In this episode, Dr. Michael Lindsay, President of Taylor University, shares his insights on fostering a culture of trust to propel leadership success. We'll explore practical strategies for building trust, navigating leadership transitions, and the importance of continuous learning.
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In this episode:
Background and Leadership Lessons at Gordon College:
- Multi-Year Strategy: Overestimating annual goals vs. long-term achievements. (03:00)
- Hiring the Right People: Importance of waiting for the right fit rather than filling positions hastily. (03:10)
- Leadership Presence: The value of leaders being present during challenges. (03:36)
- Learning Agility: Developing a growth mindset to learn from all experiences. (04:01)
- Self-Acceptance: Leaders recognizing their own weaknesses and building teams that complement their strengths. (04:17)
Employee Engagement and Culture at Taylor University:
- Trust and Candor: Transparent sharing of engagement survey results, even when disappointing. (06:29)
- All-Campus Meetings: Using worship services for lament, thanksgiving, and recommitment. (07:23)
- Discovery Groups: Small groups discussing survey results to foster trust and identify improvement areas. (09:03)
- Ongoing Commitment: Regular devotional guides and assigning champions to oversee engagement. (10:15)
Improving Communication:
- Cascading Communications: Structured sharing of key topics from leadership meetings down to all levels. (12:44)
- Frequent Updates: Regular newsletters, videos, and updates from various leaders to increase information flow. (13:39)
- Overcommunication: Ensuring messages are repeated and clearly communicated to avoid misunderstandings. (14:32)
Maintaining Positive Momentum:
- Monthly Gatherings: Regular staff forums for development, information sharing, and questions. (16:26)
- Personal Engagement: Weekly Bible studies and informal interactions with staff. (16:54)
- Celebration Culture: Organizing events and providing tangible appreciation like bonuses and extra holidays. (17:29)
- Spiritual Leadership: Incorporating spiritual disciplines and intentional spiritual vitality within the leadership team. (18:54)
Strategic Vision and Plan Development:
- Creation of a strategic vision and plan for the university with extensive community input. (22:55)
- Formation of the 175th Commission, incorporating external leaders and internal stakeholders. (23:08)
- Comprehensive surveys and regional gatherings to gather feedback. (23:33)
- Iterative planning process resulting in the "Taylor Thrives" vision, with six pillars and 125 goals. (25:17)
Engagement and Fundraising:
- Developing ownership among stakeholders through engagement in the planning process. (26:37)
- Leveraging the strategic plan for fundraising, successfully raising tens of millions of dollars. (26:54)
Talent Attraction and Retention:
- Challenges of recruiting in a rural location with lower pay scales. (28:32)
- Efforts to communicate the benefits of working at Taylor through updated job descriptions and targeted communications. (29:06)
Hinge Moments and Leadership Transitions:
- Importance of significant moments ("hinge moments") in shaping life and career. (30:55)
- Preparation and response to transitions are crucial for long-term success. (32:12)
- Michael's personal experience with a career transition and the insights gained. (33:24)
Characteristics of the New Generation:
- New generation of leaders is entrepreneurial, globally concerned, and innovative. (35:39)
- They seek to make a positive difference and are motivated by serving others. (37:11)
- Importance of providing biblical foundations and Christian community for spiritual growth. (37:28)
Hope for the Future:
- Optimism about the future due to the promise and potential of current students. (40:09)
- Recognition of challenges but confidence in the positive impact of Christian higher education. (40:31)
- Gratitude for the role of the Best Christian Workplace Institute in enhancing engagement and spiritual formation in the workplace. (40:36)
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