Kingdom Leadership Workshop | April 2025
Description
What if your leadership legacy wasn’t built on achievement—but on how deeply you loved and developed the people God entrusted to you? In this impactful message, Ty Stolp, Director at Betenbough Homes, invites leaders to embrace a Kingdom Style of leadership—a way of leading that reflects the heart of the Father. Through honest storytelling and biblical insight, Ty unpacks the difference between transactional leadership and the transformational power of knowing and growing your people.
appreciate that Carrie i’m super excited to be up here um talking a little bit
about relational leadership um and for me uh it’s kind of if you knew me when I
was a kid long time ago you probably would not guess that I would be up here talking about relational leadership so
I’m just excited to get to share um some stories with you guys and hopefully uh inspire you guys i’m going to start off
with a story about Art art was a carpenter by trade he’d been with the city of Allen maintenance department for
over 20 years um he built cabinets he repaired walls in the schools he set
doors um he was kind of the go-to guy on this maintenance department in Allen uh in the Allen schools there’s over 40
schools art was my first boss so I had a summer internship um I got to work with
him for two years and Art taught me how to work hard um unlike I’m going to just
describe the Allen ISD maintenance department it wasn’t exactly the pinnacle of excellence um there was a
lot of sitting around and going to long lunches uh but Art was not that way um
Art really cared about his work um he he didn’t want to take advantage of the company like some of the others did but
honestly that’s not why I remember Art um I remember Art because he actually
cared about me um he knew that I was aspiring to be an architect i was going to go to school to be an architect and
so he would take time we’d be doing a job fixing a wall and he would take time to stop and say ‘Hey this is how the design of this school um affects our
operations affects maintenance affects um the people that use it and so he would take time each day to do that and
actually one time he actually got with his bosses and got permission um to take
me to one of the schools that was being built it was under construction and so we got to walk the job site and he got to point out um how the school went
together and just all the construction aspects and how architects played into the design um Art really cared about me
he actually cared about who I was almost as if I was one of his kids um and honestly I was probably the 10th or 11th
summer intern that he’d uh worked with over the years so I want you to think of a leader who truly invested in you maybe
before you were the owner um or senior leader um who’s someone that just really invested in
you i’m going to contrast that with my second boss so I go to college and uh I
thought you know man need a little more money i’m going to I’m going to take this paper route and my boss at the
paper route was the total opposite it was purely transactional in fact he hired me on the spot but I did one
interview and he said “Hey paper’s got to be delivered by 6:00 a.m you can pick them up at 3:00 a.m you’re going to get
25 cents of paper um and oh by the way the vehicle’s your responsibility everything is your responsibility just
get it done.” Um and honestly for me I’m an independent guy so I was like “All right sweet get to work by myself and
just get out there and deliver papers.” Um it was tough getting up at 3:00 a.m as a college student um but I did it for
a few weeks and about a few weeks in so forgot to mention a little caveat of this uh I went to college in Idaho um
that’s a whole another story for another day um but it gets cold up there um I’m
from Texas originally and so I had no experience driving in cold weather ice
snow and so it gets icy and snowy um and they don’t plow the roads before 6 a.m
um those of you from the north you know that i did not know that because I was from Texas and so one day I get stuck my truck is
stuck and I call my boss and I said ‘Hey man I I’m like I need help getting out i’m stuck in the snow here um I need
help delivering the rest of my papers and he pretty much told me over the phone he said “You know what that’s your responsibility i already told you that
so you’re going to have to figure it out in fact I’m going to have to dock your pay because if you don’t deliver them on time um then my customers aren’t going
to be happy so I’m going to dock your pay for every paper you didn’t deliver on time.” And so it wasn’t long after that
um you know I figured that out got out of the snow got snow tires figured out all that stuff and it was about a few
weeks later that I said “You know what i’m tired of getting up at 3:00 a.m.” And so I called in and quit and I told
him I said “Hey yesterday was my last day uh delivering papers.” And he he my
boss was just really trying to keep me there he’s like “Oh man give me give me two weeks i need to find someone else.” And I said “Nope man this is
transactional i just don’t need to give you two weeks i don’t feel like I owe that to you.” Um and so the truth is if I can get the
clicker to work there it is leadership that is purely transactional will always have a short shelf life but a relational
style of leadership leaves a legacy so how do we think about this as
kingdom leaders we’ve been talking about being a kingdom leader how do we think about this well we believe that a
kingdom leader’s mission is to intentionally care for their people and raise them up to their God-given
potential so intentionally care for their people and raise them
up okay um there’s a couple of aspects of this I’m going to talk about i’m going to break this down for you guys
into a few different parts um but ultimately this comes down to knowing them and growing them you have to know
your people in order to raise them up and so we’re going to talk about a few principles that that we do you know and
this is biblical um this is how Jesus did it he did not um lead from a distance he walked with his disciples i
always think one of the most amazing facts I think about is you know today on the earth there’s around 2.3 billion
Christians so 2.3 billion people profess Jesus Christ as their Lord and Savior um
and all of that stemmed from 12 disciples after Jesus’s death just 12
people they spread the news and now there’s 2.3 billion people and that came
from only about three years that Jesus had with with his disciples so he only
had three years to pass on um this leadership this just all of the biblical
kingdom principles he had three years to do that and I just think about that like if you had three years there’s business
owners in the room imagine if you knew that you’ve got three years to pass on
um you know your business to the next generation of leaders how would you go about doing that
and so really to me one of the most important things is is getting to know your people and so I’m going to dive
into that first there’s two aspects of this um that I think are really
important shouldertosh shoulder and heart-to-heart um shouldertosh shoulder
let’s dive in there so shoulder-to-shoulder is intentional time with your team member walking alongside them in their work one
of the biggest misconceptions I think we have as leaders is that we don’t really recognize what we do what we’re called
to do every day as leaders so for example I’m an architect um I got my
degree in architecture i’m a licensed architect i’m an architect by trade but I don’t lead I don’t I’m not
an architect day that’s not my job my job is not to go design homes now I
don’t mean I don’t lead the architecture team i still am responsible for the designs of our homes through our teams that we have but it’s not what I’m
called to do every day in fact oftentimes as uh leaders and
business owners we get that confused we’re designing and building our organizations hiring people to be kind
of like extensions of ourselves like your hope you maybe had this thought as a business owner your hope is just like
if I could just clone myself a bunch of times and then I could get a lot more done I could you know double my output
but that’s not what we’re designed to do as leaders your job is no longer um to
to be an architect for example your job as an owner and a senior leader is to lead guide and care for your team we’re
actually all in the people business now and so one thing that’s important to remember is the work is their mission
the team is my mission let me break this down to a simple example uh we’ve got a role in
our company called the builder role okay the builder it’s like a superintendent they actually manage the job site uh for
the construction from start to finish okay um and these builders all the builders in our region at the very end
of the build cycle right before the homeowner walks the home we do what we call a team walk and so they’re all
going to walk around the home and they’re going to blue tape it they’re going to look for things that are wrong okay there’s a brick out of place here
there’s you know uh paint needs to be touched up over here and so the builders are walking this home at what we call a
team and we have their manager who also the CM we call it the construction
manager so his job is leading the builders but he walks the home too with the team walk and what the natural thing
for the CM to do is to go around and just start blue taping things as well
okay but that’s not what the CM is called to do what the CM is called to do is actually make the builders the best
possible builders they could be and so if he’s walking around taping things with the team he’s missing
opportunities he might he might notice uh if he’s stepping back watching the team he might notice that maybe one
builder is a little disengaged he’s on his phone all the time or maybe another builder is being overly critical of one
of the other builders work um or maybe another builder um is not very critical
at all and not finding anything and so the CM’s jobs are to coach those things and to walk alongside them and see how
they’re doing because we have to remember that my team is my mission the work is their mission and so this is the
way it should look it should look like the CM is helping the builders be the best builders they can be and oftentimes
we’ll have um the GM so they’re the general manager of the entire region and
oftentimes they might be involved in the team but remember the GM is not there to
blue tape either in fact the GM is to is there to help the CM be the best construction manager that they could
be and this seems like you know on one sense you might think of like the construction job site and there’s like
three people with the shovels you know and there’s only one person actually doing the work and it kind of feels like
that a little bit like a waste of like an inefficiency I guess um but the truth
is is we’re called to help grow people and so as leaders if if we’re doing the
work alongside them we’re actually missing opportunities to help grow our people one one way to illustrate this um
we’ve got Corey Lusk he’s our VP of operations sitting in the front here um and Corey uh he’s been here a long time
um he was a construction manager at one point he was a general manager at one point he’s been a construction coach he
loves walking homes in the field like it just it’s his passion you can see it when he gets out in the field he’s
sniffing that sawdust like his passion just comes out and he gets excited and the truth is is that our construction is
actually better when Corey Lusk is in the field it really is it gets better he has an eye for excellence um that a lot
of people don’t have but another truth is that we have in our company today we have 60 builders across all our regions
we have nine construction managers six general managers and five construction coaches if Corey Les spends even one
second in the field pointing things out that are wrong he’s actually robbing over 70 people opportunities to grow and
learn corey’s job is to lead three of our area directors they’re actually senior leaders in our company and they
are the future of our company if he’s not spending time with them he’s actually not living out his calling
right now as senior leaders and stewards of what God has entrusted us if we fail to
invest deeply in developing the next generation of leaders we’re not building something that can thrive beyond us we
risk creating a business that revolves around us instead of releasing others and so true legacy is not what we
achieve but who we empower true legacy a lasting legacy a
kingdom legacy is not what we achieve but who we empower and in the last couple of years with the passing of Rick
and Ron as a senior leader um and young you know person in this business who’s
grown up in this business I am so thankful that Rick and Ron led this way that they’ve actually passed it on this
this company is thriving beyond the founders that’s truly uh extremely
rare however this idea of leading our teams it’s not a license to micromanage
our job isn’t to tell them what to do and to be watching over their shoulder for everything um you’ve probably heard
the saying give a man a fish he’ll be full for he will be full for a day teach a man to fish he’ll be full for life and
so our job as leaders is about empowering the next generation to be full for life and I know this is funny because
you guys have probably senior leaders you probably done all the roles on your team you you were there when it was just
you you know and and for some of you and and if you’re leading a team you’ve done a lot of the things and so you just you
want to dive in um and you want to kind of take control it’s actually it’s hard not to micromanage when you’ve done all
the roles because you know what works you’ve put blood sweat and tears into this but honestly you can have control
or you can have growth but you can’t have both too many business owners and leaders say
they want to empower their people but yet they come down and micromanage um honestly it happens every day in meetings i bet actually at this
conference if there’s companies with multiple layers of leadership here at your table um if the senior leader is
not open to new ideas um the conversation will just be stifled right
so you as the senior leader you have to invite um you have to invite new ideas
do you shut down ideas immediately or do you let it play out do you let your team members fail do you let your teams try
something new and all of this is not done blindly you’re not empowering and then and then going off in the distance
jesus walked with his uh disciples and so all of this can only happen if you’re
truly engaged as a leader okay I can see I’m ruffling a few
feathers here um it’s getting a little quiet so we’re going to move on we’re going to go to hearttoheart this is the
second piece of knowing I’m honestly everything I’ve said so far you could probably read in a business book you’ve
probably read management books or um just leadership books and you can kind of read all that but that’s not truly
what makes it uh a kingdom leadership to me this heart-to-heart piece is what
makes it unique what makes it unique to kingdom leadership true connection begins when
we stop focusing on what someone does and start seeking to understand who they are at the heart level our goal is to
intentionally care for people and that means the whole person so that means professional personal and even
spiritually we want to get to know the real them think about how many hours do you spend um you know in your life if
you think the whole whole your waking hours how much of that is personal how much of it is how much of it is
professional it’s a mix right so if we as leaders in the workplace in the
marketplace if we just ignore half of a person are we really getting to know them in fact if you on your team if you
can’t name two to three things personal going on in each of your team members’ lives right now I would contend that you
don’t really know them so for example I lead three senior leaders uh currently uh Mitch he’s our
purchasing manager he just went on a cruise with a family friend had a blast with his whole family um and he’s
actually got his 15 year anniversary with his wife this summer um so he’s been planning some surprises for that so
it’s been fun to kind of talk to him about that michael in the room he’s our software manager uh Michael is coaching
teaching and mentoring two teenage daughters one in college one in high school and I do not envy that one bit
that is a tough job but I’m learning a lot from him actually um Ian he’s our
architecture manager he just moved into a new house welcomed his second baby to the world and moved into a new office in
a span of about 2 months so he’s a little bit busy um and I actually went over and helped him hang his TV when he
moved into his house because I know how hard it is with two kids under three to
move into a house it seems like nothing ever gets done whenever you got two kids under three but honestly those types of things
this relationship this deep relationship isn’t out of the norm at Beaten Bow and it’s because we’ve actually got tools
we’ve fostered it over the years um and we’ve got tools that we use one of those um that I’m going to share with you is
uh what we call a one-on-one and just to be clear before I go into a one-on-one
um this is not necessarily how God would have it uh in your business i think God
calls you to know your people but the actual way that you do that it could be different in fact you should ask the
Lord what it should look like in your organization but here at Bebo we found that one-on- ones are a very powerful
tool in getting to know people and so at Beenbo a one-on-one is a one-hour once a
week meeting on your calendar with each of your direct team members and the
meeting is designed to be rel relational conversational um it’s not a time to
catch up um imagine you were going to meet a friend for coffee you know an old
friend you hadn’t seen him in a while and so you’re going to sit down you sit down for coffee would you just talk about work would you talk about the trip
they just went on would you talk about their kids that’s what one-on- ones are supposed to be at Beaten Bow and so
really the idea is to kind of get to know them and so I’m going to go through um for those of you some of you have
this may be the second or third conference maybe you’ve started practicing this um some of you you haven’t but I’m going to go through some
tips on how to make successful one-on- ones and how to actually use this tool to develop deeper relationships
so the first tip I’m going to go through five tips the first one is it’s about them so this is not the time for the
leader to set the agenda that actually we want the team member to set the agenda we want the teamer team member to
talk about what they want to talk about and sometimes will it be work yeah sometimes it’ll be work sometimes it’ll
be personal things sometimes it’ll be what they’re doing on the weekend sometimes it’ll be spiritual it may go
deeper um but it should be what they want to talk about i think oftentimes as leaders we go into these and we just
start talking about work because it’s what we have in common um and it takes you know a a little bit it it actually a
lot of this takes practice by the way this is going to take years like I feel like we’ve learned some of the some of
these things over years i have personally learned some of these things over years and messed it up but there um
it could be a little awkward at first and the leader has to lead it but the idea is that this is what the team
member wants to talk about tip number two is to schedule it nothing
says uh that you value them more than putting it on your calendar time is really our only limited
resource as leaders and we’re very busy people this is a room full of extremely busy people and so the idea of hey we’re
going to catch up you know I want to start to get to know you more we’re going to catch up at some point in the week it’s not going to happen if you
don’t put it on the calendar you’re not going to make it happen and when you do put it on the calendar you you do have
to defend it there’s going to be times when meetings come up and you’ve got to figure out man what am I going to do am I going to go to this meeting or am I am
I going to get to know my team member and what you choose matters to the team member right it shows how you value them
or how you care for them and I’m not saying we all have to be perfect i I do miss one-on- ones sometimes there’s
trips sometimes there’s things that are unavoidable in the business um but that kind of brings me to my next tip the
truth is is that regular one-on ones over time lead to a deeper connection this doesn’t happen overnight
it’s kind of like the idea of compound interest i’m I’m a big numbers guy man I
love the principle of compound interest okay you can invest $5 a day and in 20
years you’re going to have $100,000 okay that is incredible um this
is the same way like one-on- ones it’s you’re investing that time every week
every week and if you just start skipping it well guess what you’re not going to get the the reward at the end
right but it’s those regular deposits over time that actually add up to meaningful
relationships and I can sit here and tell you that because I’ve actually seen that in my own story um I was led here
for nine years by Corey Lusk our VP of operations um and currently in the last year I’ve
been switched under Cal but I was I had nine years with Corey and I will tell you that Corey and I if we’ve got task
oriented over here and if we’ve got you know people relational over here we’re like super task oriented we’re almost in
the closet over there um both of us like getting things done um but sitting down and talking about our lives is wasn’t
supernatural at first we had to get to know each other and honestly they started off pretty superficial talking
about the weather talking about um what we’re doing on the weekend but over time
we developed deeper and deeper we’d find likes we found common likes we we both love golf both love nature we would
start talking about some of these different topics and I can’t say that any one one-on-one I had with Corey was
revolutionary but over time we developed such a deep relationship that our wives became friends we would go to dinner
together we would play in golf tournaments together and honestly a few years ago when I was I felt the Lord
calling me potentially somewhere different than Beatatbo i felt like I had been here a number of years and I
felt like maybe I was supposed to go start my own business or maybe take my
skills to another operation and take some of this leadership I’ve learned and I felt comfortable sharing that with
Corey and Corey prayed over me and prayed with me and he gave me advice because you know what he was a mentor in
my life i couldn’t actually talk to anybody else about that like even my own parents they wouldn’t know kind of what
I was feeling um and I honestly at any other workplace
sharing your passions and dreams true struggles can be seen as a sign of weakness or lack of dedication in the
company a lot of places you say something like that it’s like “All right well you better go better get out of here.” Um but the kingdom leadership is
upside down kingdom culture is upside down i’m here because I know that my
leaders genuinely care about me not just what I can do for the company but me as a person and that didn’t happen in one
conversation that happened over years and so you’re going to have to start somewhere and develop these over time
brings me my next tip real trust isn’t developed without real vulnerability and when it comes to
vulnerability the leader has to go first and you have to use the Holy Spirit in this this is this is one of the toughest
things you have to have discernment because knowing when to share and when to be vulnerable is critical i’m not
oversharing or gossiping that’s not what I’m talking about here um that can actually build walls instead of trust
but vulnerability it actually comes from the Latin root the Latin word
vulnerabilis which means able to be wounded so vulus equals wound and abilis
means able so when you’re being vulnerable you’re actually opening yourself up to attack you’re actually
telling things that could be used against you um I’ve seen many leaders
over time um that man they’re just too afraid to to really be real with people
they don’t want to be themselves they don’t want to open up and talk about their own struggles with their team because they’re afraid of how their team
will view them but honestly you’ll never get to meaningful relationships without vulnerability and I learned this
firsthand actually when I first became a manager at Beatenbo i was not vulnerable
i honestly gave the company line i led my team i kind of you know if there was a decision was made I didn’t agree with
I just gave him the company line i never really opened up to him about struggles I was going through um and I never
really got deep with any of my team members and it was a couple years in that I remember the Holy Spirit
prompting me with a team member i had kind of seen some things with with uh this team member and they had mentioned
some things about budget and finances and some struggles they were going through and I remember one day the Holy
Spirit is like you need to ask her you need to ask this team member if you know if you if she would be willing to talk
to you about her budget and and that if I could help her with that and so I I I followed the Holy Spirit and I said hey
can man I don’t know how this going to come across but man I feel like I’ve gone through some of these struggles as
well and I’ve learned these things and would you mind talking going like would you mind if we went through your budget
together and we were able to go through it and and it opened up more important
than the the things that we were talking about with her budget it actually opened up our relationship from then on we had
a deeper connection and we were I was able to help her grow in ways that I
could not do before because I didn’t really know her and I wasn’t being open with her
so that brings me to uh my last tip god doesn’t do easy bake
recipes he wants us to ask the chef every time when it comes to relational
leadership everyone is going to be different you’re going to have some one-on- ones or some team members that
they’re super quiet and reserved you’re going to have others that talk the whole time you’re going to have some that go
deep you’re going to have some that get into the spiritual aspects of it i want
to talk about um spirituality and so that kind of brings me to a question of how and when as leaders do we bring in
the Lord uh into our one-on- ons this is a pretty tricky subject and I would say
um you really need the Holy Spirit to help you with discernment about this because here at here at beaten bow uh we
actually don’t just hire Christians um we believe that’s not how Jesus did it and we believe that um pretty strongly
that you know we want to invite everyone in um and we want to to get to know them
and grow them for their sake and so when do you you know do you when do you do you pray with them do you
not pray with them um and so what we found is that one you as a leader you should be praying for your
people and two use the Holy Spirit to discern when to bring that up when to talk about um you know God and when to
bring him when to pray with them um because we’re not we’re not trying to
build walls we’re instead we’re trying to build bridges um and we just have to remember I feel like lots of times
especially in a conference like this we get fired up for the Lord and we can think man we got to we’re going to go
back and we’re going to save all of our pe all of our people um but the reality is is that you don’t save people only
God saves people so to wrap up this section about knowing them um I’m going to just tell
you a story about my friend Jordan Heatw jordan Hew came to Beatenbow a few years back as a cost analyst um she quickly
became the go-to analyst she is phenomenal she would find insights she
revolutionized some of our processes um super smart person you know creating reports she documented how she did it um
and after a little less than a year uh her manager the cost analytics manager actually left the company and so there
was an opportunity for her and we quickly promoted her into that leadership role and as a leader she was
phenomenal she changed the culture on her team um she made a couple of new hires she uh pro you know documented
processes changed the way we did things and really improved our analytics department of all the managers I’ve led
she was one of the best if not the best leaders we had actually and so one day
uh about four months ago when she came to Mitch her leader and myself and she said that “Hey I feel like the Lord is
calling me to something different i don’t think I’m supposed to be a leader i think I’m supposed to do this frontline role over here in another part
of the company.” Mitch and I were both like wait wait wait wait hold on hold on
now i I think uh maybe was that really the Lord that told you that or was that
uh man because you are doing a fantastic job as a leader i feel like I see leader
is that I mean that’s a gifting for you for sure um and so we were trying to talk her back into it but the reality is
is we actually knew her story and we knew her story because Mitch had been doing one-on- ones and so he had been
going deeper and deeper with her um and she had actually shared her story even parts of it with me and some of our other leaders um she had a colorful
testimony came from a um you know a colorful background and um she felt
called to write about her story she felt like the Lord had had called her years ago given her a vision of writing her
story to impact others and she told us that being a leader in the company it just had a certain level of stress and
it was it was making it hard for her to be a good mother and for her to really live out her calling in this season of
writing her story and so um she said that’s why I don’t feel like I can be a leader anymore and honestly when she
shared that that wasn’t news to Mitch and I and so we understood and so we let her go um to this other role and she’s
doing fantastic today in that other role um and honestly this was hard on us this
was not the easiest thing this was not the best thing for Beanbo Homes i’m just going to say that the best thing for Beanbo Homes was to have this person
Jordan as our cost analytics manager today we still actually don’t have a manager so Mitch is filling in so if you
know someone who likes numbers let me know um but it was the best thing for
Jordan Heatwall and forever Jordan Heatw will be thankful and grateful that we let her and we found a place that she
could live out her calling in this season and
so really I’m going to just kind of skip to the uh a scripture here um John
15:15 i think this kind of sums up the know them piece i no longer call you servants because a servant does not know
his master’s business instead I have called you friends for everything that I had
learned from you my father everything I have learned from my father I have made known to you instead I have called you
friends jesus got to know his disciples jesus modeled this um building a kingdom
leader or being a kingdom leader is not about giving orders it’s about building friendships
it’s about knowing them getting to know your team okay you might be saying at this point man the one-on ones that
sounds like a great idea i’d love to know my people uh but there’s really no way I can do that i currently have over
20 or 30 people that report directly to me and I there is absolutely no way i’m
barely making the business run forward at this point that I just can’t I don’t have time for that period and I would
say you’re right you have too many direct reports and you may need to restructure uh your day-to-day or even
your organization we’ve found at beatenbo through lots of trial and error that a
leader can really only deeply engage and connect with five to seven people on a weekly basis and for us beyond that
we’re going to restructure now I know that may not be what the Lord asked you to do so you’re
going to need to pray to the Lord about what that needs to look like in your organization but I’ll leave you with
this on knowing them many of you I’m sure give to nonprofit very worthy nonprofit
organizations in your communities around the world um and the type of leadership and
structure that I’m talking about here with these small teams it actually costs money it costs real money right um but
do you think that God cares more about the orphanage in Africa or the people in your company or does he love them
equally do you think he would call you to invest in your own business like he
would like you’re investing in the businesses and and profits and for for uh organizations around the
world and honestly being a kingdom leader it’s not the easy way to do business um if this was easy everyone
would do it we wouldn’t have to have this conference everybody would just be doing it um getting to know your people
is actually super difficult um but it’s it’s how God works he’s going to
multiply your efforts okay we’re going to dive in the last section here um to the second piece
of this you know the know them is so important because you really can’t raise someone up to their God-given potential
without knowing their God-given potential right just like the Jordan Hew um but once you know them you also have
to grow them it’s an action that we have to do and so we’re going to break this up into a couple of things other way
going to break this up into a couple of things um so this was
uh let me tell this story about Simon um this is how Jesus did it and I I I love
this story um because so when Jesus you guys probably all heard this one but when Jesus called
Simon Jesus goes to him he’s been fishing all night simon hasn’t caught a thing jesus asks him to let down his
nets and Simon is like “All right sure dude you know I’ve been fishing here all night but we’ll see what happens.” He
does it anyway he pulls in two boats worth of fish to the point that the boats are almost sinking and this is
Simon’s first reaction i I hadn’t realized this before I looked this up but this is literally the first
thing after he pulls in the two boats of fish when Simon Peter realized what had happened he fell to his knees before
Jesus said ‘Oh Lord please leave me i am such a sinful man his first reaction is that I don’t
deserve this i’m not worthy of this kind of success i can’t come with you if you knew who I was you wouldn’t have called
on me and honestly in or when as leaders our job is to raise them up to their
God-given potential and sometimes they don’t see it in themselves we have to see that in him we
have to call that out in him jesus saw Simon as the as a leader someone the
rock who would one day establish his church he didn’t see a fisherman who wasn’t worthy and so that’s a big part
of what our what uh our we’re called to do as leaders in in terms of growing
them okay so there’s two parts um that I’m going to kind of break down here one is it’s for their benefit and the other
one is accountability equals love so our motivation for growing them
has to be for their benefit not ours i’m going to tell you another story about my friend Robbie Moon so Robbie Moon came
to our company uh he was a permitting manager uh when he first came to the company and he had a team member named
Dominic okay dominic was going to architecture school at Texas Tech and
then he was uh working in our company part-time as a permit tech and so Robbie
got to know Dominic over time and Robbie was uh leading him he was doing one-on-
ons um he got to teach him how to do the job and over some time after he started
to know them he noticed that Dom wasn’t allin on his work he noticed that it
just didn’t seem like Dom was super passionate about what he was doing and so he had the courage Robbie had the
courage in a one-on-one to say “Hey man I’ve noticed you don’t seem super passionate about what you’re doing Dom
like can you tell me why you think that is?” And Dom almost in tears
um said “You know what i’m not actually passionate i actually don’t even like
architecture i’m going to architecture school because my parents thought it’d be the best thing for
me i actually would love to be in the police academy i’d love to be a police officer one day but my parents didn’t
think that would be good for me and so I’m just trying to please my
parents and I would have loved to been a fly on the wall in the room to hear what Robbie said exactly after that moment
but what I do know is that Robbie cared for Dom and Dom knew that and Robbie
started pouring into him over the next few weeks talking to him about his passion talking to him about being a
police officer asking questions why and eventually they came to the conclusion that he needed to pursue being a police
officer and Dom decided that he was going to start prepping for the academy and he had to start studying and so
Robbie would help him study and eventually um he needed to leave he had
to leave to go enter the police academy and he did that and so he left our company um to go pursue his passion but
Robbie didn’t stop keeping in touch with him because he had a real relationship robbie actually cared about him see if
he was just a leader and Dom left I’ been like “All right cool i did my job we’ll see you later uh maybe if you ever
come back.” That’s not what Robbie did he actually kept calling him weekly he’d have a 20 to 30 minute conversation with
Dom every week about how where he was and so one of those conversations he learned that uh Dom uh had met a girl
started going to a church um so that’s another thing dom was not a Christian when he was at Beenbo he was not a
believer um but that didn’t that didn’t stop Robbie from praying for him um
praying with him occasionally um impacting him and he wasn’t a Christian when he left he left and he he he had
not been saved but one of these calls uh Robbie gets a phone call um and Dom
shares that he had been saved that he actually got saved at his church that weekend
and then another call uh Dom tells Robbie that he actually got accepted and he became a full-time police
officer and the point of all this is that you know if you think about from Robbie’s perspective man this was harder
for him like he grew his team member into his passion he had to go rehire he
had to go retrain he had to take after the team member had left he took 20 to 30 minutes out of his day every week to
call him um so it’s literally making it harder for Robbie to do his job well but
he was growing Dom for his benefit and the the reward is eternal dom’s life is
changed forever he is now pursuing his passion he’s been saved the reward is
eternal okay at this point in the talk you guys are probably thinking “Man beaten bows.” We heard the unicorns and
rainbows comment that’s like a Gina classic she she uh always says that um
but it feels like it’s all unicorns and rainbows around here we’re like skipping together holding hands um but I’m going
to talk to you about how it’s really like at Beaten Bow we are a high
accountability uh environment here we pursue excellence with a passion we
honestly couldn’t have this platform to talk about this with you guys if we weren’t successful
if we were not a successful organization you guys wouldn’t listen to us and so
accountability is a big piece of that and truly loving someone means you’re going to hold them accountable
okay think about this who has kids in the room we got a lot of people probably with kids um so I’ve got an 8-year-old
and a 5-year-old and I just recently my 8-year-old has been learning chess at school and he decided he want to play me
in chess and so of course I had to teach him a lesson i had to beat him in chess
but honestly I’m not all that good at chess and you know what i look forward to the day when my 8-year-old son will
beat me and it’ll be very soon because he he seems to really like it and so do I ever worry about my kid
being better than me no of course I don’t i love them
so why is it that your team members you might worry about how good they can get or whether they’ll take your job one day
or whether they’ll be a better leader than you are why do we worry about that it’s probably because you actually love
your kid your team member is just a team member but I will challenge you that you
can actually love your team members as well if you just pray for it ask God to
give you the heart for your team members and when you do when you have the heart for your team members just
like your kids you’re going to have to point things out to them to grow them you’re going to have to see things that
they could be better at when I was playing chess with my son there’s some moves that I’m like “Hey by the way if you do that you’re going to you know so
I have to point it out to him of course I’m going to point it out to him i want him to be better.” And this is biblical of course um this is from Ephesians
rather speaking the truth in love we are to grow up in every way into him who is the head into Christ we’re to speak
truth in love okay I’m going to tell another quick
story to end this um so I love raetball i used to be like huge into it when I
was in college um I actually founded the Texas Tech club raetball team um and we
had a blast um these were truly the glory days for me okay um I I still talk
about them we my senior year we finished eighth in the nation i’m not bragging but you know figured I’d throw that in
there um I was also elected the sports club president of the year amongst the 50 some odd sports clubs and that summer
there was a job opening in the sports club department so the guy I’d been working with his name was Jonathan he
was the sports club director and he had a job opening a sports club coordinator and I thought man that would be so fun i
love sports like I’ve been working with the raetball team um I won the you know president of the year i feel like I’m a
shoe in for this role so I went ahead and applied and very quickly like I mean almost immediately after the interview I
get a call from Jonathan he’s like “Hey I’m sorry to tell you you didn’t get the job.” And I was mad i was super
frustrated i’m like “What in the heck how did I not get that job?” Like I thought I was the best candidate for
this and honestly stowed on it for about 24 hours and I had just enough relationship with Jonathan that I called
him back i was like “Man I got to know I got to know what what what happened there.” And so I called Jonathan back
and I said “Jonathan like what happened i thought I was like a shoe in for this role.” And and he said “Ty man I’m I’m
very surprised you’re calling.” He’s like “Honestly like I didn’t think you even wanted this job like you didn’t
seem like you wanted it at all.” And so the fact that you’re calling me is actually extremely surprising because I didn’t think you wanted this job and I
was kind of like well you know I applied so that means I wanted it right i
wouldn’t have applied if I didn’t want it but honestly after I started thinking about that feedback the Lord kind of
prompted me he’s like “No you needed to hear that.” Like you’re not showing enough passion people don’t see who you
really are and honestly I’ve always struggled with not showing enough emotion i’ve never been a crier i’ve
never been someone who is jumping up and down and so that was really important feedback as frustrating as it was
because I didn’t get that job and there was no going back but two months later I had an interview with a little company
called Beanbo Homes and you bet that in that interview I tried to show my passion as much as I could and so
Jonathan I’m so glad I had the courage to ask him i’m so glad he had the courage to tell me because the truth is
is that passive leadership the kind of leadership where you don’t tell the truth is cowardice it’s not what Jesus did jesus
didn’t passively lead when he saw something that needed to change he flipped the tables
over our job as leaders um is to have the courage every day to see what could
be in in our team members and to call it out and to grow them um to actually say
the things that need to be said to them because if you don’t say it to them no one will we live in a society where we
hide behind screens nobody’s going to tell them that feedback and so that’s it know them and
grow them it’s simple to say difficult to practice i’m gonna end with one more thing that’s probably if if you’re going
to walk out of here it’s the one thing that’s going to prevent you um from really living this out and that is if
the devil can’t make you sin he’ll make you busy i think we’re all busy in here
we’re busier than we should be i’m currently extremely like I have to remind myself of this all the
time and you have to remember when you’re standing in front of God at the end of your life is he going to ask you
about the things you got done or is he going to ask you about the people you impacted about the
relationships is he going to ask you about the legacy that you live that you left and honestly the reward is
eternal does this mean it’s going to change your day-to-day yes are you going to have to delegate more yes are you
going to have to restructure some aspects of your organization yes are you going to have to have some tough conversations you’ve been putting off
yes but the reward is eternal it’s leaving a legacy beyond profit leaving a
kingdom legacy thank you guys
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