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0 00:00:02,540 --> 00:00:02,740 -- Yeah. 1 00:00:08,540 --> 00:00:08,750 -- Mhm. 2 00:00:17,540 --> 00:00:25,740 -- This is lead 12 12 a podcast on christ centered leadership based on romans 12 12, 3 00:00:25,750 --> 00:00:29,750 -- rejoice in hope, be patient tribulation, be constant in prayer. 4 00:00:30,140 --> 00:00:32,750 -- Thanks for listening. Here's Dave and chris 5 00:00:34,640 --> 00:00:36,730 -- Oswald Chambers summed it up well, 6 00:00:36,740 --> 00:00:40,780 -- if I am devoted to the cause of humanity only I will soon 7 00:00:40,780 --> 00:00:44,590 -- be exhausted and come to the place where my love will falter. 8 00:00:44,600 --> 00:00:47,800 -- But if I love jesus christ personally and passionately, 9 00:00:47,810 --> 00:00:49,410 -- I can serve humanity though. 10 00:00:49,410 --> 00:00:50,960 -- Men treat me as a doormat, 11 00:00:51,540 --> 00:00:55,040 -- Bob Russell and his book, 50 Years of Ministry, Wow! 12 00:00:55,050 --> 00:00:58,510 -- You know when you're being treated as a doormat, 13 00:00:58,520 --> 00:01:02,140 -- that is a perfect time to hear that it happens to all of us. 14 00:01:02,140 --> 00:01:05,110 -- But wow we can still serve humanity through men. 15 00:01:05,120 --> 00:01:06,780 -- The men treat me as a doormat that's 16 00:01:06,780 --> 00:01:08,960 -- beautiful and you know 17 00:01:08,970 --> 00:01:12,100 -- in our pre talking of all this stuff we were talking, 18 00:01:12,100 --> 00:01:19,090 -- I mean the purpose of what we live for is to give God glory and no you, 19 00:01:19,100 --> 00:01:23,890 -- no matter what happens or what we've been through God can use that. 20 00:01:23,900 --> 00:01:27,400 -- Even in those very painful hurt moments, 21 00:01:27,410 --> 00:01:28,240 -- especially in 22 00:01:28,240 --> 00:01:29,180 -- those moments when 23 00:01:29,180 --> 00:01:31,130 -- you don't feel him, 24 00:01:31,140 --> 00:01:34,190 -- he'll come to you in places you never dreamed of? 25 00:01:34,200 --> 00:01:35,450 Uh 26 00:01:35,710 --> 00:01:36,750 Amen 27 00:01:36,940 --> 00:01:39,100 -- Romeo me! 28 00:01:45,240 --> 00:01:49,870 -- So we're excited. We're fired up. We got some good stuff to talk about. Yes, we do. 29 00:01:49,880 --> 00:01:51,920 -- So chris tell us, what are we talking about today? 30 00:01:51,930 --> 00:01:52,470 -- Well, Dave today, 31 00:01:52,470 --> 00:01:54,920 -- we're talking about the path goal method of 32 00:01:54,920 --> 00:01:57,360 -- leadership And I've got a question for you. 33 00:01:57,740 --> 00:02:01,160 -- Have you ever had a leader that made you want to be better. 34 00:02:01,540 --> 00:02:06,140 -- Yes. Not just one that demanded better this from you, but made you want to be better. 35 00:02:06,150 --> 00:02:09,080 -- Absolutely. Isn't that the ultimate goal of 36 00:02:09,080 --> 00:02:09,820 -- leadership? 37 00:02:09,830 --> 00:02:14,700 -- It really -- is not just to get the results, but to make each person on the team better. 38 00:02:14,710 --> 00:02:18,550 -- Amen. Well, that's the goal of path goal method. Leadership, 39 00:02:18,940 --> 00:02:20,700 -- What is path goal theory? 40 00:02:20,710 --> 00:02:23,720 -- Path goal method is a highly acclaimed theory of 41 00:02:23,720 --> 00:02:27,550 -- leadership that was developed in 1971 by Robert House. 42 00:02:27,940 --> 00:02:31,040 -- The Path Gold method says that a leader should engage in behavioral 43 00:02:31,040 --> 00:02:33,200 -- patterns that will complement and compensate 44 00:02:33,200 --> 00:02:35,140 -- for the deficiencies of the follower. 45 00:02:35,150 --> 00:02:37,480 -- The success or the failure of the team is placed 46 00:02:37,480 --> 00:02:40,800 -- directly on the shoulders of the leader in this theory. 47 00:02:40,800 --> 00:02:44,560 -- And that's one of the things that this theory has with very few other theories. 48 00:02:44,740 --> 00:02:48,850 -- Everything that happens on the team is a success or failure on the leader. 49 00:02:49,040 --> 00:02:53,250 -- Amen, wasn't it? Harry, Truman said, the buck stops here, that's it. 50 00:02:53,260 --> 00:02:58,470 -- And it's got at some point we need to be as leaders accountable, that we say we're in, 51 00:02:58,470 --> 00:03:01,460 -- we're gonna do it, we're gonna make this better, we're gonna be better. 52 00:03:01,470 --> 00:03:03,880 -- True and it's so easy for the leader to 53 00:03:03,880 --> 00:03:06,770 -- blame the followers and that's usually what happens. 54 00:03:06,780 --> 00:03:09,840 -- But the truth is a good leader could take the same 55 00:03:09,840 --> 00:03:12,640 -- team and make a success where other people have failed. 56 00:03:12,650 --> 00:03:17,370 -- So the goal of the path goal leader is to empower and motivate the follower. 57 00:03:17,380 --> 00:03:22,260 -- So the follower becomes involved more active, more efficient and thereby 58 00:03:22,360 --> 00:03:23,460 -- more productive. 59 00:03:23,840 --> 00:03:25,830 -- Essentially the role of the path goal leader 60 00:03:25,830 --> 00:03:28,760 -- is to nudge the followers towards improvement. 61 00:03:28,850 --> 00:03:32,780 -- You and I had a discussion about nudging the followers of nudging people 62 00:03:32,780 --> 00:03:35,950 -- towards improvement and how God has done that in each of our lives. 63 00:03:35,960 --> 00:03:36,990 -- Absolutely. 64 00:03:36,990 --> 00:03:42,730 -- And and you know, we have to let God do that and sometimes it's not the way we want it, 65 00:03:42,740 --> 00:03:44,960 -- but it's the way he's designed it 66 00:03:45,240 --> 00:03:50,250 -- and God's design for your life is better than anything that you can do 67 00:03:50,510 --> 00:04:02,660 -- that. Yes, that praise time when you get those moments where you know 68 00:04:03,140 --> 00:04:08,560 -- God is the only reason I'm doing any of that change the whole world. 69 00:04:09,940 --> 00:04:10,930 -- Okay, 70 00:04:10,940 --> 00:04:15,940 -- so now we decided that path goal leadership is good because it forces the 71 00:04:15,940 --> 00:04:20,700 -- leader to take accountability and we understand what the idea is behind it, 72 00:04:20,709 --> 00:04:22,860 -- but what are the steps of Path goal theory? 73 00:04:23,840 --> 00:04:27,560 -- Path goal theory is not a leadership method with training programs, 74 00:04:27,560 --> 00:04:30,610 -- you won't find a seminar like how to improve your path gold, 75 00:04:30,610 --> 00:04:32,380 -- leadership that doesn't exist. 76 00:04:32,390 --> 00:04:34,680 -- What path gold does is provide a 77 00:04:34,680 --> 00:04:37,210 -- set of recommendations based on the characteristics 78 00:04:37,210 --> 00:04:41,660 -- of the followers and also the characteristics of the task and from this, 79 00:04:41,740 --> 00:04:43,070 -- the leader chooses one of the four 80 00:04:43,070 --> 00:04:45,550 -- appropriate leadership behaviors to assist the follower, 81 00:04:46,040 --> 00:04:47,450 -- We look at the followers 82 00:04:47,940 --> 00:04:48,920 -- individually, 83 00:04:48,930 --> 00:04:52,010 -- we look at the team and then we look at the task and we see 84 00:04:52,010 --> 00:04:56,460 -- which approach to take and it could be a different approach with each follower. 85 00:04:56,840 --> 00:04:57,260 -- Gotcha. 86 00:04:58,140 --> 00:04:59,620 -- So what are the leadership behaviors? 87 00:04:59,630 --> 00:05:03,960 -- Path goal theory uses four leadership behaviors to motivate the follower. 88 00:05:04,340 --> 00:05:07,540 -- Those are the direct leadership, supporting leadership, 89 00:05:07,550 --> 00:05:11,230 -- Participative leadership and the achievement oriented leadership. 90 00:05:11,240 --> 00:05:13,270 -- So let's discuss each of those briefly. 91 00:05:13,280 --> 00:05:16,130 -- Direct leadership gives the followers task 92 00:05:16,130 --> 00:05:18,520 -- instructions like what's expected of them, 93 00:05:18,530 --> 00:05:21,860 -- how to do the task and what the task timeline is. 94 00:05:22,040 --> 00:05:24,760 -- Direct leadership provides exact expectations 95 00:05:24,940 --> 00:05:30,360 -- and remove all ambiguity so the followers will have the clarity to focus on the task. 96 00:05:30,940 --> 00:05:32,980 -- What do you think of direct leadership? 97 00:05:32,990 --> 00:05:37,120 -- I think I think for me that's a hard one, that's not where I'm at as a leader, 98 00:05:37,120 --> 00:05:39,400 -- but I understand people that have this, 99 00:05:39,410 --> 00:05:44,010 -- I think it's hard to get get that availability from your people though. 100 00:05:44,010 --> 00:05:46,540 -- If you're just basically dictating what they should do, 101 00:05:46,540 --> 00:05:48,780 -- you're not letting them be creative and that can be an 102 00:05:48,780 --> 00:05:49,260 -- issue. 103 00:05:49,340 --> 00:05:53,750 -- It is, it takes all creativity right out and you're exactly right about that. 104 00:05:54,040 --> 00:05:56,480 -- I can think back to the times I was involved in direct 105 00:05:56,480 --> 00:06:00,100 -- leadership and my very first job was I worked at Mcdonald's for, 106 00:06:00,100 --> 00:06:04,110 -- I worked there for a year making Quarter pounders and moved up to french fries. 107 00:06:04,120 --> 00:06:08,310 -- But that was yeah, that was direct leadership, There was no creativity there. 108 00:06:08,310 --> 00:06:10,230 -- This is how you make the quarter pounder. 109 00:06:10,240 --> 00:06:14,080 -- We expect it to be done in this amount of time and that's all the instruction, 110 00:06:14,080 --> 00:06:14,910 -- there was really, 111 00:06:14,920 --> 00:06:17,550 -- I had no idea that you did that. 112 00:06:18,340 --> 00:06:23,110 -- Yeah, yeah, maybe after we get done here, we'll have you fixed one. 113 00:06:23,120 --> 00:06:30,020 -- I'll show you my expertise. Yeah. Hey man, then after I make it a broken 114 00:06:30,020 --> 00:06:30,500 -- back. 115 00:06:30,510 --> 00:06:33,660 -- Oh my aching bag. 116 00:06:34,440 --> 00:06:36,340 -- Okay. All right. 117 00:06:36,340 --> 00:06:42,600 -- So the next leadership behavior of path goal theory is supporting leadership. 118 00:06:42,610 --> 00:06:46,430 -- This is the one that usually I'm naturally drawn to. 119 00:06:46,440 --> 00:06:50,000 -- The supporting leader will be friendly and approachable as a leader and 120 00:06:50,000 --> 00:06:53,360 -- attending to the well being and human needs of the followers. 121 00:06:53,440 --> 00:06:56,900 -- Supporting leaders go out of their way to make work pleasant for the 122 00:06:56,900 --> 00:07:00,900 -- followers and this gives the followers the confidence they need to succeed. 123 00:07:00,910 --> 00:07:05,110 -- Supporting leaders treat followers as equals and give them respect. 124 00:07:05,120 --> 00:07:08,540 -- I like this one. And I'm gonna tell you in just a couple of minutes why? 125 00:07:08,550 --> 00:07:10,240 -- Because there's a lot to this. 126 00:07:10,250 --> 00:07:15,360 -- And I think in today's church we're not using this enough. 127 00:07:15,540 --> 00:07:21,750 -- Um, we have pastors who want to be stars that that preach on sunday morning instead of 128 00:07:22,440 --> 00:07:25,080 -- pastors that are doing some pastoring and shepherding. 129 00:07:25,080 --> 00:07:28,510 -- I think it has to be both and I know I can 130 00:07:28,510 --> 00:07:30,850 -- get criticized for what I just said that I get it. 131 00:07:30,860 --> 00:07:32,510 -- It's true. It's so true. 132 00:07:32,520 --> 00:07:37,480 -- But one of the things that this point brings up is people want want to be encouraged, 133 00:07:37,480 --> 00:07:39,070 -- They want to be built up. 134 00:07:39,080 --> 00:07:43,770 -- Um, I think the best thing we have is God's word to encourage 135 00:07:43,920 --> 00:07:45,660 that 136 00:07:45,940 --> 00:07:48,530 -- Barnabas was the son of encouragement. 137 00:07:48,540 --> 00:07:53,760 -- He worked every way he could to make people feel better when they left 138 00:07:54,140 --> 00:07:55,400 -- and that's our goal. 139 00:07:55,400 --> 00:07:55,650 -- I mean, 140 00:07:55,650 --> 00:08:00,140 -- do people feel good when they when they leave you knowing that maybe you 141 00:08:00,140 --> 00:08:03,090 -- give God all the glory and maybe they can do that as well. 142 00:08:03,100 --> 00:08:04,090 -- Amen to that. That's 143 00:08:05,110 --> 00:08:05,380 gonna 144 00:08:05,390 --> 00:08:10,360 -- keep your waiters and 145 00:08:10,360 --> 00:08:13,060 -- waitresses. So that was supportive leadership. 146 00:08:13,070 --> 00:08:15,170 -- And so many times in my life, 147 00:08:15,180 --> 00:08:19,330 -- God has been a supportive leader to me every time I've needed him, he's been there, 148 00:08:19,330 --> 00:08:20,280 -- he's picked me up. 149 00:08:20,280 --> 00:08:23,750 -- He takes care of me all the time and I just can't 150 00:08:24,140 --> 00:08:26,750 -- say what that means to me that we have such a loving God. 151 00:08:27,240 --> 00:08:28,150 -- Amen. 152 00:08:29,940 --> 00:08:32,580 -- So the next is the participative leadership. 153 00:08:32,590 --> 00:08:35,539 -- A participative leader consults with the followers about 154 00:08:35,539 --> 00:08:37,799 -- the decisions and this type of leader gets 155 00:08:37,799 --> 00:08:39,970 -- their ideas and opinions and then uses this 156 00:08:39,970 --> 00:08:42,150 -- information about how the team will proceed. 157 00:08:42,539 --> 00:08:45,130 -- This results in increased team performance 158 00:08:45,140 --> 00:08:47,980 -- through following participation in shared goals. 159 00:08:47,990 --> 00:08:51,130 -- So when a change happens or a decision needs to be made, 160 00:08:51,140 --> 00:08:53,980 -- the participative leader brings it to the group and says, okay, 161 00:08:53,980 --> 00:08:55,380 -- what does everybody think of this? 162 00:08:55,390 --> 00:08:58,470 -- How do we move forward as a team? And what's the ideas and 163 00:08:58,470 --> 00:08:59,140 -- thoughts? 164 00:08:59,160 --> 00:09:01,950 -- I think that's great. I think it's really good leadership 165 00:09:02,240 --> 00:09:04,790 -- and I do think it's important that we do that. 166 00:09:04,790 --> 00:09:07,160 -- I think it's important that we hear what people are 167 00:09:07,160 --> 00:09:10,160 -- going through and what we can do to help them 168 00:09:10,340 --> 00:09:14,380 -- do better at their job because when they do better, we do better. That's the goal. 169 00:09:14,380 --> 00:09:18,550 -- It can't be um I don't want them to do as good as me. Yeah, you do. 170 00:09:18,550 --> 00:09:22,900 -- If you're doing your job right, it'll change everything and that's, that's the key. 171 00:09:22,900 --> 00:09:26,660 -- You want everyone to do better because when, when that happens, 172 00:09:26,840 --> 00:09:30,760 -- the product that you could put out there for, for whatever it is, 173 00:09:30,940 --> 00:09:32,780 -- um it gives glory. 174 00:09:32,790 --> 00:09:34,500 -- It's so true. Amen. 175 00:09:34,500 --> 00:09:34,840 -- And you know, 176 00:09:34,840 --> 00:09:37,030 -- one of the requirements whenever I interview someone 177 00:09:37,030 --> 00:09:38,580 -- or hire them for my team because you have 178 00:09:38,580 --> 00:09:42,160 -- to be smarter than me because I want people who can do things that I can, 179 00:09:42,160 --> 00:09:44,400 -- people who can figure things out that I can't, 180 00:09:44,410 --> 00:09:48,770 -- I will not be working for chris any 181 00:09:48,770 --> 00:09:53,160 -- time and then after I get them, Hey 182 00:09:53,170 --> 00:09:54,460 -- wow, 183 00:09:54,940 --> 00:09:56,800 -- this went dark quick. Thank 184 00:09:56,800 --> 00:09:58,800 -- you. Sorry, sorry about that. 185 00:09:58,810 --> 00:10:00,760 -- Oh no, 186 00:10:02,140 --> 00:10:04,160 -- I guess one of Sophie's favorite one. 187 00:10:04,170 --> 00:10:07,450 -- Okay, the last leadership type of the path. 188 00:10:07,450 --> 00:10:10,850 -- Gold leadership is the achievement oriented leader and this is a 189 00:10:10,850 --> 00:10:15,440 -- leader who challenges followers to perform at their highest possible level. 190 00:10:15,450 --> 00:10:19,560 -- They said a high level of excellence and they seek continuous improvement. 191 00:10:19,940 --> 00:10:22,340 -- The achievement oriented leader shows the team they 192 00:10:22,340 --> 00:10:24,560 -- have a high level of confidence and that 193 00:10:24,560 --> 00:10:28,840 -- the leader is sure the followers can achieve their goals and when I think of this, 194 00:10:28,840 --> 00:10:31,060 -- I think of a lot of sales, 195 00:10:31,070 --> 00:10:35,070 -- I think of anything that has a performance metric where the top leader 196 00:10:35,070 --> 00:10:38,260 -- of the top performer gets a bigger bonus or something like that. 197 00:10:38,340 --> 00:10:40,560 -- Right? It's goal oriented. Absolutely. 198 00:10:40,640 --> 00:10:44,740 -- One of the downsides of this is people can burn out if they're 199 00:10:44,750 --> 00:10:48,950 -- continually pressured to improve and do better and meet higher and higher demands. 200 00:10:48,960 --> 00:10:50,620 -- Like we discussed earlier about this, 201 00:10:50,620 --> 00:10:53,120 -- they will burn out and then maybe they need to go to 202 00:10:53,120 --> 00:10:55,820 -- a supportive team for someone to build them right back up 203 00:10:55,830 --> 00:10:56,810 -- well. 204 00:10:56,810 --> 00:11:00,040 -- And I think honestly, you can't live in that fourth model. 205 00:11:00,050 --> 00:11:02,660 -- No, because if you, if you do, it'll break you. 206 00:11:02,940 --> 00:11:05,830 -- Um, I think really would be your best model. 207 00:11:05,840 --> 00:11:11,650 -- I love to because I'm naturally bent that way, but either one I think it's okay. 208 00:11:11,660 --> 00:11:16,610 -- One in four dangerous to me from what I heard you say and what I'm hearing you say. 209 00:11:16,620 --> 00:11:18,290 -- And um, for me, 210 00:11:18,290 --> 00:11:22,260 -- I think it's important that we understand that our best 211 00:11:22,260 --> 00:11:25,560 -- way to do things is with a team together, 212 00:11:25,560 --> 00:11:26,750 -- building each other up 213 00:11:26,940 --> 00:11:28,110 -- and watch what God 214 00:11:28,110 --> 00:11:30,280 -- does Each of these four have a place, 215 00:11:30,290 --> 00:11:34,400 -- There's times to use each of these four, but I couldn't agree more two and three, 216 00:11:34,410 --> 00:11:39,380 -- you will get the most respect the most loyalty, the most love from your employees. 217 00:11:39,390 --> 00:11:41,150 -- They will do everything they can, they will, 218 00:11:41,150 --> 00:11:42,260 -- if you've heard the term bend over 219 00:11:42,260 --> 00:11:44,350 -- backwards will absolutely bend over backwards for 220 00:11:44,350 --> 00:11:46,960 -- you if they feel that you love them and you care about 221 00:11:46,970 --> 00:11:47,190 -- them. 222 00:11:47,200 --> 00:11:52,900 -- I would not bend over backwards, but I would try to do that as best I could if I did that, 223 00:11:52,910 --> 00:12:00,760 -- I'd end up in the hospital with my aching back, oh my back. 224 00:12:00,760 --> 00:12:01,610 -- There we go. 225 00:12:01,620 --> 00:12:02,070 Oh 226 00:12:02,080 --> 00:12:04,360 -- yeah, we'll be 227 00:12:04,360 --> 00:12:08,090 -- here, we'll be here every week, tip your waiters and waitresses. 228 00:12:08,100 --> 00:12:11,250 -- Okay, so whatever we know about path gold, 229 00:12:11,250 --> 00:12:13,650 -- we understand the four leadership behaviors. 230 00:12:13,940 --> 00:12:16,350 -- When do we use the path goal behaviors? 231 00:12:16,360 --> 00:12:18,220 -- So let's start with directive, 232 00:12:18,230 --> 00:12:21,760 -- we use the directive leadership with inexperienced workers. 233 00:12:21,760 --> 00:12:23,750 -- These are people who first get there 234 00:12:24,240 --> 00:12:26,210 -- any time there's an urgent matter. 235 00:12:26,220 --> 00:12:30,730 -- Directive leadership also works very well and non negotiable issues 236 00:12:30,730 --> 00:12:32,980 -- that works really well and believe it or not, 237 00:12:32,980 --> 00:12:36,130 -- there are people out there who prefer this. 238 00:12:36,140 --> 00:12:39,010 -- They prefer a tight structure with no ambiguity. 239 00:12:39,010 --> 00:12:41,250 -- They want to know everything about their job, 240 00:12:41,260 --> 00:12:44,020 -- they want to know exactly what's expected of them and then they're good, 241 00:12:44,020 --> 00:12:44,990 -- that's all they care about. 242 00:12:44,990 --> 00:12:47,250 -- So that's when directive leadership works well, 243 00:12:47,440 --> 00:12:47,860 -- right, 244 00:12:48,540 --> 00:12:52,150 -- supportive leadership is used for followers who need affiliation. 245 00:12:52,310 --> 00:12:54,260 -- These people need human touch. 246 00:12:54,270 --> 00:12:55,760 -- They're unsatisfied followers, 247 00:12:55,760 --> 00:12:59,340 -- they may be burned out like we discussed a minute ago or they have issues and 248 00:12:59,340 --> 00:13:00,990 -- that's when they need someone to help them 249 00:13:00,990 --> 00:13:03,390 -- and that's when supportive leadership works best. 250 00:13:03,410 --> 00:13:06,360 -- The next one is participative leadership and its most successful 251 00:13:06,360 --> 00:13:08,320 -- in organizations with defined roles 252 00:13:08,320 --> 00:13:10,650 -- that require minimal management and oversight 253 00:13:10,940 --> 00:13:15,760 -- with followers who feel part of the decision making process is very important. 254 00:13:15,770 --> 00:13:19,190 -- So these are people that want to be included. They know how to do their job. 255 00:13:19,200 --> 00:13:20,510 -- They're okay with doing their job. 256 00:13:20,510 --> 00:13:24,900 -- They do it well and they want to say in what happens with the team and that makes sense. 257 00:13:24,900 --> 00:13:26,180 -- It does make sense. 258 00:13:26,190 --> 00:13:27,040 -- And the last one, 259 00:13:27,040 --> 00:13:30,950 -- achievement oriented leaders work best with followers that have high motivation 260 00:13:31,540 --> 00:13:35,520 -- and they want to succeed in the field where top performers are rewarded. 261 00:13:35,530 --> 00:13:40,720 -- So what's the advantages of path goal theory? Uh Number one is very practical, 262 00:13:40,850 --> 00:13:45,070 -- places the burden of leadership on the leader, which sounds like common sense, 263 00:13:45,070 --> 00:13:48,760 -- but a lot of leadership models don't place the burden of leadership on the leader, 264 00:13:48,940 --> 00:13:50,030 -- but path Gold does. 265 00:13:50,030 --> 00:13:53,440 -- It places the burden of leadership on the leader and demands the leader have 266 00:13:53,440 --> 00:13:57,250 -- a clear path to the goal and help the followers with the obstacles. 267 00:13:57,440 --> 00:14:00,260 -- In other words, if a member of the team is failing, 268 00:14:00,740 --> 00:14:04,040 -- it's on the leader who should be responsible for that. 269 00:14:04,170 --> 00:14:08,260 -- The second advantage of path goal theory is it reminds leaders that the goal of 270 00:14:08,260 --> 00:14:12,430 -- leadership is to guide and coach followers as they progress to achieve a goal. 271 00:14:12,440 --> 00:14:16,600 -- Again, if the team succeeds, it's completely on the leader and if the team fails, 272 00:14:16,610 --> 00:14:17,070 -- it's on the 273 00:14:17,070 --> 00:14:18,200 -- leader. 274 00:14:18,640 --> 00:14:21,170 -- The last advantage of the path goal theory is, 275 00:14:21,180 --> 00:14:24,370 -- it's straightforward and it's easy to learn and follow. 276 00:14:24,380 --> 00:14:27,090 -- If you can tell where each of your employees fall, then you know, 277 00:14:27,090 --> 00:14:29,360 -- the approach to take and how to get more out of them. 278 00:14:29,840 --> 00:14:30,500 -- Hey man. 279 00:14:30,610 --> 00:14:31,630 -- And let me say this, 280 00:14:31,910 --> 00:14:33,650 -- it has to come from the heart, 281 00:14:34,140 --> 00:14:37,760 -- you can't fake a relationship with an employee. They're very smart. 282 00:14:38,140 --> 00:14:40,030 -- I've seen so many other people try to do this. 283 00:14:40,030 --> 00:14:43,790 -- I've actually seen people that keep spreadsheets with their employees names, 284 00:14:43,800 --> 00:14:46,240 -- their family names, their Children's names, 285 00:14:46,250 --> 00:14:48,810 -- but they know when you care about them and when they 286 00:14:48,810 --> 00:14:49,260 -- don't, 287 00:14:49,260 --> 00:14:53,910 -- that's great chris that's so important to it is and I do think they do know that. 288 00:14:53,920 --> 00:14:57,850 -- Well, let me ask you this, have you ever had a supervisor or a superior 289 00:14:58,140 --> 00:14:59,460 -- who really cared about you? 290 00:14:59,740 --> 00:15:02,410 -- I have and you knew it didn't Yeah, Absolutely. 291 00:15:02,410 --> 00:15:04,600 -- Have you had any that didn't care about you? 292 00:15:04,610 --> 00:15:07,060 -- Absolutely. I was a Kroger employee. 293 00:15:07,070 --> 00:15:10,630 -- I used to bag when they had real bag. Oh my gosh, 294 00:15:10,640 --> 00:15:11,790 -- yeah, 295 00:15:12,060 --> 00:15:17,560 -- actually, we're going back to it a little bit now. But yeah, so in that job 296 00:15:17,740 --> 00:15:20,290 -- there were people that would crack the whip on you all the time. 297 00:15:20,300 --> 00:15:24,780 -- So they yeah, they very rarely built you up, 298 00:15:24,780 --> 00:15:26,900 -- but they usually knocked you down pretty quick 299 00:15:26,910 --> 00:15:27,180 -- and you 300 00:15:27,180 --> 00:15:29,170 -- knew that you knew they didn't care about you, 301 00:15:29,180 --> 00:15:30,750 -- but they didn't and that's ok. 302 00:15:30,750 --> 00:15:32,690 -- They didn't care about themselves. 303 00:15:32,690 --> 00:15:33,790 -- They were in a situation, 304 00:15:33,790 --> 00:15:36,680 -- they didn't like their jobs so that no one else was gonna like it either. 305 00:15:36,690 --> 00:15:37,080 -- So, 306 00:15:37,090 --> 00:15:39,640 -- and every day when you went home, 307 00:15:39,690 --> 00:15:42,060 -- come back every day, 308 00:15:42,140 --> 00:15:44,790 -- I'm sure you may have even had some who didn't care 309 00:15:44,790 --> 00:15:47,160 -- about you and you knew they didn't care about you, 310 00:15:47,170 --> 00:15:49,490 -- but maybe tried to fool you and make you think they did. 311 00:15:49,490 --> 00:15:51,860 -- But you saw through that everybody always sees 312 00:15:51,860 --> 00:15:54,090 -- through that absolutely too smart for 313 00:15:54,090 --> 00:15:54,950 -- that. 314 00:15:55,340 --> 00:15:58,360 -- So let's discuss the disadvantages of path goal theory 315 00:15:58,740 --> 00:16:00,800 -- number one and this is an important one. 316 00:16:00,800 --> 00:16:05,180 -- It places a lot of weight on the leader and if the leader is not up to the challenge, 317 00:16:05,180 --> 00:16:06,290 -- the team will fail. 318 00:16:06,300 --> 00:16:09,700 -- If the leader can't perform this correctly, the team doesn't have a chance. 319 00:16:09,710 --> 00:16:13,350 -- The second disadvantage of path goal theory is it treats leadership like 320 00:16:13,350 --> 00:16:17,250 -- a one way event make the followers dependent on the leader. 321 00:16:17,740 --> 00:16:19,640 -- Sometimes you have a lot of smart people out there. 322 00:16:19,640 --> 00:16:23,440 -- I don't have a lot of smart people on my team and when they say to do something, 323 00:16:23,440 --> 00:16:26,780 -- I go with it because they're smarter than I am and they know better than me. 324 00:16:26,790 --> 00:16:31,390 -- But if you do to write, I mean aren't you building them up and listening to them? 325 00:16:31,400 --> 00:16:33,840 -- You are and you absolutely are. That's correct. 326 00:16:33,840 --> 00:16:36,850 -- This is one of the criticisms, it can make them dependent on you. 327 00:16:37,140 --> 00:16:40,260 -- The participants style is usually not bad for that. 328 00:16:40,440 --> 00:16:43,090 -- But directive certainly is like if you were to take a directive, 329 00:16:43,090 --> 00:16:45,410 -- manager out of his position that people wouldn't know how to 330 00:16:45,410 --> 00:16:45,970 -- perform. 331 00:16:45,980 --> 00:16:47,270 -- That makes sense. I get it. 332 00:16:47,640 --> 00:16:51,910 -- And the last one is it requires a lot of action from the leader 333 00:16:51,920 --> 00:16:55,320 -- and that means it's very difficult for a leader of a large team. 334 00:16:55,320 --> 00:16:58,060 -- Could you imagine if you had 75 or 100 or 335 00:16:58,060 --> 00:17:01,430 -- 150 people and you have to be able to identify which 336 00:17:01,430 --> 00:17:04,180 -- management style to use on every one of them and 337 00:17:04,180 --> 00:17:06,200 -- there's just not enough time in the day for that, 338 00:17:06,210 --> 00:17:07,310 -- not for sure. 339 00:17:07,319 --> 00:17:08,960 -- So that is path gold leadership. 340 00:17:09,040 --> 00:17:09,849 -- That's great. 341 00:17:10,240 --> 00:17:15,810 -- Our scripture for today is Romans 12 9 through 13 if you know about us. 342 00:17:15,819 --> 00:17:19,430 -- 1212 is in this one. So listen for it. 343 00:17:19,440 --> 00:17:22,069 -- I'll definitely kind of hit it as we go through it. 344 00:17:22,069 --> 00:17:24,220 -- Sometimes I think we take that little text and we 345 00:17:24,220 --> 00:17:27,869 -- only read that one verse this whole verses so good. 346 00:17:27,869 --> 00:17:29,460 -- I had to read it for you today. 347 00:17:29,640 --> 00:17:33,410 -- Let love be genuine. See, I think that's one thing that we have to, 348 00:17:33,580 --> 00:17:37,180 -- we have to be our authentic self. I can't be somebody else. 349 00:17:37,180 --> 00:17:39,660 -- I gotta be dave and I got to be the best day of God created 350 00:17:39,670 --> 00:17:40,730 -- me to just hit on, 351 00:17:40,730 --> 00:17:42,240 -- let love be genuine 352 00:17:42,250 --> 00:17:43,630 -- about who or what is evil. 353 00:17:43,630 --> 00:17:46,470 -- That literally means hate, what is evil? Hey, what is bad? 354 00:17:46,480 --> 00:17:51,050 -- Hold fast to what is good, love one another with brotherly affection man 355 00:17:51,340 --> 00:17:54,230 -- Outdo one another in showing honor, wow, 356 00:17:54,230 --> 00:17:56,350 -- that's your achievement oriented right there. 357 00:17:56,440 --> 00:18:00,370 -- I'll do one another. That's pretty good well and show in honor. 358 00:18:00,380 --> 00:18:04,120 -- So I'm gonna do my best to show honor more than you show me 359 00:18:04,120 --> 00:18:06,750 -- and then all of a sudden you get everybody buildings that are up. 360 00:18:06,760 --> 00:18:12,610 -- I love that do not be slothful in zeal. Be fervent in spirit, serve the Lord. 361 00:18:12,620 --> 00:18:18,960 -- Here we go, rejoicing hope. Um the patient and tribulation be constant in prayer, 362 00:18:19,140 --> 00:18:25,530 -- contribute to the needs of the saints and seek to show hospitality Amen. 363 00:18:25,540 --> 00:18:29,680 -- So that one part rejoice and hope. That's praise. That's praise. 364 00:18:29,680 --> 00:18:34,160 -- That's given him everything patient and tribulation. That's piece. 365 00:18:34,170 --> 00:18:37,860 -- You know when we're patient and how many do you like that word? 366 00:18:38,240 --> 00:18:39,990 -- No, 367 00:18:40,000 --> 00:18:43,180 -- but if we're a good leader we have to hold on 368 00:18:43,180 --> 00:18:45,310 -- to that word sometimes and we do have to be patient. 369 00:18:45,310 --> 00:18:49,930 -- So you know that's one of the things praise patient and be constant in prayer. 370 00:18:49,940 --> 00:18:51,710 -- It's the three ps We love it. 371 00:18:51,710 --> 00:18:56,860 -- We try to put it out there, that's what lead 12 12 is prayer praise 372 00:18:57,240 --> 00:19:00,690 -- and patients. Amen. We hope you guys have a great week. 373 00:19:00,700 --> 00:19:04,370 -- Thanks for letting us be a part of your week or part of your day. 374 00:19:04,380 --> 00:19:07,820 -- If we can minister to you. Yes, we want to do that. 375 00:19:07,820 --> 00:19:08,930 -- So where can they find that out 376 00:19:08,930 --> 00:19:10,880 -- chris we can go to lead 12 12 377 00:19:10,880 --> 00:19:14,370 -- dot com and it just so happens we've got a really nice path goal, 378 00:19:14,370 --> 00:19:15,200 -- leadership quiz. 379 00:19:15,200 --> 00:19:18,100 -- You can take to see how you rate in these four areas 380 00:19:18,110 --> 00:19:18,760 -- and so 381 00:19:18,760 --> 00:19:21,050 -- we want to tell you this too because you got to sign up. 382 00:19:21,050 --> 00:19:23,080 -- We're not trying to get all your information. 383 00:19:23,080 --> 00:19:24,300 -- Just have your information, 384 00:19:24,310 --> 00:19:28,250 -- we won't call you and try to sell you anything pinky swear. 385 00:19:28,260 --> 00:19:30,870 -- We we we promise that's not to go. 386 00:19:30,880 --> 00:19:32,900 -- The only reason we do that is so we 387 00:19:32,900 --> 00:19:35,220 -- know people are really getting on there and they're taking 388 00:19:35,220 --> 00:19:37,680 -- time to to do these things so we know that 389 00:19:37,680 --> 00:19:40,070 -- you're not some computer somewhere trying to do it. 390 00:19:40,070 --> 00:19:40,770 -- Exactly. 391 00:19:40,780 --> 00:19:45,450 -- So anyway, we we love you, we want you to do stuff with this, Check us out, 392 00:19:45,460 --> 00:19:46,240 -- there's quizzes, 393 00:19:46,240 --> 00:19:48,460 -- there's information you can find what else 394 00:19:48,460 --> 00:19:50,350 -- Chris You can sign up so 395 00:19:50,350 --> 00:19:53,180 -- that you can receive any of our podcast directly in your inbox. 396 00:19:53,180 --> 00:19:55,270 -- You find out more information about how often they 397 00:19:55,270 --> 00:19:57,990 -- come out and what's going on at least 1212. 398 00:19:58,000 --> 00:19:59,550 -- Amen. Amen. 399 00:19:59,940 --> 00:20:01,000 -- Thanks for listening. 400 00:20:01,010 --> 00:20:05,790 -- Have a great day, this is an lbs production which stands for pounds. 401 00:20:05,790 --> 00:20:07,080 -- I don't know if you knew that or not but it 402 00:20:07,080 --> 00:20:11,320 -- also stands for laughing because we're saved but we kind of 403 00:20:11,320 --> 00:20:14,460 -- like the pounds so um chris will lift them and I 404 00:20:14,460 --> 00:20:17,200 -- will gain them and we will have a great time. 405 00:20:17,200 --> 00:20:17,960 -- Thanks for listening. 406 00:20:18,940 --> 00:20:19,170 Mhm