F3 Knoxville

CMU Shuffle

Asylum AM

F3 Q – 9/14/2020

Asylum AO

0530-0615

[ The Scene ]

70s and dark – groggy but alive and well

[ Welcome/Disclaimer ]

  • Welcome to F3: Fitness – Fellowship – Faith
  • My name is Steam and I’m honored to be in your company and be your Q this morning
  • FNGs?
  • Couple of things before we begin:
    • (1) I am not a professional
    • (2) You’re here on your own volition
    • (3) If you need to modify anything we do this morning – feel free to do so as you need but push yourself and those around you.

[ Warm-o-Rama ]

(1) SSH – 10 x 4 IC

(2) Baby Arm Circles – 10 x 4 each side IC

(3) Imperial Walker – 10 x 4 IC

(4) Merkin – 10 x 4 IC

(5) Windmill – 10 x 4 IC

[ The Thang ]

(1) CMU 4 Corners

—HIM get CMUs—

—Move through corners clockwise—

  • Corner 1: 25 curls (1 count)

(Run up the hill — 10 V-Ups — run back to CMU — carry to next corner)

  • Corner 2: 25 chest presses

(Run up the hill — 10 V-Ups — run back to CMU — carry to next corner)

  • Corner 3: 25X4 Rocky Balboas on CMU 

(Run up the hill — 10 V-Ups — run back to CMU — carry to next corner)

  • Corner 4: 25 CMU swings

(Run up the hill — 10 V-Ups — run back to CMU — carry to next corner)

(10 count)

(2) CMU Lunges/Pull-ups

  • Men circle up with CMUs in the middle of the parking lot
  • 5 lunges with CMU on one shoulder or above head
    • Switch shoulders every 5 lunges
  • Run to Pav — execute 10 pull-ups
  • R & R until you reach the other curb
  • Recover with 25 Big Boy Sit-ups with your CMU when you’re done
  • Men take CMUs back and Charming leads PAX in 30×4 flutter kicks

(3) Nickel/Dime/Quarter x2

  • PAX mosey to playground
  • All PAX find a bench (all my benches)
  • Round 1
    • 5 Dips
      • 10 Box Jumps/Step-Ups
        •  25 1-leg squats on bench
  • Round 2
    • 5 1-leg squats on bench
      • 10 Dips
        • 25 box jumps/step-ups

 

  • BTTW back to the AO

[ Mary ]

  • Slow 25
    • 5×4 Flutter Kicks
    • 5×4 American Hammers
    • 5×4 LBCs
    • 5×4 Cockroaches
    • 5×4 Little LBCs

PAX stretch down to the ground – raise 1 vertebrae up at a time – execute some shoulder shrugs – done. Boom.

[ COT ]

  • # off – 16 + 4 Ruckers = 20
  • Name o Rama
  • FNGs – none 
  • BOM
  • I wanted to start the week off for us with a slap on the back and vote of confidence.

[ From the QSource  – by DREDD ]

  • Foundation4 (F4) — Leadership Development Process (LDP)

Here’s the chapter – worth the read.

1. Great Leaders Develop New Leaders

While leadership is critical to all groups, leaders are always in short supply in most groups because only a few groups employ a systematic Leadership Development Process (LDP = the process employed by a group to develop new leaders). What separates those few groups from the rest is simple: they are led by great leaders.

Great leaders are intent on leaving a legacy that will resound to their groups’ advantage long after they have gone. Knowing their leadership tenure is limited by human mortality, they get prepared for the expected event of their departure by developing new leaders. Because they cannot predict the precise time of their departure, they stay ready for the unexpected by ensuring that the leaders they develop are ready right now instead of sometime tomorrow. Great Leaders are constantly working themselves out of a job. 

Great Leaders develop new Leaders systematically, through an LDP that is tailored to the needs of the group they lead. They see this as a primary part of their responsibility as a leader, not something they also do if they can find the time.

For great Leaders, developing new leaders is leadership, of the highest caliber. 

2. The LDP has four steps: schooling, apprenticeship, opportunity and failure

Healthy communities, effective organizations, and dynamic teams each employ some form of an LDP that is periodically adjusted to suit their unique need for leaders and the manner by which they develop them. While every LDP reflects the purpose and character of the particular group in which it is housed, every useful process has a form of the same four components:

  • First, there is some kind of Schooling, the didactic instruction that the potential leader receives on the timeless fundamentals of leadership.
  • The second component is Apprenticeship, where the new leader is given the chance to develop the skills he learned from his Schooling  under the watchful eye of a more experienced Leader.
  • Third comes Opportunity, the chance for the growing leader to put what he has learned into practice under conditions where he is directly responsible for the outcome. While Schooling + Apprenticeship creates a Leader with the potential to be effective, Opportunity is the required element for the man’s skill to become kinetic and have actual impact on his group. 
  • The fourth component is Failure. A lizard uses its LDP to intentionally court minor disaster in order to fully develop its Leaders, because it is from Failure that Leaders learn the most. Success teaches far less because it does not isolate what works from what does not the way Failure does.

3. The LDP depends upon decentralized execution to a central purpose.

F3 is an organization whose purpose is to invigorate male community leadership. Not surprisingly, since our mission is leadership development itself, F3 needs a very deliberate LDP to be effective. However, because the organization is comprised of thousands of small teams that are not in proximity, that deliberate process cannot restrict the individual initiative and genius of its Leaders. We are absolutely dependent upon our great Leaders to be about the business of developing our new Leaders.The execution of the LDP is in their hands because it is their hands that are physically upon the new leaders. 

As  a result, we do not dictate the precise manner in which our Leaders are to execute F3’s LDP but rather encourage and focus them upon our central purpose. They must know the “why” of the LDP before they can perform it’s “what.” Also, they must be affirmed in their efforts to be incentivized to continue them. 

This model, decentralized execution toward central purpose, is not something unique to F3 or a theory that we invented. It is the LDP methodology employed by the great Leaders of healthy communities, effective organizations and dynamic teams and always have been.

4. Takeaways

  • Great Leaders develop new Leaders
  • The LDP has 4 steps: Schooling, Apprenticeship, Opportunity, and Failure
  • The LDP depends upon decentralized execution to central purpose

____________________________________________________________________________________________

  • “For great leaders, developing new leaders is leadership, of the highest caliber.”
    • And I see all of you as high caliber, high impact men that have done that for me for the past 4 years or so. You all have a power inside you to do that. Something that drives you to be the high caliber, high impact men you are.

 

  • I came to F3 as a lost college kid trying to figure it out 4 years ago. When I say F3 has been, and continues to be, a Gamechanger in my life, I mean it. I’ve experienced F3 Knoxville’s LDP in the past 4 years and am a better, more equipped and confident man thanks to YOU MEN – men of the highest caliber and quality – Great Leaders as the QSource chapter talks about. And I just want to say thank you. You all have done more for me and my journey towards being a HIM than most of you will ever know.

 

  • From a young leader to a Great Leader – thank you.