A017 TEACHABLE

Teachablity 
5 Principles of Teachability
The Most Essential Life Skill: Teachability
HOW DO I MAINTAIN A TEACHABLE ATTITUDE?Teachability By: Dr. James Emery White   5  C’S
Teachability the making or breaking of a church planter
Are You Curious, Coachable, and Correctable?

TEACHABLITY  RECEIVEABLITY

Teach-ability LINKS
http://www.churchleadership.org/apps/articles/?articleid=42595&columnid=4542
http://careynieuwhof.com/episode72/
https://mattkelleronline.com/5-teachability-principles-that-could-change-your-leadership-forever/
https://www.thegospelcoalition.org/article/true-leaders-are-teachable
https://www.linkedin.com/pulse/20140502133227-202466285-the-importance-of-being-teachable
https://books.google.com/books?id=jxsHVf8Z5qwC&pg=PA140&lpg=PA140&dq=why+is+teachability&source=bl&ots=6ggsO5WfjE&sig=ix4RGfdu2341FnNj-HMe3hk9umc&hl=en&sa=X&ved=0ahUKEwiq1ev0nObQAhUB2mMKHWmwBkcQ6AEIZTAM#v=onepage&q=why%20is%20teachability&f=false
VIRTUE IS NOT TEACHABLE
https://insightsforleading.com/tag/teachability/
http://www.christiangrowthnetwork.com/TeachableSpirit.html
“Teachability is not so much about competence and mental capacity as it is about attitude. It is the desire to listen, learn, and apply. It is the hunger to discover and grow. It is the willingness to learn, unlearn, and relearn. I love   the way legendary basketball coach John Wooden states it: “It’s what you learn after you know it all that counts.”
“When I teach and mentor leaders, I remind them that if they stop learning, they stop leading. But if they remain teachable and keep learning, they will be able to keep making an impact as leaders. Whatever your talent happens to be – whether it’s leadership, craftsmanship, entrepreneurship, or something else – you will expand it if you keep expecting and striving to learn.” JOHN MAXWELL

Leaders Who Last Paperback – February 3, 2010 by Dave Kraft  (Author)
Mistakes Leaders Make Paperback – September 30, 2012 by Dave Kraft

SUMMARY:
1.  THEY DON’T THINK THEY NEED TO LEARN ANYTHING
2.  THEY DON’T KNOW THEY NEED TO LEARN ANYTHING.
3.  THEY DON’T WANT TO LEARN FROM YOU.
4.  THEY WANT TO LEARN ON THEIR OWN. 

  1. Value the person.
  2. Paint a great vision.
  3. Communicate it frequently.
  4. Tell compelling stories. 
  5. Share in the reward.

http://www.churchleaders.com/pastors/pastor-articles/287679-people-lead-may-not-want-learn-grow-ron-edmondson.html/2

What follows below is copyrighted.  I am in the process of replacing the contents with my thoughts.
This is my scratch page

STORY:
Teachable
 You Can’t Teach Someone Who Doesn’t Want To Learn Or Grow Personally.  Anyone who want to grow personally will learn with all means, all messengers to grow and improve.

4 Reasons People You Lead May Not Want to Learn or Grow

Perhaps you’ve tried. I have. I see one of my jobs as a leader to help people grow—learn new ways to do things better, more efficiently, to improve as individuals—and ultimately, as a team. I’ve at times been worn out, however, trying to help some people develop. At times, it seems they want to keep doing things the same way—sometimes even keep making the same mistakes. They never seem to seek out—certainly not embrace—new or better principles to their life.

“This is not only in leadership. It’s true with all of life. There are seasons we aren’t very teachable.”  “I’ve discovered the reasons someone isn’t willing to develop individually may not always be the same. In fact, there may be several reasons.
Here are four reasons people you are trying to lead may not want to learn or 
1.  They don’t think they need to learn anything.

This is the one which frustrates us the most, and it’s the one we accuse people of the most. It’s true, arrogance is common in leadership, but also among those who need to be led. Many leaders feel they are in a position because they are the only ones who could do the job. Everyone around them may know it’s not true, but they can’t see it. They don’t care to learn from others, because they aren’t willing to admit or see they have anything to learn. Sometimes those who still have much to learn are too proud to admit it.

2.  They don’t know they need to learn anything.

It may sound similar, but this is a different reason. It isn’t arrogance that causes this one, but rather ignorance. We’ve all been there at times. Many times I’ve assumed I had the answers already. It wasn’t that I wasn’t interested in learning more—I just didn’t know there was more to learn. I’ve said before, the older I get the more I realize I don’t know yet. Some of this comes with maturity and age. Some of it comes with experience. But, many times we don’t think we need to know anything new, because we don’t see enough missing holes in what we already know.

3.  They don’t want to learn from you.

This is a hard one for leaders to accept, but it’s actually quite common. It could be a relational issue or a positional issue—it might simply be a personality clash, but for whatever reason, it keeps them from desiring to learn from you. I have especially seen this one when the leader was once a peer to a person they are now trying to lead.

As a parent, there were seasons when my boys learned more from others than they did from me. I welcomed it and was appreciative of those who spoke into their lives. This has been true also when someone was supposed to be leading me, but I knew more about a subject. It takes a very humble person to learn from those you’re supposed to be leading. I’ve had times when someone on my team hears the same thing at a conference I’d been saying for months. It sticks coming from someone new. Don’t be offended if they aren’t always listening to you, but make sure they are listening to someone.

4.  They want to learn on their own.

There’s nothing wrong with this, as long as they remain teachable. In fact, it should be encouraged at times. Some of the best lessons in life come from trying something and succeeding or failing. If they aren’t being arrogant, give them the freedom to explore independent of you. It will help you, them and the organization.

But, regardless of the reason—you can’t teach someone who doesn’t want to be developed.

This is why the best leaders I know—the best teachers—maybe even the best parents—spend as much time motivating the learner as they do teaching them.

In the book Switch, authors Dan and Chip Heath call it “motivating the elephant.” Your job as a leader, if you desire people to want to learn from you, or even from others, is to motivate them to want to learn.

How do you do that?

Here are five suggestions if you want people to listen to you:

Value the person.  No one follows someone willingly who they don’t believe cares for them. Zig Ziglar’s famous line “People don’t care how much you know until they know how much you care” is true. Don’t expect people to want to learn from you until they know you have their best interest at stake and that you care for them personally—not simply what they can do for you or the organization.

Paint a great vision.  You have to give people something worth following. It needs to stretch them, while still being attainable by risk, faith and hard work. When they know there’s a glimmer of hope to the finish line, they’ll be more willing to learn what it takes to attain it.

Communicate it frequently.  Even the best vision fades over time. People get bored. Andy Stanley uses the phrase “vision leaks.” If you want to maintain your audience of followers, you have to keep reminding them why you are doing what you are doing.

Tell compelling stories.  People are motivated by example. They want to know that what they are doing makes a difference. People will be more likely to seek your input if they know you are leading them to something of value and importance.

Share in the reward.  People only feel valued when they get to celebrate the victory. If all the recognition goes to the leader, the follower feels taken advantage of to some degree. If you want people to keep listening—listen to them—share the credit. Celebrate often.

1.  PRIDE THEY DON’T THINK THEY NEED TO LEARN ANYTHING.    They think they have arrived and are God’s answer to the world.  No one is indispensable   Pride is the basic issue.  Insecurity not having the gifts, talents and the know how to do it.  They would rather have something not done then have to receive help from someone they don’t respect, doesn’t have the credentials. or is not part of their group(belonging issue).  Sometimes it is a matter of control.  they don’t want anyone to do something that they aren’t in control of.  .  they don’t want to share the credit for the job.  Envy and jealousy may the problem.

2.  THEY DON’T KNOW THEY NEED TO LEARN ANYTHING. MORE
iGNORANCE ,  THEY DON’T FULLY KNOW ALL THE INTRICACIES OF WHAT THEY KNOW teach yourself to say i don’t know.  ask  so and so.  go to so and so.

3.  “THEY DON’T WANT TO LEARN FROM YOU.”  You may not be the right gender.
pride, inability to teach.  incompetent. no love. Once a student always a student.
THE TEACHER MUST BE SOMEONE WITH THE RIGHT PERSONALITY, RELATIONAL WIFE HUSBAND.  SOMEONE THEY RESPECT, THEIR FRIEND, THEIR church GROUP. THEY DON’T LIKE THE TEACHER.
SELECTED HEARING

AUTHORITY
RELATIONAL PEER, gender, age, race
PERSONALITY, too serious, 

YOu might lack something that the think is important before you are worth of their attention.  Qualification education, experience, age, your appearance, humor.
women left church after they found out their handsome pastor was not teaching.  z

This is a hard one for leaders to accept, but it’s actually quite common. It could be a RELATIONAL ISSUE or a POSITIONAL ISSUE—it might simply be A PERSONALITY CLASH, but for whatever reason, it keeps them from desiring to learn from you. I have especially seen this one when the leader was once a peer to a person they are now trying to lead.

As a parent, there were seasons when my boys learned more from others than they did from me. I welcomed it and was appreciative of those who spoke into their lives. This has been true also when someone was supposed to be leading me, but I knew more about a subject. It takes a very humble person to learn from those you’re supposed to be leading. I’ve had times when someone on my team hears the same thing at a conference I’d been saying for months. It sticks coming from someone new. Don’t be offended if they aren’t always listening to you, but make sure they are listening to someone.
4.  THEY WANT TO LEARN ON THEIR OWN.
martial arts. Pride:In the show Mr Miyage made his student  ideas, teaching are easiy incorporated if they think they the ideas is their own.   DON’T WANT TO GIVE CREDIT TO SOMEONE.  THEY THINK THAT EVENTUALLY THEY WILL GET IT.
HOARD IDEAS. That is noble but sometimes they don’t have the gifts and talents to learn it on their own They must be taught this.   Some things cannot be taught they must be caught over a period of time.
Jealousy, and envy
There’s nothing wrong with this, as long as they remain teachable. In fact, it should be encouraged at times. Some of the best lessons in life come from trying something and succeeding or failing. If they aren’t being arrogant, give them the freedom to explore independent of you. It will help you, them and the organization.  But, regardless of the reason—you can’t teach someone who doesn’t want to be developed.

it does not matter whether they have a valid reason or not what is said must be received.  Sometimes they prefer to take second best over first best because of some silly reason..

This is why the best leaders I know—the best teachers—maybe even the best parents—spend as much time motivating the learner as they do teaching them.

In The Book Switch, Authors Dan And Chip Heath Call It “Motivating The Elephant.” Your job as a leader, if you desire people to want to learn from you, or even from others, is to motivate them to want to learn.

Value the person.  No one follows someone willingly who they don’t believe cares for them. Zig Ziglar’s famous line “People don’t care how much you know until they know how much you care” is true. Don’t expect people to want to learn from you until they know you have their best interest at stake and that you care for them personally—not simply what they can do for you or the organization.

Paint a great vision.  You have to give people something worth following. It needs to stretch them, while still being attainable by risk, faith and hard work. When they know there’s a glimmer of hope to the finish line, they’ll be more willing to learn what it takes to attain it.
paint a vision that is greater then both of you

Communicate it frequently.  Even the best vision fades over time. People get bored. Andy Stanley uses the phrase “vision leaks.” If you want to maintain your audience of followers, you have to keep reminding them why you are doing what you are doing.

Tell compelling stories.  People are motivated by example. They want to know that what they are doing makes a difference. People will be more likely to seek your input if they know you are leading them to something of value and importance.

Share in the reward.  People only feel valued when they get to celebrate the victory. If all the recognition goes to the leader, the follower feels taken advantage of to some degree. If you want people to keep listening—listen to them—share the credit. Celebrate often.

if they reject you .  you need to learn how to handle the rejection.  Spouses often never give  credit to another credit to the other spouse.  They will come home and repeat something that another person has said.  This is funny but unpleasant.  Sometimes people think that giving credit to some give s them some kind of power over you.

Vern’s musing on the tongue part 1

          A person who has a lot to say and the ability to speak must be careful when, what, how to share his/her words. It might be helpful to ask God’s permission to share these words. David had a gifting from God but he often asked God permission to use his physical strength and ability to war.  He learned the habit of “inquiring of the Lord”

You  need to ask God permission before you get in the heat of the battle.  Once you are engaged verbally or physically adrenalin takes over and you just take the bull dozer approach and inadvertently roll over your friend.
I remember one day when I was walking with a friend.  He asked me a question.  So I answered by quoting a passage of three verses.  It wasn’t until I got to the second verse of three verse passage that I could answer him.  By then I had to finish the third verse.  I learned that I had to refrain from going on automatic when quoting scripture.  I guess the application to anything you say is taste what you say before you spit it out.      Because once you start, it is hard to stop.  Ask yourself are going on automatic?
if it is, it is not personal.  You are using the dump truck approach.  IE you get to your location stop, reverse and dump your load.  Perhaps, the person you are talking just need a  half cubic yard of top soil and you just dump your truck load into his yard.

  1.   Pride they don’t thinkthey need to learn anything.

  They think they have arrived and are God’s answer to the world.  No one is indispensable 
driving backwards to park.  
Pride is the basic issue.  Insecurity not having the gifts, talents and the know how to do it.  They would rather have something not done then have to receive help from someone they don’t respect, doesn’t have the credentials. or is not part of their group(belonging issue).  Sometimes it is a matter of control.  they don’t want anyone to do something that they aren’t in control of.  .  they don’t want to share the credit for the job.  Envy and jealousy may the problem.

  1.  They don’tknowthey need to learn anything.
    Ignorance ,  they don’t fully know all the intricacies of what they know teach yourself to say i don’t know.  Ask  so and so.  Go to so and so.
  2.  “they don’t want to learn from you.”you may not be the right gender.
    Pride, inability to teach.  Incompetent. No love.
    Then they have to grateful to you or acknowledge that you taught them.  Once a student always a student.
    The teacher must be someone with the right personality, relational wife husband.  Someone they respect, their friend, their church group. They don’t like the teacher.
    Selected hearing

Authority
relational peer, gender, age, race
personality, too serious, 

YOu might lack something that the think is important before you are worth of their attention.  Qualification education, experience, age, your appearance, humor.
women left church after they found out their handsome pastor was not teaching.  z

This is a hard one for leaders to accept, but it’s actually quite common. It could be a RELATIONAL ISSUE or a POSITIONAL ISSUE—it might simply be A PERSONALITY CLASH, but for whatever reason, it keeps them from desiring to learn from you. I have especially seen this one when the leader was once a peer to a person they are now trying to lead.

As a parent, there were seasons when my boys learned more from others than they did from me. I welcomed it and was appreciative of those who spoke into their lives. This has been true also when someone was supposed to be leading me, but I knew more about a subject. It takes a very humble person to learn from those you’re supposed to be leading. I’ve had times when someone on my team hears the same thing at a conference I’d been saying for months. It sticks coming from someone new. Don’t be offended if they aren’t always listening to you, but make sure they are listening to someone.

  1.  They want to learn on their own.

martial arts. Pride:In the show Mr Miyage made his student  ideas, teaching are easiy incorporated if they think they the ideas is their own.   Don’t want to give credit to someone.  They think that eventually they will get it.
HOARD IDEAS. That is noble but sometimes they don’t have the gifts and talents to learn it on their own They must be taught this.   Some things cannot be taught they must be caught over a period of time.
Jealousy, and envy

There’s nothing wrong with this, as long as they remain teachable. In fact, it should be encouraged at times. Some of the best lessons in life come from trying something and succeeding or failing. If they aren’t being arrogant, give them the freedom to explore independent of you. It will help you, them and the organization.  But, regardless of the reason—you can’t teach someone who doesn’t want to be developed.

it does not matter whether they have a valid reason or not what is said must be received.  Sometimes they prefer to take second best over first best because of some silly reason..  There is a danger that the teacher might us gimmicks, or short cuts to get the person into hearing distance.  Like the marketers do a bait and switch.  Get a person in

This is why the best leaders I know—the best teachers—maybe even the best parents—spend as much time motivating the learner as they do teaching them.

In The Book Switch, Authors Dan And Chip Heath Call It “Motivating The Elephant.” Your job as a leader, if you desire people to want to learn from you, or even from others, is to motivate them to want to learn.

Value the person.  No one follows someone willingly who they don’t believe cares for them. Zig Ziglar’s famous line “People don’t care how much you know until they know how much you care” is true. Don’t expect people to want to learn from you until they know you have their best interest at stake and that you care for them personally—not simply what they can do for you or the organization.

Paint a great vision.  You have to give people something worth following. It needs to stretch them, while still being attainable by risk, faith and hard work. When they know there’s a glimmer of hope to the finish line, they’ll be more willing to learn what it takes to attain it.
Paint A Vision That Is Greater Then Both Of You

Communicate it frequently. Even the best vision fades over time. People get bored. Andy Stanley uses the phrase “vision leaks.” If you want to maintain your audience of followers, you have to keep reminding them why you are doing what you are doing.

Tell compelling stories. People are motivated by example. They want to know that what they are doing makes a difference. People will be more likely to seek your input if they know you are leading them to something of value and importance.

Share in the reward. People only feel valued when they get to celebrate the victory. If all the recognition goes to the leader, the follower feels taken advantage of to some degree. If you want people to keep listening—listen to them—share the credit. Celebrate often.

if they reject you .  you need to learn how to handle the rejection.  Spouses often never give  credit to another credit to the other spouse.  They will come home and repeat something that another person has said.  This is funny but unpleasant.  Sometimes people think that giving credit to some give s them some kind of power over you.

Vern’s musing on the tongue part 1

A person who has a lot to say and the ability to speak must be careful when, what, how to share his/her words. It might be helpful to ask God’s permission to share these words. David had a gifting from God but he often asked God permission to use his physical strength and ability to war.  He learned the habit of “inquiring of the Lord”

You  need to ask God permission before you get in the heat of the battle.  Once you are engaged verbally or physically adrenalin takes over and you just take the bull dozer approach and inadvertently roll over your friend.
I remember one day when I was walking with a friend.  He asked me a question.  So I answered by quoting a passage of three verses.  It wasn’t until I got to the second verse of three verse passage that I could answer him.  By then I had to finish the third verse.  I learned that I had to refrain from going on automatic when quoting scripture.  I guess the application to anything you say is taste what you say before you spit it out.      Because once you start, it is hard to stop.  Ask yourself are going on automatic?
if it is, it is not personal.  You are using the dump truck approach.  IE you get to your location stop, reverse and dump your load.  Perhaps, the person you are talking just need a  half cubic yard of top soil and you just dump your truck load into his yard.

 

BACK TO VERN’S MUSING A(1 -100)

ARE YOU TEACHABLE 
“Arrogance is common in leadership, but also among those who need to be led ” RON EDMONSON
TEACHABLE INFO RESOURCES

Advertisements

Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out / Change )

Twitter picture

You are commenting using your Twitter account. Log Out / Change )

Facebook photo

You are commenting using your Facebook account. Log Out / Change )

Google+ photo

You are commenting using your Google+ account. Log Out / Change )

Connecting to %s