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The Orange Revolution Book Study- Part 1

Bre Hallberg
Bre Hallberg Wednesday January 12, 2011
<? echo $type; ?> The Orange Revolution Book Study- Part 1

If you’re working at meeting more consistently with your team, it would be helpful if your team liked meeting together, wouldn’t it?

This month we are taking a look at The Orange Revolution by Adrian Gostick and Chester Elton. Today we’ll start talking through some of the main points in chapters 1-4.

The goal is building something that will last…your TEAM!

Who doesn’t want to be called a genius… to leave a lasting impression on generations to come? Gostick and Elton begin this book by talking about Thomas Edison. Yes, he invented the light bulb (among other brilliant inventions), but here’s what he did that was truly brilliant….

“Never intimidated by other great minds, Edison actively sought out men with a broad base of knowledge, a passion for learning, impeccable character, and a commitment to excellence.”

Contrary to popular belief, Thomas Edison and many others that have accomplished great things over time don’t work alone.

“Edison-one of the most brilliant minds in the world-had accepted that he alone did not possess all the answers; but together, his team usually did.”

Another great question posed in this book for leaders: Is your focus on building your team or completing your task list?

Email doesn’t cut it…

Ouch! Building great teams takes effective communication and if you are consistently meeting then hopefully you are working on communicating well, otherwise no one is looking forward to said meetings!

“Communication is not only made of messages sent, but also messages received. In other words, if people don’t comprehend the messages they get from co-workers or managers, communication fails, goals are missed, trust is shattered.”

Check out some of the most common characteristics Gostick and Elton have learned through extensive research of the best teams.

• They identify problems, bringing them up with the team and bosses, always with at least one potential solution.
• They share ideas freely with their colleagues.
• They pass on useful bits of information to co-workers.
• They take time to listen to team member ideas and concerns.
• They are careful in what they will promise, because they will do whatever is necessary to meet a deadline or live up to a commitment.
• They admit mistakes immediately and do whatever they can to repair the damage.
• They respond promptly to team member requests for information.
• They are the first to share credit with everyone involved.
• They recognize others’ achievements publicly and proudly.
• They let other know their short- and long-term goals for future performance.

Which of these things is your team doing well? If you had to pick just one to work on the rest of this month, which would make the biggest impact with an issue your team is currently facing?

If you’ve been reading along or read this book before, what were some of your take aways from the first four chapters of The Orange Revolution?

Tune in next Wednesday too as we talk through chapters 5, 6, and 7!

Bre Hallberg has been in ministry for 15 years. She began her career by helping start a church plant in Orlando, Florida, and has been on staff at Orange for almost eight years. She’s works primarily with Orange’s leadership resources and helping churches implement the Orange strategy. She still lives in sunny Florida with her husband, two kids, and giant great dane, named Hazel.