Disconnected Leadership Quotes

If you never listen, you can't see. The devil has got so many people so disconnected that they cannot even listen or even sense when the Lord is speaking.

BRITAIN HAD NOT FOUGHT a major continental war in a century, and the high command exhibited a stubborn disconnection from reality so complete as to merge at times with the criminal. A survey conducted in the three years before the war found that 95 percent of officers had never read a military book of any kind. This cult of the amateur, militantly anti-intellectual, resulted in a leadership that, with noted exceptions, was obtuse, willfully intolerant of change, and incapable for the most part of innovative thought or action

Having a strong sense of self naturally qualifies us to inspire and influence others, but this can also come at a price. You can end up overprojecting that calm and confident presence to avoid looking like a pushover, but trying to take on an unemotional, slightly harder personality can result in a feeling of disconnect as to who you really are. In contrast, sitting on your hands and waiting to be picked offers a “no-guts, no-glory” sense of resignation. The more passion and energy you bring to a conversation in your authentic way, the more you intuitively communicate and “tap into” others’ needs and thought processes.

Everything we do and say will either underline or undermine our discipleship process. As long as there is one unsaved person on my campus or in my city, then my church is not big enough. One of the underlying principles of our discipleship strategy is that every believer can and should make disciples. When a discipleship process fails, many times the fatal flaw is that the definition of discipleship is either unclear, unbiblical, or not commonly shared by the leadership team. Write down what you love to do most, and then go do it with unbelievers. Whatever you love to do, turn it into an outreach. You have to formulate a system that is appropriate for your cultural setting. Writing your own program for making disciples takes time, prayer, and some trial and error—just as it did with us. Learn and incorporate ideas from other churches around the world, but only after modification to make sure the strategies make sense in our culture and community. Culture is changing so quickly that staying relevant requires our constant attention. If we allow ourselves to be distracted by focusing on the mechanics of our own efforts rather than our culture, we will become irrelevant almost overnight. The easiest and most common way to fail at discipleship is to import a model or copy a method that worked somewhere else without first understanding the values that create a healthy discipleship culture. Principles and process are much more important than material, models, and methods. The church is an organization that exists for its nonmembers. Christianity does not promise a storm-free life. However, if we build our lives on biblical foundations, the storms of life will not destroy us. We cannot have lives that are storm-free, but we can become storm-proof. Just as we have to figure out the most effective way to engage our community for Christ, we also have to figure out the most effective way to establish spiritual foundations in each unique context. There is really only one biblical foundation we can build our lives on, and that is the Lord Jesus Christ. Pastors, teachers, and church staff believe their primary role is to serve as mentors. Their task is to equip every believer for the work of the ministry. It is not to do all the ministry, but to equip all the people to do it. Their top priority is to equip disciples to do ministry and to make disciples. Do you spend more time ministering to people or preparing people to minister? No matter what your church responsibilities are, you can prepare others for the same ministry. Insecurity in leadership is a deadly thing that will destroy any organization. It drives pastors and presidents to defensive positions, protecting their authority or exercising it simply to show who is the boss. Disciple-making is a process that systematically moves people toward Christ and spiritual maturity; it is not a bunch of randomly disconnected church activities. In the context of church leadership, one of the greatest and most important applications of faith is to trust the Holy Spirit to work in and through those you are leading. Without confidence that the Holy Spirit is in control, there is no empowering, no shared leadership, and, as a consequence, no multiplication.

Signs of Stage Two. People talk as though they are disconnected from organizational concerns, seeming to not care about what’s going on. They do the minimum to get by, showing almost no initiative or passion. They cluster together in groups that encourage passive-aggressive behavior (talking about how to get out of work, or how to shine the boss on) while telling people in charge that they are on board with organizational initiatives. The theme of their communication is that no amount of trying or effort will change their circumstances, and giving up is the only enlightened thing to do. From a managerial perspective, nothing seems to work—team building, training, even selective terminations appear to do nothing to change the prevailing mood. The culture is an endless well of unmet needs, gripes, disappointments, and repressed anger. Go to Chapter 5 and continue reading to the end of the book.

The fact is that Stage Two wants to avoid accountability at all costs and will invent reasons to remain disconnected and disengaged.

I’ve found the same results at numerous organizations. At a senior leadership event at JPMorgan Chase, CEO Jamie Dimon predicted that the executive sitting next to him would have a 100 percent chance of guessing it. He turned out to be right—but most of the time, we’re overconfident in our predictions. Why? It’s humanly impossible to tap out the rhythm of a song without hearing the tune in your head. That makes it impossible to imagine what your disjointed knocks sound like to an audience that is not hearing the accompanying tune. As Chip and Dan Heath write in Made to Stick, “The listeners can’t hear that tune—all they can hear is a bunch of disconnected taps, like a kind of bizarre Morse Code.

If you disconnect yourself from principles you believe must work for others, then you create a leadership brand that is not genuine and that will lead you to say one thing and practice another. This is the reason why knowledge and mastery issues covered at a personal level, must be revisited with a leadership focus.

We collectively create results that nobody wants because decision-makers are increasingly disconnected from the people affected by their decisions. As a consequence, we are hitting the limits to leadership—that is, the limits to traditional top-down leadership that works through the mechanisms of institutional silos.

The leader is the one individual within the organization that is never, ever totally disconnected from those he leads—and the leader who complains about that is not qualified to lead.

Heed Your Speed. Are you a fast or a slow talker? Be mindful towards the person with whom you are speaking to ensure that your message is being comprehended, understood, and absorbed. If they are listening at a slower rate than you are speaking, disconnect can occur.

Some companies are moderately successful without having a clear mission statement. But they struggle to grow because it’s be unclear to their leadership why their product was successful and how to expand the product line. The result is a product portfolio that feels very disconnected.

Too many tools create point projects. These become islands of automation, disconnected from each other. Instead of creating a more connected enterprise, it has led to new silos. As a new generation of generative AI approaches are added to the stack, new silos may crop up.

There are, likewise, other senior leaders who are so far removed from the troops executing on the frontline that they become ineffective. These leaders might give the appearance of control, but they actually have no idea what their troops are doing and cannot effectively direct their teams. We call this trait “battlefield aloofness.” This attitude creates a significant disconnect between leadership and the troops, and such a leader’s team will struggle to effectively accomplish their mission.

During this psychological transformation, the ordinary anchors of everyday life fell away for many working Americans. Family, community, tradition, and certainty were shaken apart by the economic force of the new—urban, postindustrial, and corporate—brand of capitalism. The sense of a person's self, which had previously been socially defined, moved into the interior of each individual's life and mind. Gradually, another concept of the self emerged as capitalism moved into this new stage, and sales or leisured consumption replaced the older emphasis on production and honest, hard work. This transition marked a shift toward a new type of person, one “predicated on the effectiveness of sales technique or the attractiveness of the individual salesperson. Personal magnetism replaced craftsmanship; technique replaced moral integrity.”85 The pervasive anxiety of this era led Americans to look for leadership anywhere they could find it. Three new areas promised relief. First, a new, popular psychology of personality offered to teach Americans how to transform themselves into people with “an intensely private sense of well being.” Self-pleasure and self-satisfaction now became the purpose of individual existence rather than a by-product of a well-lived life, and this ideology conveniently dovetailed with the new consumerism.86 Not surprisingly, then, a second transformative force emerged as the emerging field of advertising co-opted psychology and drafted psychologists like John B. Watson, A. A. Brill, and Sigmund Freud's brilliant nephew Edward Bernays into its well-paying service. On the advice and example of these men, copywriters began to suggest to consumers that they could transform their position in the social and business hierarchy by buying and displaying the correct products and behaviors. The new generation of ads was highly motivational.

Careful thought here will serve the Church for years to come. Churches often find themselves disconnecting their strategic plans from their grievances with church culture. Leaders see a particular problem, but we want to move past repentance right into obedience. Leadership like this only glorifies our own wisdom and righteousness. Appropriate corporate repentance magnifies the Lord of mercy in the church. Not only this, but members of our churches see what we see. When major unbiblical deviations go unaddressed, it only serves to undermine the membership’s view of the care, courage, or competency of the leadership. If we want to see something in culture change, we need to get specific. Exposition. This next stage of managing change will begin a circular process. In this stage, new identified elements of needed cultural change will be added to the existing healthy elements of culture being maintained and reinforced. The leadership team will find itself running around the process circle from exposition to illustration to incorporation to evaluation and a back again to exposition. It may take more laps than a NASCAR race, but culture will change over time. And the process must never end because the culture must be continually cultivated. Exposition is the step in the process that gives Christ-followers a tremendous confidence in the possible future for any church. While formation is always challenging, who better to understand than those the Lord is sanctifying daily? Every single day, we must come to our Bible expecting God to change us, renew us, and cause us to repent. It should be no different for the Church of God. And the means that God uses to shape individuals is the same means He will use to change a church’s culture. The teaching and preaching of God’s Word is our hope and God’s power for change. This step in culture change is so important. The Word of God is powerful to renew hearts and produce fruit among God’s people.

Organizations will also find themselves at a crossroads when their leaders start to believe their own myths—that the success the company enjoyed under their leadership was a result of their genius rather than the genius of their people, who were inspired by the Cause they were leading. These leaders too often fixate on advancing their own fame, fortunes, glory and legacies at the expense of the company and its Cause. Management becomes disconnected from the people and trust breaks down. And when performance necessarily starts to suffer as a result, these same leaders are quicker to blame others than to look at what set the company on the new path in the first place. In order to “fix” the problem, their faith in the people is replaced with faith in the process. The company becomes more rigid and decision-making powers are often taken away from the front lines. It can’t be a good thing when the captain of the ship, who is supposed to be on deck navigating toward the horizon, is now in the ship tinkering with the engine trying to make it go faster.

Quotas by country ensured that over two-thirds of immigrants were from just three countries—the U.K., Ireland, and Germany. Starting in 1965, all this would change. Some changes would be for the better. But some of the changes have not been. From that moment forward, U.S. immigration policy has gradually become disconnected from the interests and views of Americans. The Immigration Act of 1965 is a now largely overlooked part of Lyndon Johnson’s Great Society agenda. But the president, unveiling it at Liberty Island in New York, called it “one of the most important acts of this Congress and of this administration.”20 He was not exaggerating.21

This blindness occurs because what executives believe are small disconnects between themselves and their peers actually look like major rifts to people deeper in the organization.

This temptation presents itself today. We can sit and watch the Twitter feed, critiquing the methods, models, and ministries of others; from the comfort of our couches we can speculate on how it could be done better. We can devise all kinds of theories, read all the right books, engage in online debate, blog our opinions, yet the whole time be disconnected from actually having skin in the game. Even when our heart is for God’s kingdom, if we are not careful we can find ourselves critiquing from the sidelines of God’s activity within history. There is a world of difference between pundits and prophets.

A more cohesive team would have sensed the disconnect. The lesson I learned from this mistake was that you not only have to find something to love about each of your people; you have to extend that love far and wide to all the other divisions and departments that you depend on.