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In this Men of Faith and Project Sisterhood crossover episode, Caleb Cole, Chrissy Cole, and Brandon Miller unpack what real leadership requires beyond talent, tenure, confidence, or a title.
They talk about humility, blind spots, self awareness, culture, emotional intelligence, and the difference between managing tasks and actually developing people. The conversation moves through church leadership, marriage, family, work, discipleship, and the responsibility of becoming someone others can trust and follow.
This episode is for anyone who leads at home, at work, in ministry, or in community and wants to grow into a healthier, more faithful leader.
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They talk about humility, blind spots, self awareness, culture, emotional intelligence, and the difference between managing tasks and actually developing people. The conversation moves through church leadership, marriage, family, work, discipleship, and the responsibility of becoming someone others can trust and follow.
This episode is for anyone who leads at home, at work, in ministry, or in community and wants to grow into a healthier, more faithful leader.
— — — — — — — — — —
If this episode encouraged you, share it with a friend and leave a review — it helps more women find Project Sisterhood 💛
🎧 Listen to Project Sisterhood:
Spotify: https://open.spotify.com/show/12Mzxkt8WDImuZJpu90b7N?si=a5208fcedd2c44f7
📲 Follow Project Sisterhood on Instagram:
Instagram: @projectsisterhood
⛪️ Project Church:
Website: https://projectchurch.com
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— — — — — — — — — —
If this episode encouraged you, share it with a friend and leave a review!
🎧 Listen to Men of Faith:
Apple Podcasts: https://podcasts.apple.com/us/podcast/men-of-faith/id1749620180
📲 Follow Men of Faith on Instagram:
Instagram: @menoffaith
⛪️ Project Church:
Website: https://projectchurch.com
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- (00:00) - Why Tenure Does Not Equal Leadership
- (00:52) - Men of Faith Meets Project Sisterhood
- (01:37) - What Real Leadership Requires
- (03:50) - Leadership Is Not Just a Title
- (04:42) - Humility Makes Leaders Curious
- (06:02) - Why Good Workers Become Bad Leaders
- (08:25) - Stop Doing Everything Yourself
- (09:08) - Culture Will Find You Out
- (11:08) - Give People Room to Fail
- (12:18) - The Blind Spot You Cannot See
- (14:33) - Self Awareness Is the Shared Trait
- (16:33) - Ask Trusted Friends the Hard Questions
- (19:10) - Leading From Your God Given Strengths
- (24:00) - Find Your Green Zone
- (27:14) - The Call Up for Leaders
Creators and Guests
Host
Chrissy Cole
Chrissy’s parents moved to the U.S. from the Philippines in the late 70′s. She saw her parents both come to know the Lord at a young age. She and her family poured their lives into the local church and were changed by God. Chrissy attended Evangel University in Springfield, MO and earned a B.A. in Communications with an emphasis in Public Relations.
Guest
Caleb Cole
Caleb, a Sacramento native, grew up in a pastor’s home and is a third generation minister. At the age of 12, after one of his grandfather’s sermons, he felt a call from God to be a pastor. He consistently pursued that call throughout high school and college. Caleb attended Central Bible College in Springfield, MO where he earned a B.A. in Biblical Studies and went on to the Assemblies of God Theological Seminary where he earned an M.A. in Theological Studies.
What is Project Sisterhood?
Project Sisterhood is a podcast for women who want to grow in faith, find healthy community, and become who God created them to be.
Hosted by Chrissy Cole and the Project Church Sisterhood team, each episode brings honest conversations and biblical encouragement centered on identity, belonging, spiritual maturity, healing, relationships, and purpose.
With a mix of humor, vulnerability, and real-life wisdom, Project Sisterhood creates space for women in every age and stage to feel seen, strengthened, and connected—because you were never meant to do life alone.
00;00;00;04 - 00;00;21;10
Brandon Miller
Majority of people who step into roles of leadership organizationally are going to do it because they've been on the job. So they have tenure or technically they're proficient in the job. So, so technical and tenure 82% of the time. That's why they accept some sort of role of leadership. Wow. The problem is neither of those two determine whether or not you're going.
00;00;21;12 - 00;00;33;12
Brandon Miller
You can actually lead people to then add to the equation. Very few organizations provide actual, tangible, practical training to be a good leader.
00;00;33;13 - 00;00;52;07
Caleb Cole
You're listening to men of Faith, the podcast dedicated to calling men up and not out. Join me as we live a life dedicated to our God.
00;00;52;09 - 00;01;21;17
Chrissy Cole
This is a Project sisterhood podcast for all things women, brother, youth, a purpose for ministry, motherhood for the marketplace. We have crucial and genuine conversations that transcend your season to impact your true identity as a woman. So light hearted. Possible. Honesty. Matters of the heart and soul to be encouraged. We hope you and all women of every age, at every stage, find life and freedom in Jesus and.
00;01;21;19 - 00;01;23;03
Brandon Miller
Welcome back to.
00;01;23;05 - 00;01;26;03
Caleb Cole
The men of Faith Podcast and.
00;01;26;06 - 00;01;27;17
Chrissy Cole
Project Sisterhood.
00;01;27;18 - 00;01;36;07
Caleb Cole
That's right. It is a crossover episode. Once again. Men of Faith. Sisterhood. I'm your host, Caleb Cole, sisterhood host.
00;01;36;08 - 00;01;37;08
Chrissy Cole
Chrissy Cole.
00;01;37;08 - 00;01;59;07
Caleb Cole
And our men of Faith co-host Brandon Miller. We're here and we're ready for you. All right, so, hey, we got a great topic in store for you. We want to talk. I don't think we've talked about this all these years. Two years of doing sisterhood. We've never gone in on leadership and what it means to lead. We all lead organizations.
00;01;59;07 - 00;02;04;25
Caleb Cole
Brandon leads his own organization he's repping today. You want to tell them a little bit about it?
00;02;04;26 - 00;02;18;18
Brandon Miller
34 strong. We teach leaders how to do a great job being the best boss someone's ever had. So we transform organizations from the inside out, really centering on how people leadership can excel in their role.
00;02;18;21 - 00;02;26;00
Caleb Cole
Amazing. And then Chrissy leads really leads our organization here at Project Church. So, Chrissy.
00;02;26;01 - 00;02;26;19
Chrissy Cole
I.
00;02;26;22 - 00;02;29;20
Caleb Cole
Tell them more about how you kind of lead internally here.
00;02;29;21 - 00;02;56;22
Chrissy Cole
Yeah, I would say that if you were to look at our organization, you're a bit of the CEO and I'm more of the CEO. Let me just call each other co-pastor. But I am focused very much on developing our staff, holding our staff accountable and building up leaders and really protecting culture. And culture is anything that you stand for, anything that you stand against making that very clear so that we can really help form people into the likeness of Christ.
00;02;56;23 - 00;03;01;15
Caleb Cole
So good. She also she also attempts to hold me accountable. But that's.
00;03;01;17 - 00;03;02;18
Chrissy Cole
It's hard.
00;03;02;20 - 00;03;03;02
Caleb Cole
The hardest.
00;03;03;02 - 00;03;09;04
Brandon Miller
Job as a fellow CEO, that's nearly impossible. You really got to hold yourself accountable.
00;03;09;06 - 00;03;35;28
Caleb Cole
Yeah, right. So. So let's start. I think by by framing the idea of coaching leaders, because I think that's what you guys do. And so if you were to see our manifest sisterhood who are listening right now as leaders that we want to coach. Right. Let's start with like what are some of the the number one indicators of strong leaders that you've seen.
00;03;35;29 - 00;03;50;19
Caleb Cole
So when you look at a person and you go, okay, this is a strong leader, and then what do I need to develop. Do you go on an individual case by case basis or are you going. No I need every leader to have this, this and this. Start with Brandon.
00;03;50;20 - 00;04;13;13
Brandon Miller
So every single person has leadership potential, has a leadership responsibility. But some of us are called to lead people as a vocation. And that is not something that should be taken lightly. So some of us, you could say, are born to do that job really well. Statistically, 1 in 10 people naturally have innate talent to be great people.
00;04;13;13 - 00;04;33;25
Brandon Miller
Leaders. Wow. Nine. Well, and then out of that group, you can get another 3 or 4 that can be equipped. And then others need a lot of tools and resources. When you think of people, leadership organizationally, but in life, if you accept the role of leadership, you really are understanding that you cannot lead unless you follow and you're not leading if you don't have followers.
00;04;33;25 - 00;04;41;19
Brandon Miller
So knowing how to lead in such a way that people want to and and choose to follow you is the mark of effectiveness.
00;04;41;24 - 00;04;42;22
Caleb Cole
Yeah.
00;04;42;24 - 00;05;05;23
Chrissy Cole
That's that's really good because I think that going off of that, there's some people who call themselves leaders because there's a lot of dominance, there's a lot of confidence and assertiveness. But when people only see dominance, they I don't know, they might. You might have weak people following you, fewer people following you because people want to be seen and known.
00;05;06;00 - 00;05;35;20
Chrissy Cole
So I think the one huge mark of a leader is humility. And when you're leading others, that humility comes across as curiosity. How many questions are leaders asking the people that they're leading? How interested are they in the people that they're leading? I think that is the mark of a great leader. And I think the humble leaders who are curious about the people that they're leading and curious in general, they gather more people.
00;05;35;22 - 00;05;36;09
Chrissy Cole
Yeah.
00;05;36;10 - 00;06;02;03
Caleb Cole
So, I mean, we hire leaders. Yeah. Right. We have an organization and we have staff and their staff pastors, and we hire leaders. We then train volunteer leaders. Brandon, you go in to organizations and you coach leaders. So what do you do when you show up and you're being brought in to coach a leader and you're like, this is not one of the 10%.
00;06;02;10 - 00;06;24;19
Brandon Miller
Yeah. So the majority of people who step into roles of leadership organizationally are going to do it because they've been on the job. So they have tenure or technically they're proficient in the job. So, so technical and tenure 82% of the time. That's why they accept some sort of role of leadership. The problem is neither of those two determine whether or not you're good.
00;06;24;20 - 00;06;50;00
Brandon Miller
You can actually lead people to then add to the equation. Very few organizations provide actual, tangible, practical training to be a good leader. And so for most and we hear this all the time, either they're suffering in the role because when you don't lead well, people don't follow well, and then you end up with a quagmire between the leaders and the followers, and you have a problem.
00;06;50;00 - 00;07;16;03
Brandon Miller
And what it leads to often is disengagement. So people start to pull away from the org, pull away from the leader. And so, you know, your results suffer as a result of that. And when you're the leader, you're on the hook. You're the one that's going to face consequences more than others. And so when we come in, we reserve any judgment of who has been promoted until we really give them an opportunity to understand how to be an effective leader.
00;07;16;03 - 00;07;41;25
Brandon Miller
And so our challenge is that listed. Listen, if you're going to be remembered as a leader in someone's life, why not be remembered for being the best leader they ever had? Yeah, be the best boss they ever had when they remember you ten years from now as compared to the worst one they ever had. We call those the boss holes in your life, and no one wants to be remembered, at least not instinctively.
00;07;41;26 - 00;08;08;28
Brandon Miller
Wants to be remembered as the embodiment of the worst leader someone's ever had. Well, in that training, you're really giving them now very practical tools to understand. Well, what does it take to be good as a leader? And inevitably, inevitably, every single training someone ops out? Yeah, someone. Someone realizes I'm really good at my job. Like, I was really I'm an amazing individual contributor and I could do extremely well in that role.
00;08;08;28 - 00;08;25;26
Brandon Miller
And there is no shame in being amazing at your role and do it for your career to take that opportunity. So we see people step into it that really thrive in and grow as great leaders. And then we see people that realize that formal structure is not for them.
00;08;25;29 - 00;08;54;18
Caleb Cole
Yeah. Within our organization, obviously, like we've hired people to be leaders of leaders. Their job is to raise up other leaders, not just to oversee and be do. We don't want them to be doers. And I think my biggest issue with leaders is that too many of them just become doers. Yeah. Instead of raising up other leaders and any mark, or to me, the mark of a true leader is when you can multiply yourself, right?
00;08;54;20 - 00;09;03;16
Caleb Cole
You're elevating, you're raising others up, you're empowering. And and we've made the mistake of hiring just like doers and task oriented people and.
00;09;03;19 - 00;09;08;16
Chrissy Cole
Because of tenure, because of experience and and. Yeah. Can I I'm sorry.
00;09;08;18 - 00;09;09;15
Caleb Cole
I'm interject.
00;09;09;16 - 00;09;20;16
Chrissy Cole
Well, it makes me think about something that we've implemented. It's the way we coach our staff. And it's called ministry improvement plans. I know corporate world uses performance improvement plans, but we say ministry improvement plans.
00;09;20;16 - 00;09;20;28
Brandon Miller
Dreaded.
00;09;20;28 - 00;09;22;00
Chrissy Cole
Pip right?
00;09;22;02 - 00;09;23;22
Caleb Cole
Yes, ours are MIPs.
00;09;23;23 - 00;09;27;04
Chrissy Cole
Ours are MIPs. And we're like.
00;09;27;06 - 00;09;29;01
Brandon Miller
You're using them constructively?
00;09;29;03 - 00;09;29;17
Caleb Cole
Yes.
00;09;29;18 - 00;09;32;01
Brandon Miller
Yeah. So yours isn't isn't a punitive.
00;09;32;07 - 00;09;33;00
Caleb Cole
It's not punitive.
00;09;33;01 - 00;09;36;08
Brandon Miller
Yours is like an IDP individual development plan, but.
00;09;36;10 - 00;09;56;07
Chrissy Cole
It can be punitive. But but normally when we hire people, we we are so concerned about unity, especially in a church, that if you're not going to adhere to the culture, it's not about you being a terrible leader or that you can't do your job at all. It's more that if you don't fit the culture, then we don't want the culture will find you out.
00;09;56;08 - 00;10;13;22
Chrissy Cole
That's what we've we've experienced. We've had people come and be a part of these MIPs, and they may have thought that we were the worst leaders, but then we actually just helped them identify. You may not just be a part of this culture and that's okay. You might be better suited in another area, but that's a whole nother thing.
00;10;13;23 - 00;10;36;09
Brandon Miller
But but it's important because if culture really is a social norms of any organization based on values, right? And so if you know what you stand for and you know what you don't, then culture requires that you become in alignment. Because if you don't, you're right. You'll you'll stand out. And it really is difficult to swim up that stream.
00;10;36;09 - 00;10;52;24
Brandon Miller
And so whether it is a church or a state agency or a corporation or a small business, knowing knowing what the values are, that we all agree, because if you don't have that, then people just assume their own values are what it is. Well, now that culture misalignment becomes really toxic.
00;10;52;29 - 00;11;08;29
Chrissy Cole
Toxic, toxic. And they don't want to be here. We don't want them to be here. And it's like, maybe this will help you find out whether you want to be here or not. But I think I want to go back to what you were saying. I love that I want to be the best leader that I can be, and these MIPs are not.
00;11;09;02 - 00;11;31;10
Chrissy Cole
It's not about me telling you that I have the greatest tools. It's me showing you that you can be entrusted with some tasks, with some with vision, with creating and architecting all these structures for your ministry or whatever you're working on. And if I think a good leader, if I'm going to be a great leader leading this organization, I'm not just going to manage you.
00;11;31;10 - 00;11;58;12
Chrissy Cole
I'm going to give you tools and I'm going to entrust you managers. Task managers is so much different than entrusting you with authority in our organization. I want to give people the freedom to fail because failure is the greatest developer of individuals. And if I'm not giving people room to fail, then they're not going to grow, right? Yeah, yeah.
00;11;58;13 - 00;12;18;27
Caleb Cole
When it comes to everyone out here who's listening, I think we have men and women. They all lead in different capacities. Like you said, everyone's a leader on some levels. Whether we're leading ourselves, leading our family right, leading our kids, leading our spouses, or leading an organization. But ultimately we have to be willing to change to become better.
00;12;18;28 - 00;12;44;28
Caleb Cole
Yeah. And so I think one of the challenges I have is when I'm working with leaders is if they're not humble enough to admit that they have weaknesses, then we're never going to get anywhere. And what I'm, you know, thinking for everyone listening out there is like, we have to acknowledge that we do have blind spots. Yeah. And my wife actually asked me a few years ago, I was in a very weird season.
00;12;45;05 - 00;13;00;20
Caleb Cole
I don't know, maybe it was a midlife crisis and I was dealing with pride, and she was like, so what do you think? You're blind spots are. And I was like, I don't have any. And and she was like, well, that may be the greatest blind spot that you don't think you have any blind spot.
00;13;00;20 - 00;13;01;00
Brandon Miller
That's a.
00;13;01;00 - 00;13;20;00
Caleb Cole
Great answer. It was it was a few months later. I was like, gracious answer. That was it was very gracious. And I was like, yeah, actually, okay, this, this, this and this are all my blind spots. You know, I, I identified them, but ultimately it took humility. And it was also because my wife asked me and I'm like, don't tell me what my blind spots are.
00;13;20;02 - 00;13;41;25
Caleb Cole
Woman. You know, I was being a prideful man in the moment, which is why I said I don't have any, but but I would just challenge everybody out there like, we want to grow as leaders in whatever capacity we lead. We have to humble ourselves and go, what areas? Am I lacking and where am I going to go to get coaching to grow?
00;13;41;25 - 00;13;52;09
Caleb Cole
Because you're going to give it in in leading organization. You're going to give it in leading the people here. But where do you think they go? Like they're listening. And this podcast is a great place to go.
00;13;52;10 - 00;14;33;17
Brandon Miller
Yeah, I think I think understanding what you just said is key. There is no person who doesn't have blind spots, right? And because we're talking to men and women of faith, your standard is Jesus. So I'm sorry. You have lots of mind spots and a lot of room between now and Jesus. You for sure. So when you accept that your original point relative to humility and curiosity, which is a form of humility, is very important because the one quality that successful leaders share and there is only one and it's across all sectors, is self-awareness.
00;14;33;18 - 00;14;55;07
Brandon Miller
It's the only shared trait that the best leaders have is they know who they are and they know who they're not, and they can accept it without judgment of self or others. Meaning I can understand what I bring and learn what I don't and be aware of. Here are my tendencies, my triggers, my fail points so that I can actually grow.
00;14;55;07 - 00;15;21;21
Brandon Miller
And people accept frailty, weakness and failure and leaders when they're growing. And I will tell you, number one indicator that we look for in leaders is can you admit when you're wrong and can you own when you're wrong? Can you admit it? Can you own it, and can you learn from it because you've just given your team, your followers, if you will, permission to what you said you have to learn at times through failure.
00;15;21;21 - 00;15;42;17
Brandon Miller
It's a great teacher. Yes. It shows you where you're off. And if failure is never final, it gives you room to grow. You have a lot of spaces to to work with. And so your comment about where the teachers. So for our context, we give a lot of resources to leaders in terms of where to look to read, who to listen to, where to watch.
00;15;42;17 - 00;16;11;01
Brandon Miller
And there are some amazing teachers out there that their material is available. You can invest in and spend time with them as your audio coach, if you will. You can learn a lot that way. And you know, if you ever heard the term that leaders are learners and learners are leaders. If you're a leader, you're never done with seeing leadership as a subject to master a a course to grow him.
00;16;11;01 - 00;16;33;28
Brandon Miller
But at the same time, I like that your point is true. And coaching, live coaching, having someone support you as a leader is an excellent investment. It's an excellent investment because it does give you a basis for someone helping reflect back to you where your blind spots are, or where your space to grow is, and accountability to take the steps you have intended for growth.
00;16;33;29 - 00;17;01;05
Chrissy Cole
Yeah, well, even outside of corporations, institutions, our church, and if you're hired help or not, I think it's important just to have built around you a community of people that you trust. My closest friends that we may volunteer, they may do volunteer work at the church, but we don't work professionally together. But I often talk to them, and we we have conversations all the time about our blind spots and what we're dealing with with our spouses.
00;17;01;05 - 00;17;27;18
Chrissy Cole
So I think it's, you know, you can you can take something that we do in our organization. We have our staff members fill out a spot. Tell me what your strengths, weaknesses, opportunities and threats are. And then you run those against maybe two of your best friends. What do you think my strengths are? My weaknesses, opportunities and threats are in my life, and that's how we build the programs that we coach people in, within our staff.
00;17;27;19 - 00;17;56;18
Chrissy Cole
They give us their Swat, we give them a Swat, and then we bring those together and we throw out what we think that they're completely unaware of. And then we add what they totally missed. And then we work on those. And again, it's really based off of emotional intelligence awareness. So we're very much, very much coaching people personally within our organization with emotional intelligence at the forefront.
00;17;56;18 - 00;18;01;08
Caleb Cole
And I just want to say, when I meet with my friends, we just talk about, oh, I don't have any blind spots.
00;18;01;09 - 00;18;02;27
Brandon Miller
That's great.
00;18;03;00 - 00;18;04;15
Chrissy Cole
You have yes, men all around you.
00;18;04;15 - 00;18;10;10
Caleb Cole
Just think about the fact that I am just like Jesus. So, so.
00;18;10;11 - 00;18;12;10
Chrissy Cole
Help my husband.
00;18;12;12 - 00;18;29;19
Caleb Cole
So when it comes to that, I just want to give a few resources that we have. So at our church we have a leadership pipeline you can sign up for. So if you are a part of Project Church, we do this quarterly. You could jump in. We actually just started a leadership Pipeline Advanced, which kicked off last week.
00;18;29;23 - 00;18;49;20
Caleb Cole
So once you finish the first round we have around two. And what we're trying to do is develop people as leaders and not just for our our organization, although it does help there but ultimately to be better leaders in life in their jobs. Right. And so we see ourselves and this is all rooted in Scripture, in the kingdom of God.
00;18;49;20 - 00;19;10;08
Caleb Cole
But ultimately we see ourselves also as a resource. And so that would be my encouragement. I know that there's multiple books and maybe we can do some recommendations at the end. Christy always does her book recommendations, but is there anything maybe your organization would offer? Brandon, I know you guys are, you know, coaching or orgs, but is there an individual things?
00;19;10;10 - 00;19;35;02
Brandon Miller
So I mean, if if someone is looking for leadership specifically, excuse me, coaching specifically for leadership at 34 strong, you can you can find resources there. We take a strengths based approach. So we really want to help leaders understand the assets that that they've been given by God. Like what is it that you possess that you could develop and grow and hint you don't have them all.
00;19;35;02 - 00;19;59;28
Brandon Miller
So you have certain parts of you that have the capability to lead effectively, and then you will require support in the areas where you don't. Because followers need for basic things from all leaders. They need to know that we trust them and they trust us. We need to know we care about them and them us. And then they need to know that we provide safety and stability, and then they need us to give them hope or prospects for a better future.
00;19;59;28 - 00;20;23;24
Brandon Miller
And so and this is this is through years of research around why do we follow leaders. So trust, compassion, stability, hope well being coached in that way you can measure against those really effectively, and you can pretty well figure out if people do trust you, think you care, think you're safe, and think that you inspire them, that's very measurable.
00;20;23;24 - 00;20;44;29
Brandon Miller
And so as leaders, that is a way that you can progress, because one of the groups we spend a lot of time with are either emerging or leaders who've reached the next level, and now they've expanded, and now they're facing imposter syndrome because you're at a whole new level and you have been called to level up, but you don't feel you accepted it, but you don't feel all the way there.
00;20;45;00 - 00;20;49;27
Brandon Miller
Those are two areas where people can often look for some sort of coaching resource.
00;20;49;28 - 00;21;28;08
Caleb Cole
Yeah. What I would say is people have way more capacity than they realize. We probably have more in us, but we just need something small to pull it out. And like Strengths Finder, which I know you guys coach based on that is something we did with our team years back, and it was such a huge eye opener. Yeah, I actually was able to better lead our team by knowing more about them because there were things they did that frustrated me that actually when I saw it as a strength and I could lean into that and I understood the why of of why they operated that way, I was like, okay, this could actually be a
00;21;28;08 - 00;21;44;09
Caleb Cole
strength, but I didn't know that about them. Right? I thought they didn't trust me. I thought they were questioning me. And it was like, oh no, they just need context, right? Right. And what's the the strength that I'm thinking of in that moment anyways.
00;21;44;10 - 00;21;46;08
Chrissy Cole
Challenger or.
00;21;46;10 - 00;22;04;17
Caleb Cole
But but they needed context for why I was asking them to do something and and then once I realized I was like, oh, now I can lead this person better, right? And so I think in order for you to lead yourself better, because I think that all these listeners out here in a faith sisterhood, you need to know about yourself.
00;22;04;25 - 00;22;24;02
Caleb Cole
And too many people are unaware of themselves. And like you said, if we don't have self-awareness, strengths, weaknesses, if we don't know what we're good at, what we're not good at, how can we lead fully right and at the max capacity? And so we need to learn about ourselves. There's resources out there. There's books out there.
00;22;24;02 - 00;22;43;06
Brandon Miller
So I'm going to put this out there only because I happen to know it's available right now. If you don't know your strengths and strengths, finder is now called Clifton Strengths. If you don't know your strengths on our website, 34 strong, there's a dropdown that'll come on. You can get your top five strengths at no charge right now.
00;22;43;13 - 00;23;04;06
Brandon Miller
And so if you want to sign up you can go there. This is just a free plug because I own it. But if you want to if you want to have that, it's a great resource. I mean, it's a great resource whether you use it professionally or in your home. It's it's a really great way to get some language around how you very likely show up as a leader.
00;23;04;07 - 00;23;12;04
Chrissy Cole
Right? I think it's the first tool that we ever use in our organization that felt even like marital counseling leading together. And so I.
00;23;12;04 - 00;23;13;08
Brandon Miller
Think for my marriage.
00;23;13;09 - 00;23;13;22
Chrissy Cole
I.
00;23;13;29 - 00;23;14;20
Brandon Miller
Mean.
00;23;14;22 - 00;23;37;07
Chrissy Cole
Yeah, because you are starting to have leadership that has positive language. So much leadership is trying to pull people up, pull people along, push them along, and that can be so negative and fix those weaknesses based. But if we are focusing on strengths, we have an opportunity to be prophetic in our ministry to one another and leadership. So I think that is a great resource.
00;23;37;11 - 00;23;43;03
Chrissy Cole
But I do want to say, if you want to just buy a book on Amazon as well, actually yours is free. This is probably 11.
00;23;43;03 - 00;24;00;18
Brandon Miller
92.0 is on Amazon is a great resource. You get the assessment. Yeah. You get a book to go with it. It's it's a so interestingly enough so I was pastoring when I learned about Strengths Finder way back in the early 2000. And it was absolutely transformative to our ministry at the time.
00;24;00;19 - 00;24;22;01
Chrissy Cole
Yeah, I believe it, a tool that we've been using recently with our staff and actually have assigned all three of our current members. It's a book by Carey New. Often it's called At Your Best. And you talked a lot about, yes, we need emotional awareness, but you need to lead yourself well. But part of what you what you can do is understand how is I built?
00;24;22;02 - 00;24;42;28
Chrissy Cole
When is my mind the most awake? When do I have a green zone? A green zone is when you feel the most effective. There's yellow zones, red zones, red zones is like. Probably should not be trying to write a book during your red zone because you're wanting to take a nap instead. So there's rhythms that we have that are in, in, ingrained in us.
00;24;42;28 - 00;25;09;05
Chrissy Cole
And so when you can understand what part of your day that you're operating at your highest capacity and max energy level, you can start arranging your day and plan your day, planning out your schedule in a way that you're most effective. They say that leaders that are effective can sometimes have, in a 40 hour week job, be effective more than people who are working 40 hours within 15 hours of your week.
00;25;09;05 - 00;25;24;22
Chrissy Cole
Does that make sense the way I put that? So if we can find our green zone, people have on average 5 to 15 hours a week of green zone, we could be getting more done than some people who are, you know, in that hamster wheel just running.
00;25;24;22 - 00;25;50;18
Brandon Miller
And that matches the data. So green zone or what we would call strength zone, it's if at least 30% of your week, yes, 30% of your week as long as you're there at that. So if you think of just a day, third of your day or third of your week, you will flourish. She is exactly right. I mean, you don't have you can't spend your entire week doing everything that you are passionate about and you're great at because just stuff has to get done right.
00;25;50;19 - 00;25;55;05
Brandon Miller
But that bit carries far reaching when you can get in there.
00;25;55;06 - 00;26;14;16
Chrissy Cole
Yeah, and when you're working at your best, when you're working in your green zone, that leaves room for you to be the best disciple of Christ that you are called to be. And that's one who is restful, who is not finding their identity in their work, but is resting and taking that time to surrender and celebrate all that God's done in your life.
00;26;14;16 - 00;26;35;23
Chrissy Cole
And I think you've experienced this even in your side job, part time job that you do alongside of church where you have people who are saying, you gotta you gotta work every day, seven days a week, and you're saying, well, I'm pretty effective five days a week and I'm producing the same results. I just totally gave my husband a you're amazing moment.
00;26;35;25 - 00;26;36;13
Brandon Miller
Well, yeah, we.
00;26;36;13 - 00;26;57;24
Caleb Cole
Can, like you said, if we can maximize the Green zone, we can accomplish more and less time if we're doing it the way it should be done. Yeah. Unfortunately. Right. We get bogged down and distracted, and too many of us are looking and doing things that we're not even supposed to be doing. But ultimately, I think we want to help you grow as leaders.
00;26;58;00 - 00;27;14;12
Caleb Cole
And we'll call this part one, because we're going to have to have a follow up conversation. A lot more we could go into as we talk about leadership, but we are on the men of Faith podcast, even though it's a crossover sisterhood. So we need a call up. All right. So we're going to call them up. The sisterhood are going to get called up not called out.
00;27;14;12 - 00;27;38;26
Caleb Cole
And so for me, my call up to all of you out there met and women, yes, men of faith, sisterhood, moss and sissies. Is this my call up? Is that you would do something today to learn more about yourself to to get more self-awareness. Maybe it's go to website, take the Strengths Finder test by Strength Finder 2.0 book by.
00;27;38;26 - 00;27;46;03
Caleb Cole
What's the best at your best? Take some step to level up your understanding about yourself.
00;27;46;05 - 00;28;09;04
Chrissy Cole
My call up would be that you would find two trusted friends that you can say, these are what I think my strengths, weaknesses, opportunities in life and threats currently in my life that are presented. This is what I think. What do you think about my Swot? And feel free to speak into it and share blind spots with me.
00;28;09;04 - 00;28;12;02
Chrissy Cole
You can't do leadership without other people.
00;28;12;02 - 00;28;32;09
Brandon Miller
For those of you already in a leadership role, my call up is to aspire to be the best leader someone's ever had. They made that a goal that when you're remembered years from now as a leader in someone's life, whether it is and I'm speaking right now to people in the workplace, really think through what would it look like if I was that leader to them?
00;28;32;12 - 00;28;33;05
Chrissy Cole
So good.
00;28;33;06 - 00;28;46;20
Caleb Cole
So good. Hey, we're going to have more conversations about leadership following up from this one. But hey, thanks for joining us. Metaphase sisterhood crossover episode. Be sure to follow us on Instagram. Menifee pod TikTok. Faith pod sisterhood.
00;28;46;21 - 00;28;49;21
Chrissy Cole
Same thing. Project sisterhood on all things.
00;28;49;22 - 00;28;50;11
Caleb Cole
On all platforms.
00;28;50;13 - 00;28;51;02
Chrissy Cole
Social.
00;28;51;03 - 00;29;05;00
Caleb Cole
And if you got something out of this, like it. If you're not subscribed already on a YouTube channel, do so and then share it with a friend. But hey, we appreciate you guys. Thanks for joining us once again. We'll see you next time. Grace and peace.
00;29;05;06 - 00;29;05;17
Brandon Miller
Peace.