Amiable Leadership

Dr Ruth Simmons has been President of Browns University for the past 11 years. She is stepping down at the end of this academic year and will continue as a professor of comparative literature and Africana studies.

Adam Bryant of the New York Times conducted a fascinating interview with Dr Simmons, in which she shares many insights into human nature. Here are the quotables for me:

  • Ultimately, I came to understand that I could achieve far more if I worked amiably with people, if I supported others’ goals, if I didn’t try to embarrass people by pointing out their deficiencies in a very public way
  • I had some bad experiences, and I don’t think we can say enough in leadership about what bad experiences contribute to our learning.
  • It’s very important in a leadership role not to place your ego at the foreground and not to judge everything in relationship to how your ego is fed.
  • So my lesson to my students is you have to be open and alert at every turn to the possibility that you’re about to learn the most important lesson of your life.
  • As you’re trying to help people, you can give very honest criticism, but if you do it in the context of genuinely wanting to help them, it makes all the difference in the world.
  • [In job interviews] I like open-ended questions that give people an opportunity to go in the direction they want to go, because you learn a good deal more when you do that. You learn what’s important to people. So if I say to you, “Tell me about your experience growing up,” you get to choose anything you want to talk about. If you reach down and talk about something that is deeply meaningful to you and not intended to impress me as a future employer, that’s what I care about. That helps me see what your character is, what you’re made of, how you were formed as a human being. You’re trying to get at whether they will be a good member of the team. You’re trying to get at whether they will care about people. You’re trying to get at whether they will have very high standards for their job, or whether they will just be trying to please people.
  • I look for people who are supremely self-confident, very secure, but also profoundly interested in other people. And I look for signs of that. How curious are they about other people, and about new things outside their own area of specialization? If I’m hiring for a central role in the administration and I’m interviewing a physicist, I want to know whether the physicist reads poetry. Or perhaps they are interested in opera. I think something outside of their immediate sphere of interest would be very important for me to know.
  • You would be surprised at the number of interviews I’ve done where the person never stops talking. If I’m interviewing someone and if they never stop talking, I will never hire them, no matter how qualified they are. If you cannot listen, you can’t be the site of welcoming, nurturing, facilitating new ideas, innovation, creativity, because it really is ultimately only about you. So I look for people who listen well and can respect the ideas of others.
  • I look for people who are strong enough to be critical of things that are not very good. And more than being critical of things that are not very good, they have to have the capacity to tell people that. Because many people are critical, but they can’t sit in a room and look someone in the eye and say, “This idea is not very good.” In senior positions, you have to be able to do that.

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Baby boomers heading back to Seminary
The fastest-growing group of seminarians include those older than 50.

Living like Jesus is the only way
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Five Pastoral Insights from Philemon
Some valuable lessons on how to approach a person with counsel.

A Holy Ambition
Free ebook by John Piper with mission oriented sermons that encourage the church to make disciples of all nations.

20 Gifts for the Productivity Nerd in Your Life
Hope my wife reads this one.

Samsung flexible screen  Could Samsung leapfrog Apple with this?

Three Types of Bosses who should be Fired

Steve Tobak identifies three kinds of managers who should not be running anything:

The Smartest Guy in the Room
This is the guy who has all the answers and can never, ever be wrong. He doesn’t just breathe his own fumes or drink his own Kool-Aid, he makes and mass-markets it, as well. He wants everyone to agree with his grandiose vision of how things should be and makes sure of that by surrounding himself with yes-men and women and ruthlessly beating down dissenting views.

It’s All About Me
Some people never grow up but get stuck in one phase or another of human development. They look just like normal adults, but inside, they’re petulant, narcissistic children with oversized egos. Since their overriding goal is to get attention, to be adulated and worshipped by all, they’re often charismatic and charming, almost chameleon-like in the way they appeal to all sorts of constituents. And their positions and strategies can flip and flop from one day to the next based on one data point, meeting, or conversation.

The Has-Been
Peter was once effective and successful; at least it appeared that way. But the situation had a narrow set of boundaries and variables and now, things have changed and Peter is out of his depth, beyond his level of competency. Perhaps he was promoted, the company grew, the market changed, or he’s now in a new position in a new company. Regardless of the circumstances, Peter is no longer effective and his inability to see or believe it renders him toxic to the organization.

Read the rest here. I’m sure there aren’t pastoral equivalents, are there?

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How abuse changes a child’s brain
Abuse changes a child’s brain. Does that fact change the way you would counsel?

Herman Cain: Five Lessons for Christian men
Al Mohler applies the Herman Cain debacle to Christian men.

Haptic shoes could replace the white cane
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Family Life
Worth fighting for
This is one of the most honest blogs on the Internet. As Kara says: “Stresses of life can put the miles on your marriage. But instead of wearing a marriage out, let it establish deeply carved paths of discipline, kindness, love, and commitment.” You can read the heart-tugging background to Kara’s story here.

Open the eyes of my heart
Almost ruined by the audience, but still worth a watch.

Is perfectionism always bad for you?

Is your perfectionism helping you or hindering you?

Jeff Szymanski helps you find out:

Characteristics of healthy perfectionism:

  • Striving for high but achievable standards that result in feelings of satisfaction and increased self-esteem
  • Matching your time and energy to tasks that match your strengths and interests
  • Having a sense of what you value and what your priorities are and devoting the lion’s share of your time and attention to these areas
  • Reaping payoffs from your efforts that are greater than your costs

Characteristics of unhealthy perfectionism:

  • Repeatedly setting goals for yourself but never achieving them
  • Constantly competing to be the best at everything in order to avoid feeling like a failure
  • Giving in to the feeling that all mistakes are catastrophic
  • Getting stuck in believing that one particular strategy must pay off, instead of trying others


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How should a pastor spend his Lord’s Day while on vacation
100% agree with Brian Croft on this one, especially #3.

Why we need more “Chaplains” and fewer “Leaders”
Mark Galli distinguishes between five types of pastoral style and calls for more “Chaplain pastors.” I’ll put my Amen to that as well.

Hugh Latimer, Preacher of God’s Word
Here’s Jeremy Walker’s fine address (pdf) on Hugh Latimer. It was delivered at the Evangelical Library in London. You’ll find a good store of other addresses in the Articles and Lectures tab as well.

Why sitting down is killing you [infographic]
Am I glad I’ve started using a stand-up desk. In the next few days I’ll show you how to make one for under $50.

The Future of Learning