindsey Wilson College and Alice Lloyd College provided non-stop opportunities to “stretch and bless the next generation of leaders… to the glory of God.” Here is an example of student feedback: “The Breakfast With Fred Leadership Institute was informative for all parties involved. The older generation passed on their wisdom and expectations while the younger generation expressed their goals for the future.”

Know Thyself

The hardest person on any executive’s team is to supervise himself. He soon recognizes that “my problem is me.”

If many people took the energy and intelligence they spend devising ways to avoid work and applied it toward building a work plan, they would be highly successful. One of the most important executive disciplines is cutting off escapes from effective work. Sadly, there are executives who are strategic about accomplishment avoidance. For example, a great many people study their jobs rather than work them. Most people already now considerably more than they are actually using in the workplace. Education is not the problem – disciplined motivation is.

Another escape for most people is activity. They have not learned “results are the only excuse for activity.” Many people feel at day’s end they are satisfied with their efforts when in fact they have just been busy. They are the chief of their local fire department putting out flames but never constructing buildings. They are on the run but never getting anywhere productive. Too many executives eat, belch, and run – like fire trucks with dirty engines. Little boys make lots of noise playing firemen, but grown executives need to put down their helmets.

In order to accomplish anything, you must have a definite goal. Unless you can write it down, it isn’t definite or specific. My mentor Maxey Jarman taught me that aimless verbal wandering has no power. Only when I put the goal on paper does it take shape. Until it is formed, it may be a direction – but it isn’t a goal. A ship with a lot of steam doesn’t get to port unless it stays on course.

Once the goal has been set, it must be pursued with a burning desire. The desire must be maintained and sustained with discipline.

This week think about: 1) Where am I substituting busy for results-oriented? 2) What steps can I take this week to better manage myself? 3) How can I clarify my goals?

Words of Wisdom: “Little boys make lots of noise playing firemen, but grown executives need to put down their helmets.”

Wisdom from the Word: “To knowledge, self-control; to self-control, perseverance; to perseverance, godliness.” (2 Peter 1:6 NET Bible)

Weekly Thought – May 3, 2016

Fred studied leaders. He tirelessly talked with them, listening to their stories, and analyzing the principles of leadership they demonstrated. He respected those who “paid the price” to lead.

As we begin the month of May, we think of the preparations being made for the BWFLI work yet ahead. We look forward to touching thousands of college students this year with the message of hope. Thank you for your support.

Fundamental Leadership

Bill Glass, All-Pro football player of the 1960s said he was never on a winning team that didn’t have high morale. But the morale came from winning, not the other way around. “People who are not in leadership don’t understand that,” said Bill.

It is important for a leader to generate progress – to put some “wins” on the board. Browbeating people with failures is a poor excuse for motivation. People need to feel success and the sense of making progress. It is critical to identify what says progress in your organization and focus on that. It may not be dramatic all the time, but it needs to be consistent.

Every leader also needs to understand that early sacrifices have to be made in order to earn a place in leadership. When you are young you can’t set out to be a pro athlete and a concert pianist. You must identify a path of preparation – and it usually counts out distractions.

A friend of mine, Glenn Baldwin, upon selling his successful investment company, was asked for the secret of his success. “Well,” he said, “back when I started twenty-two years ago I worked very hard and had a good year. Twenty-one years ago, I worked hard and had my second good year. Then twenty years ago I worked hard and had my third good year… and so on and son. The secret of my success was twenty-two consecutive good years.”

The questioner replied, “Is that all? Wasn’t there some secret?” “There was no secret trick,” said Glenn. “I just put one good year on top of another.”

People read all the leadership books looking for the keys, the secrets, the formulas to establish quality organizations. It really boils down to one thing – quality institutions have quality leadership… leadership that understands the value of confidence, hard work, intelligence, integrity, and sacrifice.

I will admit the magnitude of a leader’s success is not always determined solely by their personal qualities. Often, political or economic environments allow some to emerge. For example, Abraham Lincoln or Winston Churchill – both were elevated by their leadership during war times. In fact, Churchill’s career was declining when the war allowed him to apply his skills in a particular situation.

Think about this: 1) What am I doing consistently to develop my leadership? 2) How does my own story show patterns of hard work, and sacrifice? 3) Who am I encouraging in their leadership?

Words of Wisdom: “Quality institutions have quality leadership.”

Wisdom from the Word: “In all hard work there is profit, but merely talking about it only brings poverty.” (Proverbs 14:23 NET Bible)

Weekly Thought – April 26, 2016

Fred began his corporate career in personnel with General Shoe Corporation. Personnel became human resources and General Shoe became GENESCO. He participated with the training people for all levels of the large, international corporation. He understood training required respect, expectations, and belief.

Fred’s commitment to mentoring grew out of his determination to actively stretch others. He set out five criteria for trainers.

Measuring Training

As training progresses there must be ways to measure the outcome. Here are five I have found to be helpful.

1) Is this person’s job fitting well with his or her talents? If not, I have not possibility of developing that person to full potential. You can keep a person temporarily in a place that doesn’t fit, but it’s the trainer’s responsibility to match the job and talents for the long haul. For example, you can’t put a loner into a team operation.

2) How much willingness to do the job I am seeing? I watch to see if the person is basically enthusiastic about the opportunity. Training isn’t helpful for someone who is just going through the motions. If I see an attitude that says, “I will go through this training, but I don’t have to really like it” I know this is just going to be frustrating for all.

3) How consistent is the person’s effort? Sporadic, hot and cold effort is not what I want. Organizations need people who are consistent, long-term players. A friend once told me, “The amateur performs well when he feels like it; the pro performs whether he feels like it or not.”

4) What are the objective results? Talk is cheap. My mentor, Maxey Jarman used to say, “Show me the baby – don’t tell me about the labor pains.” Peter Drucker talked about results as the reason for activity. Some eat up time in training, look good, and yet produce very little. A friend heard another say, “He’s a good man.” My friend asked, “Good at what?” He was simply good at looking good. Too much talk and not enough walk.

5) Is this person willing to be evaluated? I am not going to spend time developing somebody who resists having his results measured. A sign of maturity is the openness to fair, even-handed critique. We live in a culture too filled with “attaboys (and girls).” A good trainer will know how to watch a trainee as instruction and evaluation is given.

Perhaps the greatest challenge in training someone else is getting the person to want to be trained. I have found the greatest gateway to effective training is personal relationship.

This week think about: 1) Who has been a great trainer in my life? 2) Who am I training in life skills, Christian faith, or career goals? 3) What area of my life needs additional skill development?

Words of Wisdom: “Show me the baby – don’t tell me about the labor pains.”

Wisdom from the Word: “He trains my hands for battle; my arms can bend even the strongest bow.” (2 Samuel 22:35 NET Bible)