Building A High-Performance Culture Through Accountability

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I recently had a conversation with a ministry leader that I find myself having frequently. He had just taken a new leadership position in operations and he was surprised to find how many projects languished. Results, in many areas, were not emphasized.

He began to talk about accountability and results. Very quickly he hit resistance. Here is an example of a line he got that I hear frequently when ministry leaders begin to require people to be accountable: You are acting like this is a business. This is a ministry and we have a culture of Grace!”

He became a topic of conversation and was described as “hard-nosed,” “demanding” and “not loving.” He called me for help.

You must integrate your message of accountability into a spiritual understanding that a performance-driven culture is a Christian culture as well.

When I heard his story, I recognized it as one that is rampant in churches, Christian organizations and in some businesses. It is the belief that holding people accountable is somehow not people-oriented or loving.

We worked together to build a culture of accountability. This is different from holding people accountable because if you try to do that without focusing on building a culture of accountability, the cultural forces in the organization will stop you from succeeding.

To build a culture of accountability for church and ministry leaders You must integrate your message of accountability into a spiritual understanding that a performance-driven culture is a Christian culture as well. It is the very essence of a New Testament culture and you must message that over and over.

A New Testament culture is one that demands results and accountability. It knows no other way. Love is unconditional in the New Testament, but approval is very conditional.

Consider these four examples:

1. In John 15: 1-8: Jesus says that results are demanded or there will be consequences. The biblical word for results that is most often used is fruit. He says those who do not produce fruit will face consequences.

2. In Matthew 25:14-29: Jesus says those who do not use their resources well and multiply those resources in results will face consequences. Those resources will be taken away from them and given to someone else.

3. In Luke 13:6-9: Jesus says the tree that is not producing fruit will be helped first, not judged. But, if the tree remains unfruitful after another year, he says, “cut it down.”

4. In 1 Thessalonians 5:14: Paul says, “And we urge you, brothers and sisters, warn those who are idle and disruptive, encourage the disheartened, help the weak, be patient with everyone.” Idleness or disruption do not go unanswered without accountability.


One of the many things necessary for building a culture of accountability is the need for leadership to message over and over that getting things done; having an impact; doing what you said you were going to do in your job; stewarding resources well; showing up and doing one’s job is a New Testament culture. That is not an absence of grace at all. It is a culture of both grace and truth.

Remember, as a leader, you are the steward of your culture and it must include accountability for results, for fruit.

Here are tips to create a culture of accountability:

• Speak and message in whatever forums are available to you, the biblical view of accountability for performance in the New Testament. Include in the message that accountability does not mean that we do not help people to reach the results.
• Teach the biblical importance of always integrating grace and truth. Accountability without grace is not good, nor is grace without truth.
• Ask your leadership team to construct a strategic plan for building a culture of accountability. Require that your leadership team take the message downward to their teams and departments to work on building a culture of accountability.
• Hold town hall meetings with employee that include break outs to discuss accountability. Have people share when accountability has been hurtful to them and why. Then have them share where it has been helpful to them and why. Collect examples of the negative and positive ways accountability has been enforced. Build behavioral values around the positive ways the organization has maintained accountability and covenant together to follow those practices.
• Integrate accountability training into performance plans.
• Monitor the process of how people are doing in making accountability a priority quarterly. Measure changes.

Remember, as a leader, you are the steward of your culture and it must include accountability for results.

Henry Cloud

Henry Cloud

Clinical Psychologist & Acclaimed Leadership ExpertLeadership University

Dr. Henry Cloud is a clinical psychologist, acclaimed leadership expert and best-selling author. He draws upon his experience in business and his background as a clinical and consulting psychologist to impart practical and effective advice for improving leadership skills, personal relationships and business performance.

Years at GLS 1996, 2005, 2011, 2013, 2016


THURSDAY-FRIDAY, AUGUST 8-9, 2019The Global Leadership Summit 2019


GLS 2018 Edition in 2019


Have you attended a memorable event recently? Summit introduces you to people who are addressing important issues like culture awareness, social entrepreneurship, relationships and organizational development.The experience is simply wow!!!.

If you are yet to be part of this great event , fret not, we got you covered , starting from January to March, 2019  many more sites in Nigeria will be hosting  the summit as part of the 2018 edition. What a great way to begin the year !!!

Check your nearest site below.


1. Baptist Church Ibadan  Jan 26
2. PFN Surulere
3. Foursquare Ilaro
4. Mcpherson University
5. Bowen University Iwo
6. Gofamint Region 2 Ibadan
7. Gofamint Region 1
8. Gofamint Region 12 Magodo    February 22 – 23,2019
9. Gofamint Region 6 Ife
10. Gofamint Region 8 Lagos
11. Gofamint Region 17 Ibadan
12. Rccg LP 12 Gowon Estate
13. Chapel of Redemption Zaria
14. Foursquare Agege    Jan 11 – 12
15. GLS Taraba
16. GLS Nassarawa
17. Trem Ejigbo
18. Rccg LP 43
19. Global Harvest Lagos
20. Global Harvest Ibadan
21. GLS Lafia
22. GLS Bayelsa
23. Miracle Assembly Benin
24. Rccg LP 45 Surulere    January 12
25. Covenant Vintage  February 2, 2019
26. Gofamint Region 14 Ijebu Ode
27. Reuben George Theological Seminary
28. Rccg LP 3 Oyo
29. Ipaja Camp Ground  March 8 – 9
 Call 08038132941, 08023069291, 08038221975 for more information.

WE ARE THANKFUL …. Compliment of the Season


We love this season as we rest in the shared hope we have in Jesus. He is the reason for everything we do, and the reason so many of you have joined in the efforts to equip leaders for their Grander Vision, and spread hope across the region and the globe.

Your partnership, prayer and faithful support are some of the biggest reasons why we are able to celebrate 2018. Our experience would not have been possible without you. Yes you.

It’s humbling to see how God speaks through the summit around the region. We’ve heard so many stories about churches are being revitalized, people are growing in their leadership, getting closer to God, leaders are being encouraged and empowered, the poor are being cared for, relationships are being strengthened, businesses are growing and communities are being transformed.

Your partnership, prayer and faithful support are some of the biggest reasons why we are able to reach all these communities. We have so much to be thankful for.

1. Thank you to the Almighty God.

For giving us the incredible opportunity serve Him in this ministry of equipping leaders around the world. His love and goodness are the reasons we do what we do.

2. Thank you to our Summit Host Sites in West Africa

Do you know so many sites in Nigeria, West Africa and around the world host the Summit? This is no small feat. Without the pastors, church staff, event managers, promotional strategists, marketing managers, producers, technical directors and so many others (most of them volunteers!), the Summit would not have been delivered to encourage and inspire hundreds of thousands of leaders this year. It is a great honor to partner with these leaders and change agents as they seek to transform their Church, organizations, schools, cities and their countries. Thank you!

3. Thank you to our Volunteers

Thousands of volunteers in the West Africa and around the world make the Summit possible. In addition to their regular jobs, many of them sacrifice their time and dedicate it to serving leaders at the Summit by directing traffic, providing resources, serving food, opening doors or even executing the entire event for their city. You may never know the lives you’ve touched by putting a servant’s towel over your arm. What an honor to serve with you. Thank you!

4. Thank you to our Attendeesthe transformation agents

In 2018, thousands of  leaders have attended the Summit—each one of them representing a life of beautiful influence. Your life and leadership are so valuable. We are so thankful to leaders like you who want to better themselves to better our world. Thank you for embracing your leadership calling! 


Wishing you a Merry Christmas and a Prosperous New Year in advance  !



Developing global youth leaders for an increasingly complex world                                                                   2nd series





Increased focus is being placed on institutions of higher education to produce citizens who are skilled and agile in both understanding and ability to work critically with common global challenges. GLS 2018 places its focus on creating substantive collaboration with African and global institutions. The collaboration is aimed at modalities capable of developing students to function effectively in an increasingly interdependent and complex world, further providing space for these modalities to be researched, implemented, and evaluated. Intercultural competencies, including the ability to view challenging issues from various perspectives, as well as the ability to approach social challenges with insight and appreciation, spanning cultural, historical, religious, linguistic, and political angles, for example, are high on the agenda of topics for exploration and discussion.

The Summit has been hosted in many campuses all around West Africa, and many of the participants has testified to great impart  this summit had in preparing them ahead for the future leadership.




The Global Leadership Summit held at University of Ibadan, one of the oldest universities in Nigeria attracted  students from both christian and Muslim background from the  university, with a simple goal: to develop the skills essential to being a successful leader in a global society. All the Student participated in hands-on student leadership sessions, engaged in critical dialogue centered on self-reflection and identity, establish and maintain relationships with like-minded student leaders, and connect with professionals from higher education, the public sphere, and private sector.


The summit will be hosted in many more institutions across West Africa; To partner with us for the GLS in your campus or campus under your influence. Contact us via 08038132941, 08023069291 or send an email to

3 Kinds of Feedback that Add Value



3 Kinds of Feedback that Add Value

Juan has transformed the business. Numbers are up. People are engaged and empowered. Juan is everyone’s hero. Yet he is having an increasingly hard time getting out of bed each morning.

Shaynee’s annual review was glowing: “You’re doing a great job! Keep it up! We’re so glad you are here.” So why did it leave her feeling disappointed and restless?

Kelly has been with the team for six months. Everyone smiles, says hello, please and thank you. It is the nicest place she has ever worked. Yet Kelly feels uneasy: “Am I doing okay? They haven’t fired me yet, so I guess I’m doing okay?”

We usually associate “feedback” with addressing performance problems, so why are Kelly, Juan and Shaynee—model team members, all—left with more unease than engagement?

Feedback plays a central role in our professional and personal lives—it helps us stay motivated, feel secure, learn and grow. If we want to add value to people’s lives, we need to provide three kinds of feedback: Appreciation, Coaching, and Evaluation.

People need all three kinds of feedback—at different times, in different amounts and for different purposes.

Give Appreciation to let people know they are seen—that their efforts and hard work are noticed and matter to others.  Appreciation keeps us motivated and engaged.

Appreciation Mistake #1:  We think people know. We praise Juan’s fantastic outcomes, after all. But Juan can still be left feeling that nobody quite “gets” how much time, effort, ingenuity, resourcefulness and care he puts in day in and day out.  Genuine, specific appreciation of others efforts can go a long way in sustaining motivation and avoiding burnout.

Appreciation Mistake #2:  We think we add value when we improve things (or people). So we focus on what needs to change. But skipping the appreciation part can block others openness to coaching. Unless Juan knows he is respected, valued, even loved, it can be hard for him to hear what he could do even better—no matter how well intentioned or “right” the coaching might be.

Provide Coaching to help others learn and grow. Shaynee feels appreciated, but doesn’t feel challenged, or like anyone is investing in her future. So while Shaynee is pleased to get a positive evaluation, she is hungering for perspective on how she could be more effective in her role, as part of the team, or as a person.

Coaching Mistake #1:  We don’t offer coaching because we don’t realize they would actually welcome it, or because we don’t want to “interfere” or hurt their feelings or make them defensive.  Yet withholding coaching sometimes unintentionally communicates that we don’t care, and it cheats others out of the opportunity to learn and grow.

Coaching Mistake #2:  We don’t have open conversation about whether and how to best offer coaching to each other. Ask how you can best offer your thoughts to them when you see things that might be improved.

Offer Clear Evaluation to let people know where they stand against goals and expectations.

Evaluation Mistake #1:  We assume no news is good news. If there is a problem we would speak up. But Kelly feels uneasy because she can’t tell what the silence means. An evaluation conversation that let her know, “You’re right on track with what we were hoping you’d deliver” or even, “You’re a little behind where we thought you’d be six months in—here’s what we should do to get you up to speed.” Evaluation would help her know where she stands and how to run the race forward.

Evaluation Mistake #2: We jump to Coaching without offering Evaluation. “You should speak up more frequently in meetings” is likely a helpful suggestion, but without context, I’m not sure how big of an issue and how urgent of a change this should be. “You’re doing great. The one thing that would make you even more effective in this role is if you would….” helps me hear the feedback in right size.

How do you know how best to add value? Ask.

Which types of feedback are your people wanting more of? Where are they feeling stuck?

How can you come alongside them to make sure they have the types of information—Appreciation, Coaching, Evaluation—they need to learn, grow, and thrive?

These conversations enable you to add value to each of your team members in the ways they can best receive it and use it to fuel their engagement and growth.

Attend the Global Leadership Summit for new leadership tips from Sheila Heen.

Youth Summit 1.

Developing global youth leaders for an increasingly complex world                                                                   1st series

No matter where in the world you are from, we all know the statistics are alarming of how many of our young leaders are either leaving the church or never embracing it to begin with. We need to address this issue head on for the sake of the kingdom and local church.


We need to re-engage young leaders in the church. We need to first help them see their true life – purpose through Jesus Christ and then activate their leadership within the local church – to change their world!

The Global Leadership Summit Youth (Youth Summit) is a needed first step that everyone should prayerfully consider. We would encourage your team to ask, “How can we engage a youth leadership team to take this from a dream to a reality?”

The Youth Summit is designed to provide leadership training and life purpose to youth (ages 13-25). We want to challenge them in their relationship with Christ, engage them in the local church and accelerate their leadership development.


GLS will be hosted in Nigeria universities  in 2018, call 08038132941 for more information about hosting GLS in  Universities in Nigeria/ West Africa or to attend the summit in University of Ibadan (UI), Obafem Awolowo University (OAU) McPherson University,  Bowen University, Ladoke Akintola University of Technology ( LAUTECH) and many more in line .

Join Us! – You can download the Youth Summit app from the app store.

What is the Youth Summit?

The Youth Summit is an experience (1.5 to 2 hours) designed for young leaders (13-25) from across denominational, school and functional leadership lines. It’s the place where young leaders from a variety of backgrounds and experiences come together in a common place of learning and life transformation.

The Youth Summit happens where it fits best, it can be anytime of the year This 1.5 to 3 hours experience includes worship, 2-3 training videos (8-10 minutes each), facilitation and a live gospel message to help young leaders understand their life purpose in Jesus Christ and connection to the local church.

See how the Youth Summit is part of the bigger movement to change leadership in your community, city and country.


Leader Arise” is the theme of this year’s GLS-Youth event.
This event is designed to provide leadership training and life purpose to youth (ages 15-25).
Come and be challenged on how you can enhance your leadership potential, by leading with wisdom, in harmony with your values and spiritual beliefs.

What’s Your Cultural Profile?

At GLS 2016, Erin Meyer challenged us to gain a deeper understanding of cultural differences. Diverse preferences in cross-cultural communication can negatively impact our ability to lead and cause us to misunderstand each other. To become effective leaders in a globalized reality, we need to understand and make adjustments for our cultural preferences.

Do you know how you would score on the eight scales on Erin’s culture map?

Take Erin’s quick 25-question culture assessment here.

After you have taken the assessment, reflect on what you’ve learned.

  • Did your personal culture map seem accurate?
  • How might your cultural preferences impact your cross-cultural relationships?
  • What inaccurate perceptions might a co-worker or friend from another culture have of you?
  • What inaccurate perceptions might you have had of a co-worker or friend from another culture?
  • How can you counteract those perceptions and improve your leadership with people from other cultures?

In an increasingly globalized world, cross-cultural understanding is becoming an essential skill. Most leaders will, at some time in their careers, interact and lead people from different cultures or countries. Blind spots in this arena can lead to confusion and distrust.

Self-awareness is your first next step.  Take the assessment today!


About the Author

Erin Meyer

Erin Meyer

Professor; Author and ConsultantINSEAD

Erin Meyer is a professor at INSEAD in France, one of the world’s leading business schools. Her recently released book, The Culture Map, focuses on how the world’s most successful global leaders navigate the complexities of cultural differences in a multicultural environment. In 2015, Meyer won the Thinkers50 “On the Radar” award, given to the best of the new generation of thinkers most likely to shape the future of business and business thinking.

Years at GLS 2016

Hope Is Not A Strategy: 4 Questions To Create Real Movement In Your Organization


Leaders must have hope, or they will give up when leadership is difficult or unrewarding.

But hope alone won’t create movement.

Some organizations and churches opt out of internal systems and processes, planning for growth, budgeting, staff expansion or strategic ministry development.

They worry that such activities will limit God. Inadvertently, they end up limiting themselves.

  • If the worship leader puts framework around a worship service, does that limit God?
  • If the teaching pastor studies Scripture and prepares the message to be preached, does that limit God? Of course not.
  • If the small group leader reviews Bible study material in advance of a gathering, does that limit God? Certainly not.

Consider these examples:

1) Some organizations or churches are stuck because they fail to find perspective. They are afraid to acknowledge their current condition.

2) Some organizations or churches are stuck because they don’t put their plan into action. They are unwilling to do the hard work of building discipline or monitoring their progress.

3) Some organizations or churches have plans, but the plans have never produced results. Yet they continue trying to implement these plans, hoping it will eventually turn around.

4) Some organizations or churches are stuck because they fail to plan. They assume if they simply hope and pray for a better future, they can cling to past practices and still find success.

In the first three examples, the leaders have a plan, but either they failed to act or they didn’t develop a plan that fit their context.

But the fourth example, the leader without a defined plan, is the one most at risk. This leader will most likely experience the greatest amount of frustration and highest number of setbacks.

Without a plan, it is easy to feel helpless. It is easy to feel hopeless.

Dr. Henry Cloud reminds us in his book Necessary Endings“Hope is not a strategy.” 

The same broken plan combined with greater amounts of hope will never produce a bigger impact.

The truth is, hope is a terrible strategy to grow, develop and multiply what God has entrusted to us as leaders.

Too much is at stake. This is why developing a theology of planning is critical to ensure life change continues to be a natural byproduct of the decisions we make, the buildings we build and the ministry investments we make.

Proverbs 24:5-6 (MSG) tells us, “It’s better to be wise than strong; intelligence outranks muscle any day. Strategic planning is the key to warfare; to win, you need a lot of good counsel.”

Successful leaders prioritize diverse perspectives, create intentional plans and guide their teams to take real action. 
I challenge you to ask yourself some hard questions:

  • In what areas am I stuck as a leader?
  • In what areas are we stuck as an organization or church?
  • In what areas am I hoping for change, but not planning for it?
  • In what areas have I lost hope all together?

The Faulty Assumption Most Leaders Make about EQ

The term “emotional intelligence” has gained widespread popularity in leadership circles. This is cause for celebration. For too long, leadership evaluations and decisions have been plagued by tunnel vision, measuring the results of someone’s leadership using only the most surface level metrics: sales growth, church size or attendance, market growth, revenues or profits, number of homeless people fed, etc. However an organization defined “success” was the metric used to measure the effectiveness of a leader, even though it only reflected the superficial numerical results of the mission.

The truth is that all leaders make a bigger impact in another important domain—their “wake” as I like to call it.

A leader’s wake is composed of the ripples and effects of their own emotional expression and how they interact with others. As Travis Bradbury reminded us at last year’s Summit, to be truly effective, a leader must possess awareness of self, awareness of others, and the ability to manage both. That is a much taller order than just “running up the numbers.” It assumes some serious “equipment” inside the leader’s head and heart.

As Peter puts it, “For this very reason, make every effort to add to your faith goodness; and to goodness, knowledge; and to knowledge, self-control; and to self-control, perseverance; and to perseverance, godliness; and to godliness, mutual affection; and to mutual affection, love. For if you possess these qualities in increasing measure, they will keep you from being ineffective and unproductive in your knowledge of our Lord Jesus Christ.” (2 Peter 1:5-8) So, we see that both the Bible and leadership research emphasize the character components that undergird successful performance. The idea behind emotional intelligence is clear: build the equipment in a way that is conducive to emotional intelligence.

But how do we do that? In my experience, many leaders get this wrong.

The sad truth is that many of us start with a faulty assumption. We think we can learn emotional intelligence by way of great content in seminars, or podcasts or books. Nothing could be further from the truth.

The components of emotional intelligence, such as “self-awareness, self-management, relational awareness and relational management” require more than information alone. Gaining those abilities is a process of true emotional development. Many leaders rely too heavily on information, ignoring the necessity of relational and experiential development that would nurture and grow the emotional intelligence they need.

Said another way, leaders need a “process” of development beyond simply consuming information. This process must include developmental relationships with the right people, combined with experiential learning.

1) Leaders need real relationships with others who can first see what they can’t see, make the leader aware of what they can’t see and then to teach and model those new “self and other” skills to that leader to practice in real time. We know from neuroscience that change requires not only awareness, but also relationships that focus on the awareness of how we need to change.

2) Another crucial factor is called “deliberate practice.” This is where the leader can be further made aware of what is needed to manage self and others more effectively, and work it out in real-life situations.

So, my advice in thinking about your own leadership development and the development of the people you steward is this: Gain informational awareness. It is essential.

But also, gain feedback awareness from others about how that information applies to you and your mission, especially stakeholders in your performance. They are the ones who live in your “wake.” Enlist the help of wise and skilled “others” who can help you know what and how you need to change, as well as how to get there through feedback, skills-building and deliberate practice. In that combination of relational support, awareness, focused attention and practice over time in a structured way, literal new equipment will begin to develop in your heart, mind and soul.

And you will do what Peter said: you will avoid being unproductive and ineffective in your leadership work.

God Bless,



About the Author

Henry Cloud

Henry Cloud

Clinical Psychologist & Acclaimed Leadership ExpertLeadership University

Dr. Henry Cloud is a clinical psychologist, acclaimed leadership expert and best-selling author. He draws upon his experience in business and his background as a clinical and consulting psychologist to impart practical and effective advice for improving leadership skills, personal relationships and business performance.

Years at GLS 1996, 2005, 2011, 2013, 2016

6 Leadership Themes to Expect at The Global Leadership Summit 2018