Month: March 2016

Nancy Reagan’s Real Role in the Reagan White House

Today, the world pays homage to Nancy Reagan. David Gergen (GLS 2009), Communications Director in the Reagan White House, had a unique vantage point to observe the relationship between the 40th U.S. president and his wife. In his Summit interview, Gergen described Ronald Reagan’s greatest leadership strength to be his off-the-charts emotional intelligence. This article shows how Nancy’s role as “first friend” enabled Reagan’s success as a leader.

(CNN) Some years ago, I asked an eminent presidential historian, David Herbert Donald, what asset a president needs most. He thought briefly and answered, “A friend.”

That response has resonated with me ever since and instantly recurred Sunday when sad news arrived of Nancy Reagan’s death. In the Reagan White House, Mrs. Reagan was always more than first lady. She was also “first friend.”

History has shown that presidents need a close-in confidant — someone whose relationship stretches back in time, who is devoted to the president’s well-being, talks over his most intimate dreams and fears, keeps conversations secret, and once in a while, steps in to guide an errant president to a higher path. A confidant can be a second pair of eyes, seeing what a leader doesn’t.

Woodrow Wilson had his Colonel House, Franklin Roosevelt had his Louis Howe and Harry Hopkins. When I first joined the Clinton White House some six months into Bill Clinton’s first term, I discovered that Vernon Jordan, from his perch outside the White House, effectively played that role. Whenever we needed help inside, I recommended we invite in Jordan. In the case of President Barack Obama, the outside world senses that Valerie Jarrett is his closest staff confidante.

Nancy Reagan’s death has reminded the world that she and her “Ronnie” enjoyed one of the great love stories of modern politics. They met in the late 1940s when she was a respected Hollywood actress, but he was at a low point. His movie career was stalling out, and his first wife, Jane Wyman, had walked out on him, leaving him desolate.

As biographer Lou Cannon has described better than anyone else, Reagan’s marriage to Nancy in 1952 and his winning of a contract to host TV’s “General Electric Theater” changed the course of history. The new couple began a magical journey, one that gave him a fresh start in life and drew him away from the liberalism of Hollywood to become a rising star of the conservative movement. Fourteen years after they were married, he was the governor of California, with a beaming Nancy always at his side.

To those of us privileged to work for President Reagan in the 1980s, it was obvious that they remained deeply in love. Their favorite evenings were spent alone together upstairs at the residence. Woe be it to a staff member who tried to intrude.

In remembrances of Nancy, much has also been said of how influential she was and how she protected him behind the scenes. Both observations are true. She didn’t bring a policy agenda with her to the White House and rarely got involved in policy discussions, in the manner of Rosalynn Carter and Hillary Clinton. But after Reagan was shot, she did help to talk him into embracing the Brady Bill, a major gun control initiative much reviled by the right. And later on, she was a persuasive voice in favor of arms control with the Soviets, another initiative the right denounced.

Nancy Reagan was also the enforcer, fiercely protecting her husband’s energy and his image. I first encountered that side of her when drafted to prepare his debate briefing books for his 1980 fall campaign. Our team labored to produce a series of policy papers and memos, but when I proudly presented them to him, she looked daggers at me. It was immediately clear that we had loaded him down with way too much stuff. I never made that dumb mistake again.

When an adviser screwed up, the President was generally forgiving and hated to fire anyone. Nancy didn’t mind lowering the hammer, engineering the dismissal of a top political strategist such as John Sears in the 1980 campaign and famously in Reagan’s second term, his chief of staff, Don Regan. Nancy was irritated that Regan seemed to insert himself into every photo of the President, and after Regan failed to stop the Iran-Contra scandal, she forced him to the exits.

All of this is well understood by historians of the Reagan presidency. What no one has fully penetrated is the veil the two drew around themselves as a couple. They were extremely private, certainly to staff and apparently to children. Biographers have tried to understand their emotional lives but have largely failed, most notably Edmund Morris.

I worked down the hall from the Oval Office the first three years of Reagan’s presidency. James Baker, Michael Deaver and Edwin Meese — “the triumvirate” — were closer in than I was. But I don’t think any of us, even Deaver who was like a son to them, fully fathomed their relationship. What was obvious was how much he depended upon her as his anchor. She was the one to whom he confided his most intimate thoughts; she was the refuge where he could find emotional nourishment.

In one of the most insightful books about his presidency, “What I Saw at the Revolution: A Political Life in the Reagan Era,” Peggy Noonan turns to an academic study of adult children of alcoholics. It finds that such adults have trouble with intimate relationships because they have lacked reliable, consistent love from one or both alcoholic parents.

One senses that because Nancy provided such consistent, unconditional love, her husband discovered in her what had been missing all his life. As he said in letters to her, she made him feel complete. Ultimately, as he found, the best lovers are also best friends. Certainly Nancy was for her “Ronnie.”

A Glimpse of the GLS in the Netherlands

“Nine years ago I visited the GLS for the first time as team leader of the multimedia team in our church. The message I heard then touched me in such a way that from that moment on I started to visit the GLS every year. The GLS plays an important role in my life. Through the years I am so fired up by the speakers. I continue developing myself. Together with a co-leader, I started a group for Christian leaders where we pray together and watch the GLS Team Edition. Even after nine years, the GLS is still not boring. There are always fresh insights. As a leader, your job is never ‘done’; you have to continue developing.” – GLS Attendee, Eindhoven, Netherlands

 

_MG_0723“The best compliment to the GLS is that my wife noticed a change the moment I walked through the door. The lessons showed me that first and foremost my responsibility as a leader is at home. My passion and service will have to be noticed by my wife and children first; how can I serve the body of Christ if I have not brought my family to freedom?! After these two days I know again how it feels to experience spiritual breakthroughs. God sets us free, and in that hope we live! The time has come to allow ‘silly ideas’ into my life again, to proclaim them in faith, and step back to watch my Heavenly Father’s work in the name of Jesus Christ: in my family, church and everywhere our feet may go…  I am very grateful to have been part of the GLS 2015 in Eindhoven” – GLS Attendee, Eindhoven, Netherlands

Why Creative People are Rarely Seen as Leaders

We are in love with the word Eureka, and for a good reason. Creativity is magic: it’s the ability to create something out of nothing, to make connections that others don’t see.

Everyone wants to work for, or invest in, the world’s most creative companies. Especially today. CEOs rank creativity as the most important leadership skill for successful organizations of the future, according to a survey last year by IBM’s Institute for Business Value. Innovation is everyone’s favorite buzzword.

Yet, a study conducted by the Wharton School of the University of Pennsylvania suggests that people who show true creativity—those whose ideas are not only useful but also original—are rarely seen as leaders. In the study, researchers asked employees at a multinational company in India to rate their colleagues’ creativity and leadership potential. They asked US college kids to do the same with their classmates. In both cases, the most creative people were not perceived as leaders.

Jennifer Mueller, assistant professor of management at Wharton and lead author of the study, speculates that out-of-the-box thinkers tend not to do the things that traditional leaders do: set goals, maintain the status quo, exude certainty. “I walk into a meeting and someone voices a creative idea,” she told CNN, “and someone else rolls their eyes and says, ‘that’s the creative over there.’ Yet if you were to say, ‘Do you want a creative leader?’ They would say, ‘Of course!’”

I suspect that another reason for the creativity gap in the leadership ranks is that many creative thinkers are introverts. Studies suggest that innovation often requires solitude and that the majority of spectacularly creative people across a range of fields are introverts, or at least comfortable with spending large chunks of time alone.

People who like to spend time alone are decidedly at odds with today’s team-based organizational culture. According to management research, introverts are much less likely than extroverts to be groomed for leadership positions even though another Wharton study led by Professor Adam Grant when managing proactive employees—precisely because they give them the freedom to dream up and implement new ideas.

In Drive, his fascinating book on motivation, Daniel Pink tells the story of one such CEO: William McKnight, 3M’s president and chairman during the 1930s and 1940s, “a fellow who was as unassuming in his manner as he was visionary in his thinking. McKnight believed in a simple, and at the time, subversive, credo: ‘Hire good people, and leave them alone.’”

McKnight put this into practice by allowing 3M’s technical staff to spend up to 15 percent of their time on projects of their choosing. And it paid off—one scientist dreamed up Post-it notes during his free time. What’s more, writes Pink, “most of the inventions that the company relies on even today emerged from those periods of…experimental doodling” (emphasis mine).

If we’re really serious about a future of innovation—if this isn’t just a feel-good buzzword—then we need to come up with, ahem, creative solutions to the mismatch between our perceptions of a leader and those of a creative person.

One idea is to consciously expand our notions of what a leader looks like.

Another is to think hard about what leaders really do. Today’s leaders need to perform traditional tasks such as making speeches, rallying troops and setting goals. But they also need to feel in their bones what innovation means.

If the same person can’t do all these things at once—and let’s face it: how many people are both social and solitary, goal-oriented and wildly original?—we should be thinking more about leadership-sharing, where two people divide leadership tasks according to their natural strengths and talents. One example of this model is introverted “product visionary” Mark Zuckerberg, CEO of Facebook, and the extroverted “people person” COO Sheryl Sandberg.

Is Your Leadership Capacity Maxed Out? Empower Others & Take a Vacation

12370975_10153842848239201_8982501617370647531_oJoel Sikha’s passion for youth first developed when he was a young Christian in India. After dedicating his life to Jesus, he felt compelled to start making a difference in the lives of the youth in his country. One of his primary vehicles for serving youth was as a DJ with an Australian radio station. (NOTE: Joel’s voice was heard in all the 2015 Speaker intro videos!) Later he met his wife, who was from the US, and they moved to Boise, Idaho. He now serves as the youth pastor at Vineyard Christian Fellowship where he was introduced to the Global Leadership Summit.

The Summit’s impact on his view of youth and young leaders has strengthened his ministry for the better. When Joel heard the concept about never doing ministry alone, and always having a budding leader with you, he grasped the idea, and went into action.

Joel started looking at youth more as partners in ministry. “I started doing ministry with a bunch of young, enthusiastic and passionate guys and girls, and the more I started doing ministry with them the more I felt like they were growing and I was growing, too,” Joel explains. “Young leaders need a little nudge, but once they get moving, there is no stopping them. I learned a lot from them and they from me.”

It wasn’t an easy start. Joel wanted to see the youth empowered to lead, but that also meant he needed to let go. “Yes, it was hard, and sometimes it still is,” he said. “Especially when it comes to teaching and preaching, but if they are not given a chance, they will never grow. I have been on the other side of not having a chance, and it sucks.”

“My dream is to make disciples of Jesus Christ by enabling them to see themselves as world changers, and equipping them to change the world by teaching them from the Word.”

Today, Joel has a team of 17 young leaders who can run his Sunday service even if he’s not there. This has freed him up to attend conferences, spend time building into young leaders, and work on his own leadership development. “In the long run, I am at peace knowing that the person who can continue the ministry is being taught and groomed even now. My team of leaders can successfully run the youth ministry without me. They organize services, get the worship team together, and teach and lead small groups. I am actually going on a 12-day vacation this summer and have full trust in my leaders.”

A leader can’t function alone. The benefit of empowering young leaders around you might also mean you can take a vacation! Joel encourages leaders to learn from other leaders from different backgrounds and ages. “If you really want to lead, you have to open yourself to learning from other leaders. And the Summit is a GREAT place to do that—both in the ministry and in business.”

 

Leaders Expand Capacity

The best leaders love growth – they want to grow their organizations, their people and their influence. One of the keys that enables this growth is the leader’s ability to create capacity.

How do leaders increase their personal and organizational capacity? Here’s a partial list…

 Increase efficiency – Find ways to do what you’re currently doing better. Eliminate steps, minimize approvals and create ways to do more with less. You may want to map your key processes looking for efficiencies along the way.

 Increase effectiveness – Be careful not to confuse efficiency with effectiveness; they are fundamentally different. Efficiency is concerned with speed, quality and cost; while effectiveness answers a different question: What should we be doing in the first place? Work on the right things.

 Get smarter – This shows up in many ways. It contributes to the two previous ideas directly. Learn from your successes and your failures. Always reserve the right to get smarter. When you do, act on what you’ve learned.

 Learn from others – Whatever you’re trying to do, chances are extremely high that, not only has someone done if before, there are probably people and organizations that excel at whatever you’re facing. Don’t let your ego and pride sabotage your success.

 Eliminate activities – When we stop doing activities with little or diminished value, we increase our personal and organizational capacity. I wrote a post on this a few years ago: Today’s Challenge: What Should I STOP Doing?

Delegate responsibilities – Leaders who delegate well increase their personal capacity by eliminating activities from their own to do list. Delegation can also help other people grow. As they take on more work, they will be faced with the challenge of expanding their own capacity.

 Utilize people outside your organization – This one is tricky. In our current economic reality, this may not always be an option. However, it is a tremendous strategy when you can find the resources. You don’t always try to add full time people to support a project or fulfill a request. I’ll write more about that in the future.

Leaders who demonstrate the ability to expand their personal and organizational capacity are the men and women who tend to get more responsibility… and recognition… and opportunity… and rewards.

The Impact of the GLS | Church Attendance Increases in Lithuania

8071076100_c925decbf2_zPastor Saulius Karosas has been pioneering the Global Leadership Summit in Lithuania since 2010. Knowing the need for servant leadership in Lithuania’s post-Communist culture, he grabbed hold of a vision to build up the next generation of leaders, and  provide opportunities for Christians in Lithuania to discover their leadership gifts and the call that God has on their lives to impact their communities.


 

This year was the sixth year we organized the Summit in Lithuania. It has grown from 300 participants in 2010 to 1,200 participants in 2015! Thank you for giving us the opportunity to serve the leaders through GLS. I am blown away by how the GLS has been a blessing to me personally and many, many participants I get to talk with.

Here are just a couple comments I heard this year:

“This is my fifth conference. Five years ago when I attended here for the first time, my worldview was changed. I left my corporate job in a big international company. My wife and I slowed down. We adopted a girl, who is nine now. Our kids are grown and moved out, but we can still invest ourselves into this girl‘s life. We are happy now.” – GLS attendee, Lithuania

“We all need to know that we are on the winning team with Jesus.  We can do much more than what we are doing now. You and other priests need to convince everyone in the country who the winner is. This message needs to reach everyone.” – CEO of a large company in Lithuania

Every year we see the same people returning and bringing their collegues and friends, which means we are building a community for whom the servant leadership model becomes a lifestyle. This is such a unique model of leadership to present in our post-Communist culture, where we really need to build up and raise servant leaders in this new generation.

24778702992_d398774d20_zOne of the most powerful moments during the conference occurred during Brian Houston’s interview. We were able to transition from the song I am a child of God on screen right into the live version of the song sung by the worship team in Lithuanian. People broke down into tears and prayer. After the session, our prayer room was overflowing. The impact was powerful.

35% of the participants are not from the faith community.
As a result of the Summit, they often start attending church.

Many leaders who attend, leave wanting more, desiring a community where they can learn year-round. In addition to new attendance at church, leadership clubs have formed out of the Summit. We now have five cities where leadership clubs gather once a month to learn from and grow with each other.

I pray a blessing that the God of hope will fill you with all joy and peace as you trust in Him, so that you may overflow with hope by the power of the Holy Spirit. May His holy, sweet presence be with you and your families.