If you are a Christian business leader, how do you know if you are a good one or not? How do you determine your leadership “intelligence” or “quotient?”

I am often asked what I have learned or observed about leadership based on working with over 500 Christian business leaders around the world over the past 30 years. 

A person can be financially successful and be very good in their particular field—but not be a leader. None of the questions below equate leadership with the size or profitability of a person’s business.

I have compiled a list of ten key questions. This assessment applies to Christian leaders in a company, church and community. This will give you a quick snapshot of your level of leadership and perhaps some items to work on.

INSTRUCTIONS

• Rank yourself on a scale of 0-10 (with 0 being the least in agreement and 10 being strongest agreement) to the extent you agree with each of the below statements in bold. 
• Then tally all responses for a total out of 100. You will then get your letter grade and instant assessment.

QUESTIONS

1. I do not use my leverage and influence to manipulate people. When you have economic leverage in the marketplace you can deploy some unsavory practices. Some leaders will make unreasonable demands on their own team members in terms of work conditions. Or, with external parties, they may squeeze suppliers on payment terms. I have observed some, and fortunately, not many business leaders do things because they have money they can get away with it. By contrast, good leaders treat people fairly even when you could get away without having to do so.
2. I have friends unrelated to money and influence. Arthur Brooks, the Harvard Business School Professor of Happiness, talks about “real friends” and “deal friends.” Real friends are borne of mutual interests, respect and admiration. By contrast, deal friends arise from a work context or economic nexus. When that is gone so is the basis for the relationship. People may build a relationship as a way to facilitate business interaction (so they are “friendly” but not real friends). Ask, if you were bankrupt, who would be your friend? It’s good to have friends who don’t know what you do for work and where that is not the focus of the relationship.
3. I focus on doing things rather than taking credit for things. There are people who are more interested in getting credit for things instead of actually doing things. Hence the cliché, “success has many fathers—failure is an orphan.” Instead, true leaders are doers. Another cliché: you can get a lot done if you don’t care who gets the credit. Trying to take credit for the work of others might work in the short term, but rarely in the long term. Too many people have the same experience with the person and word gets around. Instead, remember that the leader’s success is in helping others do well.
4. I prioritize unity and collaboration rather than perpetuate tribalism. Leaders look for ways to unite people. They focus on things people can agree on. The leader’s default position is to try to make things work and to collaborate with others. They recognize the enhanced impact of collective action. For example, one of the challenges in the Christian community is to heed Jesus’ call for unity. It remains a challenge to get people out of their denominational silos. Protestantism is a self-fragmenting mechanism. True leaders, however, look at the value of synergy and the benefits of working together
5. I contribute solutions to situations rather than focus on criticism. Is your default to help solve a problem or simply point out a problem? Do you show up in church with a focus on what I can give, or what I can receive? Is there a visitor or a wounded soul in the pew beside you or a disillusioned member lingering in the foyer? A leader is aware of these dynamics. Or do you go to an event as a self-appointed and self-accredited critic? A simple example is the ELO Forums and our ongoing challenge to attract more Christian women speakers. Our challenge is that there are not many to draw on. I have received more criticism than helpful suggestions. I have, however, received great feedback from leaders. One attendee recently provided a detailed list of multiple recommendations.

Come back for Part II of this blog post to complete the assessment!