JCLP Featuring Dee Ann Turner

You all are gonna love this one!

Dee Ann is a 33-year veteran of Chick-fil-A, Inc. Prior to retirement in 2018, she was Vice President, Talent and Vice President, Sustainability. The company’s first female officer, she was instrumental in building and growing Chick-fil-A’s well-known culture and talent systems. During her long career, she worked closely with Chick-fil-A’s founder, S. Truett Cathy, and other key leaders as an architect of their organizational culture. Additionally, she led Talent Management, Staff Learning and Development, Diversity and Inclusion, and Culture and Engagement.

Today, she leads her own organization, Dee Ann Turner, LLC, writing books, speaking to over 50 audiences per year and consulting and coaching leaders globally. She is the author of the bestseller, It’s My Pleasure: The Impact of Extraordinary Talent and a Compelling Culture. Her latest book, Bet On Talent, will be released in September 2019.

Highlights from our conversation:

• Dee Ann’s recipe for a remarkable culture
• How she discovered that her calling was to help others find and develop their calling
• Her greatest learning from @chickfila founder Truett Cathy
• The important difference between principles and rules

This one is SOOO good! Go listen, rate, review, and share!

Listen to this episode via Apple PodcastsStitcherGoogle Play, or your favorite podcast app!

Pre-order her new book: Bet on Talent

Connect with Dee Ann:

Instagram

Website

 

10 Warning Signs Leaders Should Not Ignore

10 Warning Signs Leaders Should Not Ignore

Guest Author: Alli Worthington

 

Imagine you had a leadership thermometer that measured your leadership health. Would you find you were cold and indifferent or overheating from burnout? Although there’s no such gadget, there are signs leaders should not ignore that could determine if it’s time to invest in yourself.

 

Play to Win

When you play to win in business or leadership, you need to get serious about your success. Success doesn’t come by accident; you need to find a coach or a coaching group. From the most successful professional athletes to multimillion-dollar leadership owners, people who are the most successful in their field have coaches.

Here are ten signs that will help you know if you are ready to join a coaching group.

 

10 Signs You’re Ready for Professional Coaching

 

1. You Feel Stuck

At some point in every leader’s journey, everyone will feel stuck and unable to move forward to the next level. Some people stay stuck and never reach their potential, and others push beyond the obstacle.

For those who want to succeed, that’s where leadership coaching becomes extremely valuable. The best leadership coaches will devote their time to know you well and understand your organization inside out. They will be able to help you develop the best strategy to move forward. If you don’t succeed, they don’t succeed.

An outside perspective, especially of a professional coach, is often just the help you need to get unstuck.

 

2. You Need an Expert Confidant

Whether you’re a solo entrepreneur or the leader of a large team, you’ll discover that you need an expert confidant to help guide you and your organization.

If you’re a business owner, you’ve probably already learned how difficult it is to move forward without a “think tank.” The key to survival is surrounding yourself with wisdom and support! A professional coach is someone with whom you can hash out all your potential problems, opportunities, and strategies.

And, if you’re an executive who is leading a team, you know that having an expert who isn’t part of your team can be so valuable. Not just because of the outside perspective they bring, but because you can’t confide every leadership concern with the people you are called to lead.

Investing in a professional coach is like having an expert or think tank at your fingertips.

 

3. You’re Not Sure Where to Focus Your Time and Energy

Whether you’re doing it all or leading a large team, it’s easy to feel like you’re doing the job of 10 people. There’s always some fire that needs to be put out, a deadline to meet, and choices that need a decision. Deciding where to focus your time and energy is one of the most critical aspects of running an organization.

You know you could spend your time more productively, so you need someone to help you map out a strategy that will help you maximize your time and your energy.

 

4. You Suffer from Shiny Object Syndrome

The struggle is real. It is so easy to get distracted by the latest software, the newest leadership course you should take to experience overnight success or the most recent slick advertising campaign.

At its core, shiny object syndrome is typically a sign that you have a million ideas and a million things to do, and you’re just looking for something that is going to make running your organization (and your life) easier.

A professional coach is going to cost you half as much as all those shiny things and is worth twice as much to you and your organization. Did you know that organizations that invest in a business/leadership coach have a return on their investment of over seven times the initial investment?

It’s always smart to invest in making your life easier. Just do it wisely.

 

5. You Aren’t Getting the Results You Want

Maybe you’re the world’s best planner, strategist, and decision maker. You have no trouble coming up with new ideas to make your organization successful, but you still struggle to get the results you want.

In my experience as a business coach, I have discovered that leaders who aren’t getting the results they want typically struggle from implementation. They have great ideas, but they lack real accountability to stay on track and make progress in the right things – the things that matter to grow your organization.

 

6. Digital Marketing Freaks You Out

Digital marketing can be one of the most significant areas where organizations and leaders waste time and money. Professional coaches will help you focus and prioritize, but they are also digital marketing experts who can help you boost your sales and profits in the digital arena.

In this area, the best professional coaches should act more like a business consultant and be able to tell you precisely what digital marketing strategy to take and how to implement it.

 

7. You’re Frustrated with Your Growth Rate

You’re working more and more hours, but your growth rate and your profits aren’t reflecting the work you’re putting into the organization. Growth isn’t automatic. If you are going to grow, you need a wise coach with a plan!

The best professional coaches will help you evaluate where the organization is now and find the highest potential for future growth and profits. They can guide you every step of the way.

 

8. You Need Someone Who Will Keep It Real

Friends, family, coworkers, and subordinates are rarely going to feel comfortable confronting you if they see you going off track. They have too much to lose to be brutally honest with you.

You need someone who cares enough and is invested enough in your organization to tell you the truth (and to be someone with an unbiased opinion). Your coach’s bias is only toward your success!

 

9. You Secretly Have a Lack of Confidence

Many leaders and business owners lack confidence in who they are, the direction they’re headed, and if they have the right expertise to run the organization.

The best coaches serve as a mentor, cheerleader, and drill sergeant. They’ve been through the highs and lows of business and leadership and can help guide you. They are there to remind you of your strengths, encourage you through the hard seasons, and give you a swift kick in the pants when you need it!

Because of that, you can feel confident that whatever comes up in your organization you can depend on them for wisdom and guidance.

 

10. You Feel Overwhelmed

When you add up all that you are doing and consider the nine signs above, it’s easy to see that you might feel overwhelmed. That’s probably the understatement of the year!

When you start to feel overwhelmed, that’s a sure sign that you need an outside perspective and experienced help to overcome the obstacles.

Research shows that 90% of small businesses fail in the first five years, and I believe it is because the founders of these organizations didn’t pay attention to the warning signs listed above. That doesn’t have to happen to you. You’re reading this because you want your leadership to grow, to be successful, to help other people, and give you the lifestyle you desire.

If three or more of these signs resonated with you, minimize leadership stress and invest in yourself and professional coaching.

Alli Worthington

 

Note from Jenni: Alli has been a long-time friend and one of the first people I call for leadership advice and strategic consulting. If you have a desire to develop your leadership gifts then join us for our upcoming “Women in Leadership Coaching Intensive” at the historic and scenic Syme-Gilbert House in Neenah, WI. (You will love it!)

Keep leading well!

Jenni Catron & The 4Sight Group

 

           

Alli is the author of Fierce Faith: A Woman’s Guide to Fighting Fear, Wrestling Worry and Overcoming Anxiety and Breaking Busy: Finding Peace and Purpose in a World of Crazy.

 

 


How to Regain Team Momentum

How to Regain Team Momentum

4 Reasons Why Leaders Need to Release “the How!” 

 

Have you ever felt like you and your team are grinding out work, but the momentum is lost? You instinctively know something is wrong, but no one is offering feedback. Could it be the leader?

In this video, I share a valuable “aha” moment I experienced with my team. Click this video link or the image below to watch.

 

 

4 Takeaways for You to Consider

Lead with the what and why but release the how. Here’s why.

  1. Your team may know how to do it better.
  2. Your team will be challenged to bring fresh ideas.
  3. It will stretch your team to step up and do more.
  4. It will free you to focus on the future of your organization.

 

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Keep leading well.

Jenni Catron and The 4Sight Group

 

           

Jenni Catron is the Founder and CEO of The 4Sight Group.  Her passion is to equip and inspire leaders to lead from their extraordinary best! Schedule a free coaching call with Jenni. 

 

 


Women in Leadership Thrive Together

I’m excited to share some big news with you!

One of my dear friends, Alli Worthington, is collaborating with me for our upcoming Women in Leadership Coaching Intensive with two days of coaching mastermind sessions.

Alli has been a long-time friend and one of the first people I call for leadership advice and strategic consulting. If you have a desire to develop your leadership gifts then join us at the historic and scenic Syme-Gilbert House in Neenah, WI. (You will love it!)

Alli has co-founded multiple companies and has helped individuals, small business owners, and Fortune 500 companies be more successful. Some of the companies she has helped include Procter & Gamble, Disney, Intel, and Propel Women.

Her no-nonsense, guilt-free take on business, life, and balance led to appearances on The Today Show and Good Morning America. She has written for Huffington Post, Fox News, Redbook and more.

Alli, her husband, Mark, and their five sons live outside of Nashville, TN with the only golden retriever who refuses to retrieve.

We’re committed to helping leaders be thriving and healthy and dedicated to equipping you with the foresight for success!

Keep leading well!

Jenni Catron & The 4Sight Group

           

Alli is the author of Fierce Faith: A Woman’s Guide to Fighting Fear, Wrestling Worry and Overcoming Anxiety and Breaking Busy: Finding Peace and Purpose in a World of Crazy.

 

 


Solving Gender Issues In Leadership

I frequently get asked, “What is it like to be a woman leader?” 

Frankly, I loathe the question. As if being a woman is like having a third eye or some other science fiction abnormality.

I am a leader who happens to be a woman. That’s all. My gender shouldn’t define my opportunities or limitations. It shouldn’t dictate whether I’m a good leader or a bad one. It shouldn’t be the thing that holds me back from leading nor should it be an excuse for me to receive opportunities that I haven’t earned.

But for as much as I wish gender wasn’t an issue, it is, especially in ministry leadership. We get clumsy, fearful, and inhibited when we lead among the opposite sex. Many of our church cultures dictate that men should lead men and women should lead women. Create nice, clean, tidy, and controllable lines. But is that God’s best? Did he intend for us to be segregated? Did he mean for our spiritual gifts to only impact half of the population? Are we limiting God’s work through us because of our fear of the gender he assigned us?

I believe we can create environments where men and women can lead effectively together and in doing so accomplish great work for God’s glory. I’ve seen it. I’ve experienced it.

 

Men and Women Can Lead Effectively Together

We need to wrestle with three questions if we hope to create a culture where genders can lead well together.

1. The Theological Question

I know. I know. Some of you were getting twitchy with the subject as soon as you read the title. There’s a legitimate theological conversation to be had about what the Bible has to say about gender roles. If you’ve never explored it, I encourage you to do so. Seeking to understand scripture for yourself in this area is incredibly important. Many of us have formed our views about women and leadership by osmosis. We’ve simply absorbed the beliefs of denominations, our leaders, our parents, and our mentors without asking the questions and studying the issue for ourselves.

2 Timothy 2:15 reminds us to examine God’s word so that we can do the work he’s called us to with confidence. For those of us called to lead men and women in the church, it’s essential that we study the scripture and prayerfully consider how we’ll lead through the gender issue in ministry.

2. The Sexuality Question

Our over-sexed society has done us a disservice when it comes to an understanding of what it means to develop healthy relationships with the opposite sex. There is ideally one individual among the seven billion people in the world with whom you’ll have a sexual relationship. Do you think God intended for you to avoid half of the population for fear of sexual attraction?

Your temptation is not another human being. Your temptation resides in your heart. Jeremiah 17:9 reminds us that our heart is deceitful. We too must plead as the psalmist did, “search me, oh God, and know my heart.” Rather than avoid others for fear of sexual sin, we must search our hearts and seek God’s healing and restoration.

3. The Community & Unity Question

What does Biblical community look like and what is the purpose of unity in that equation? What message do we send to a watching world when they see men and women in the church segregated, divided and isolated? In their book, Mixed Ministry, Sue Edwards, Kelley Matthews and Henry J. Rogers share, “God did not create us male and female, so we could tease or limit one another, but so that we could join together, two images of God combined to make a whole, and glorify him through our unity.”

 

Community in Unity

Psalm 133 says it this way, “How good and pleasant it is when God’s people live together in unity.”

I believe our goal as believers is to reflect the biblical community. What would unity between men and women in your church or ministry look like? Time and time again, I have seen God do great work through teams who have been willing to engage the conversation rather than avoid the issue.

 

Men and Women Can Create a Thriving Culture

What clarity might these three questions bring to you and your team?

Men: I would plead with you to take the lead on this conversation with your teams and your churches. Your willingness to engage the conversation is a gift to the women who feel alienated as well as to the men who feel the tension and uncertainty within your culture.

Women: I encourage you to be patient and prayerful about the limitations you may feel. Be faithful to steward well the influence you’ve been given. Don’t allow bitterness or resentment to derail you from being faithful. For those of you who do have positions of influence and leadership, be intentional to pass it on and create opportunities for other women in your organization.

Can men and women lead well together? I believe the answer is yes. When we’re willing to ask difficult questions, wrestle through our uncertainties and fears and seek a community of unity, I believe we create a culture where everyone – men and women – can thrive as they use their gifts for God’s greater purpose.

 

           

Jenni Catron is the Founder and CEO of The 4Sight Group.  Her passion is to equip and inspire leaders to lead from their extraordinary best! Schedule a free coaching call with Jenni. 

 

 

 


The Bridge Visionary Leaders Need

Often we as leaders don’t realize the frustration we cause when we pitch extraordinary ideas and outrageous goals to our teams. Time and time again as I work with executive leaders and their organizations I discover an enormous chasm that exists between a leader’s ideas and the reality of execution for the team.

Keep Yourself Tethered to Reality

Remember, not everyone may be on board with your grand ideas. As leaders, we may think our big ideas are great because we birthed them. But while you’re pushing through those ideas, you could be driving your team to burnout. What might be a natural overflow of work for you could be grueling and resentment-producing work for your team. They aren’t prepared to put in the long hours and the sacrifice it takes. As leaders, we must keep ourselves tethered to reality.

Become a Vision Caster

I’ve discovered that most ideas are possible. A big part of our job as leaders is to be vision casters. But casting vision is not enough. We have to help connect the dots and create a pathway that our teams can see. Visionary leaders understand how to be a bridge from reality to the possibility. You have to slow down to bring them with you, and perhaps, let them shape the vision too.

In the meantime, keep dreaming of the possibilities and maintain hope for a better future and more significant outcomes.

 

            Jenni Catron is the Founder and CEO of The 4Sight Group.  Her passion is to equip and        

            inspire leaders to lead from their extraordinary best!

 

 

 

5 Tips to Making a Good Hire

5 Tips to Making a Good Hire

By: P.J. Simmons

 

Making a new hire is not the easiest thing in the world. This rings truer for a smaller organization who dreams of growth and long-term sustainability. Finding the right fit and having the right person on your team can seem like a daunting task. In fact, it should be. 

Organizations are run by people. For it to grow, the people have to have the right skill set, established plan, and in the words of Jim Collins, “be in the right seat on the bus.” People are the way in which your organization is going to grow. This is the reason making the right hire can either catalyze, hinder, or even stalemate your growth.

So how does one make a good hire? Below are 5 Tips that I’ve noticed and learned in this daunting process:

Hire Doers.

There’s a difference between doers and thinkers. Thinkers think about getting stuff done. Doers actually get them done. This is something I personally had to go through the ringer with once I left college. I had personally been in a mode over the last four years after college of being able to articulate theory, strategies, and fresh ideas. But I didn’t really know jack about getting something done. Creativity, fresh ideas, etc. can always be developed as one continues in the job, but if an individual can’t execute, the whole organization suffers.

Hire Slow/Fire Fast.

Finding the right fit for your team is vital in the long-term growth of the organization. I know the temptation all too well….“let’s just get somebody in here to get some of this stuff done.” You know, those lingering projects that you never have time to put your attention towards. BE CAREFUL. Know that you’re not just hiring for the ‘here and now’, but you want to see growth and scalability. So if that means you need to do some things yourself until you find the “right fit”, well, then that’s exactly what you need to do.

On the other hand, if you come to find out that someone on your team is not the right fit, you need to work hard to help them transition out of their role and either figure out what role they can best serve in with your organization, or help them find somewhere else with another organization that fits better.

Some great resources on learning about your staff or potential staff member’s skill sets, personalities, ideal work environments, and best roles, check out these two resources for assessments:

Look at Their Track Record.

What has this applicant done in the past that would make them a good fit for this position? Note that the best answer to this question is not always if the applicant has had these responsibilities or same job description as before, however, what has he/she gotten done in their previous endeavors? Have they had success? Have they moved ideas forward? Have they executed? Have they started anything? 

Regarding college students, the temptation (and excuse from them), can be, “Well, they don’t have any experience, therefore they don’t have a track record.” I beg to differ. If you are having college student applicants, ask, “What have you been doing over the last four years?” Have they sought out internships? Have they started initiatives with their friends? If all they’ve been doing is going to class, studying, and hanging out with friends, then don’t hire them. Nothing teaches you like getting out there and getting your hands dirty.

Look for a Stable Personal Life.

This is very important. If your applicant does not have a stable and healthy personal life, their job requirements will not be given the attention that they need have in order for your organization to grow and succeed. Regarding stable personal lives, I’m not speaking of personal tragedies at home, or unforeseen and trying seasons. I’m speaking more about the personal lives that your applicant is living outside of the workplace. Are they disciplined? Are they out partying all the time? Is there constant drama between them and other people? A simple social media search can show you any red flags that may be there and tell you what type of personal lives they are living.

Does Their Heart Align with Your Mission and Vision?

This question does not equate with the belief that the applicant will want to spend the rest of his/her life here, but what this question does ask is, “Are you passionate about what we’re passionate about?” The answer to this question is found out clearest in either their confirmation or hesitation in responding to your mission and vision statements. Do they buy in to what you are doing? Are they passionate about what you’re doing? Do they have a legitimate desire to help you get to where you want to go? These are all great questions to ponder when assessing if their heart aligns with what you’re doing.
Once again, making new hires is never easy. There’s the constant tension of both excitement and stress in finding the next one who you’ll be adding to your team. The above tips are by no means the scientific structure of making the right hire, but my gosh they are a good start.

P.J. Simmons is the founder and director of Gospel Driven Entrepreneur and the host of the Gospel Driven Entrepreneur podcast. His heart is to equip entrepreneurs in connecting their faith to their work, intentionally engaging culture to bring about the kingdom of heaven on earth. P.J. lives in Atlanta, GA with his wife Ashley.

Culture Has to Come First

Culture Has to Come First

By: Danielle Wingate

 

“If your culture is horrible, your vision is irrelevant.” – Jenni Catron

How many times have you walked in to an environment only to feel like something is off? Maybe you enter a room and there is relational tension.  No one has said anything about it, there are no signs pointing to it, but you sense it.  You begin to see and hear things that affirm it. Truth is, it’s quite challenging to focus on much else and furthermore, why would you want to stay?

Culture is similar.  You can’t touch it, there are rarely signs pointing to it to say who, what, why and how, but it is evident when you enter an environment.  How so? It’s in the posture that your team carries, the attentiveness as guests are around, the problem solving and serving, the ambition, the words used and the investment shared.  Our guests are going to walk in with fresh eyes and ears… they will pick up on everything that your team has been pressing on to mask on the back end. The hard work to “look and feel” great is there, no doubt, but I guarantee, it will be quite challenging for your guests to focus on much else.  Which as you can imagine impacts everything else.

Vision is a buzz words these days.  It’s pretty, enticing and essential to the end goal.  Your culture is the means by which you get there and the length of time.   Just as your church never arrives, neither should culture. It’s always growing, learning and evolving, asking the question, “how can we do this better?”  Your “this” is your team, your people.

What’s the next step?  

Busy probably doesn’t even describe how you feel most days.  Leaders, let me encourage you, the best thing you can do for yourself and your team is to clear your calendar for an afternoon or a day.  Partner with your fellow executive members or key leaders and talk through these five things:

1- Core Values– Are they clear and measurable?

2- Communication– what are the lines like?

3- Celebrations & Coaching– How do we respond when good things are done or opportunities are evident?

4- Team Building– what are we doing to help people grow in their relationships?

5- Investment– What are we doing to invest in our people personally & professionally? in that order.

To be an extraordinary leader, team and organization, we can’t afford not to build a strong foundation in culture.  It will be slow and clunky at first, you are turning a big ship, but starting is often the hardest part. So lead well, look at your calendar today, clear that time and invest in your culture to enable your vision to excel.

Danielle is passionate about creating and supporting systems that improve the guest experience from beginning to end.  She has been part of some amazing church staff teams and now spends her time supporting churches and leaders through consulting.  She is the founder of Catalyst Women, an online space to share stories and invite women to be the change.
Danielle lives in Seattle with her husband Chris, two kids and giant schnauzer.  She is a fan of any good local coffee shop and enjoys a vanilla latte with coconut milk!