A Glimpse into a Teens World

12 May

shutterstock_165358493For the past 3 weeks I have been leading a discussion at church called “A Glimpse into a Teens World.”

The goal is to begin conversations between parents and their children concerning things like Social Media, Video Games, Friends, Porn, and TV.

Below I have listed resources mentioned in class, and a edited version of my notes:


Parent Resources:


parentministry.net (great weekly podcast)

commonsensemedia.org (reviews on movies, books, games…written by people of all ages, they also have an app)

Icebreaker Questions App

Technology Contracts and Rights of Passage Information upon request, e-mail me.

Blogs and Articles:

7 Dangerous Apps That Parents Need to Know About

How to Help Parents Avoid Raising Self-Obsessed Kids

Sex, Lies, and TV Commercials


Cyberbully (on netflix)

My Notes:

These are very un-finished, that is how my brain works, most things are one line stats, if you would like more information on any thing please just ask…



*I do not share or support all views expressed on any of the above linked sites

My Candid Thoughts on The Impossible Movie…

21 Jan


These are my very candid thoughts…

The Impossible was an incredible movie…I think. I cried numerous times, was terrified at the realness of the tsunami, and captivated by the story.

I was impressed with the acting of the 3 little boys in the film. They are adorable and you fall in love with them instantly.

The film captures the hospitality of strangers. You see the locals of  Khao Lak giving clothes, aid, and love to those affected by the tsunami, mostly tourist.  These locals, not employed by the government or any aid relief agency, as far was we know…but still felt a need to help those they could…regardless of race.

The hospital scenes are very real, you feel the urgency of the situation. I was in a hospital very similar in Haiti not to long after the earthquake. Now this hospital was a ways from Port Au Prince, but I remember seeing people on hospital beds in the hallways, super crowed rooms, and lots of broken bones. What I saw fails in comparison to the film but made it all the more real for me.

So I greatly enjoyed the film…but…

From the beginning I was slightly annoyed that the film centered around a British family on vacation. Who (spoiler alert) all survive and leave on a empty plane! Then at the end to find out that the family the story is about is actually Spanish. I don’t know why the Director or Casting Director chooses to portray them as white.  Granted it is based on a true story, but then they fly out of the country, on a empty plane, looking at all the people still there in need of help, it was hard to watch.

The oldest son Lucas, in the movie, is my favorite, you see his heart change as the story progresses. At the end as they fly away you see in his eyes that he wishes he could help everyone…at least I thought. If the real Lucas is anything like they portrayed him in the film, what an amazing boy!


There is a scene when Lucas is helping parents locate their children in the hospital, you see him go from room to room shouting their names hoping for a response. Over what seems like hours, he finally locates a German boy who’s dad is looking for him. This was the 1st boy on his list, He tells him to stay there and he will go get his dad, he starts to walk away, then quickly returns and gives him a huge hug. After searching for these people for so long you begin to feel attached, and personify them. Not to mention that Lucas has yet to find his dad or 2 little brothers. It gives hope to the moment, Lucas felt connected to his boy, they were both displaced from their and afraid…I Loved it!

There are many more things I loved about this story, regardless of their truth to the actual story, but I’m tried of typing  just go see it!

**The film is rated PG-13. They show many dead bodies, lots of bloody wounds, a woman’s breast, and a few very traumatic scenes of near drowning, if you have a child afraid of water…I would not take them to see this.

Strengths Testing

28 Oct

Over the years in ministry I’ve been introduced to a few tests that helped to reveal my strengths, as well determine how our team can work best together. Two of my favorite are Strengths Finder 2.0, and Your Unique Design.

Strengths Finder 2.0: helps people uncover their talents through an assessment of 34 themes. It produces a person report to help you thrive and work the way you are wired.

Your Unique Design: you will receive a Personal Profile Report that will explain the core strengths of your personality, your talents and abilities in detail. You will discover:

  • How you have been wired by God
  • How you go about doing things
  • The lens through which you view life
  • What makes you come alive!

These test have helped confirm what I was already thinking my strengths were, in most cases…in a more eloquent way🙂 Check out my personal profiles if you are interested in taking the assessments. They are worth the money, at least to me they have been.

Strengths Finder 2.0

Your Unique Design

Just Call Me Crazy!

28 Feb

“Safe has plans, Crazy has stories” -TK McKamy

Interview Questions…

3 Nov

I was rummaging through some old notebooks and came across some notes I made before a job interview I had. You are always posed with that awkward question “do you have any questions for us?”

Yes…am I hired?

Ha…Just kidding…that would be nice but its not quite that easy. So here are some questions I came up with that have worked well and normally impress who ever you are talking to.

Questions for the employer:

1. What is the most important thing I can do in this position to make the company succeed?

2. Based on my resume, and what you know of me…what do you think will be my biggest challenge?

3. What historically for newcomers in this business/role has been the hardest to grasp?

4. How can I work best with you? Do you have a specific management style? (be careful how you word the 2nd half of this question, it can come off negative)

Other Questions: *try your best to know these things before coming to the interview

1. How did the company start? Why? When?

2. Does the Company have any specific values and goals?

3. Is there a Board of Directors?


If asked How do you work best, this is normally how I answer:

1. I work best by knowing what is expected of me

2. Giving me the Resources to do it

3. Guide me, support me, and train me when needed

4. Reward me according to the contribution I make to the business (you may not want to show all your cards on day 1🙂


Good Luck!!

Why are we doing this?

21 Oct

Great questions to ask yourself as you consider new endeavors and opportunities or reevaluate current ones. (source: From Jason Fried @ 37channels) This is also one of those things i have printed out and in front of me daily…

These are questions we ask each other before, during, and sometimes after we work on something. That something can be as small as a couple-hour project or as big as something that takes a few weeks or more. Either way, it’s important to ask questions like this in order to make sure you’re doing work that matters.

Why are we doing this?

Ever find yourself working on something but you don’t know why? Someone just told you to do this or that? It’s pretty common I think. It’s important to ask yourself (and others) why you’re working on this. What is this for? Who benefits? What’s the motivation behind it? Knowing the answers to these questions will help you better understand the work itself.

What problem are we solving?

What’s the problem? Are customers confused? Are we confused? Is something not clear enough? Was something not possible before? What problem are we solving here? Sometimes when you ask yourself this question you’ll find that you’re solving an imaginary problem. That’s when it’s time to stop and reevaluate what the hell you’re doing.

Is this actually useful?

Are we making something useful or are we just making something? It’s easy to confuse enthusiasm with usefulness. Sometimes it’s fine to play a bit and build something that’s cool, but it’s worth asking yourself if it’s useful too. Cool wears off, useful never does.

Are we adding value?

Adding something is easy, adding value is harder. Is this thing I’m working on actually making the product more valuable for people? Can they get more out of it than they did before? There’s a fine line between adding value and subtracting value. Sometimes adding is subtracting. Too much catsup can ruin the fries. Value is about balance.

Will this change behavior?

Developers have a tendency to add stats to a screen just because they can. Counts, totals, sums, averages. Numbers can look cool, but do they change behavior? Does it matter if someone knows there are 38 of these instead of 42? Does it matter that someone knows it took 0.08 seconds instead of 0.02? Sometimes it might, but it’s important to constantly ask yourself: Will knowing this information change someone’s behavior? Can they do something useful with this information? Will they make a better decision because of this information? If not, pull it out of the interface. Data without purpose is noise.

Is there an easier way?

There are lots of ways to do things, but for simplicity’s sake let’s say there are two primary ways: The easier way and the harder way. The easier way takes 1 unit of time. The harder way takes 10 units of time. Whenever you’re working on the harder way you should ask yourself is there an easier way? You’ll often find that the easier way is more than good enough for now. Most people’s problems are pretty simple — we just imagine they are hard.

What’s the opportunity cost?

What can’t we do because we’re doing this? This is especially important for smaller companies that are more resource constrained. Limited time makes prioritization more important. If we work on feature A can we still do Feature B and C before April? If not, would we rather have B and C instead of A? Is A really worth the opportunity cost? Ask this all the time.

This one should come up all the time. Is what we’re doing really worth it? Is this meeting worth pulling 6 people off their work for an hour? Is it worth pulling an all-nighter tonight or could we just finish it up tomorrow? Is it worth getting all stressed out over a press release from a competitor? Is it really worth spending $1000/week on Google Adwords? Is it really worth…?

The questions listed above are just some of the questions we’re asking ourselves all the time. At the end of the day it’s all about making the right decisions about the right things at the right time. These questions help us get there.”

Doers or Great Leaders…

14 Oct

The 80/20 Principal…great thoughts to keep in mind as your are leading a team or volunteers…not mine, but still great🙂

In an organization with 100 people:

  • 20 people are doers.
  • With a leader.
  • 80 are hanging around watching, experimenting, consuming, or complaining.
  • When the 20 expand to 40, chances are there’s 200 now in the organization (or will be).
  • The 20 tend to get frustrated with the 80 for not doing anything and at times will tell them. (They should avoid that.)
  • The 80 will ride the coattails of the 20 and feel like they did it and even take credit for it.
  • This sometimes frustrates the 20. They should not be frustrated. They should just do.
  • Great leaders pour vision into the 20 while casting the net out to the 100.
  • Frustrated leaders spend a lot of time trying to get the 80 be part of the 20.
  • Of the 80, some will become doers as the organization grows.
  • The doers that simply do will some day realize there are people following them.
  • Some of the 80 will become part of the 20 with a simple personal invite.
  • A leader will be turned down 4 times for every yes. This does not bother great leaders. It frustrates others.
  • Frustrated leaders have the opportunity to be great leaders.
  1. When I’m hiring, I’m usually looking for leaders, not doers. I know if I find a great doer, I’ll get a bunch of stuff done. But if I find a great leader, he or she will find and lead many teams of doers and we will see the capacity and strength of the organization multiply.
  2. If I had an organization with 100 staff and 80 of them were hanging around watching, experimenting, consuming or complaining…I would fire the 80, give the 20 raises, and use the rest of the money to invest in growing the organization.