GIFT OF ORGANIZING
                               (Administering-leading)

BASIC MOTIVATION DEFINED
Motivated to give leadership,  to coordinate the activities of others for the
achievement of common goals.

AMPLIFICATION
To take the lead.  To be the head of.  To preside.  To distinguish major objectives
and to help those around him to visualize and realize them.

CHARACTERISTICS OF ONE EXERCISING THIS GIFT
1.  An ability to see the overall picture and to clarify long-range goals.
2.  A motivation to organize that for which he is responsible.
He usually sticks to one job at a time.
3.  A desire to complete tasks as quickly as possible.
(a)  Similar to Server here, except Server is interested in immediate
task and Organizer is interested in long-range.
(b)  When the job is finished the Organizer loses interest and is ready
to move on to another job.
4.  An awareness of the resources available to complete a task.
(a)  He goes a great deal on past performances of people as resources.
(b)  He is able to “see” the resources around him.
5.  An ability to know what can or cannot be delegated.
6.  A tendency to stand on the sidelines until those in charge turn over
responsibility to him.
7.  A tendency to assume responsibility if no structured leadership exists.
8.  A willingness to endure reaction from workers in order to accomplish the
ultimate task.
9.  A fulfillment in seeing all the pieces coming together and others enjoying
the finished product.
10. A desire to move on to a new challenge when a previous task is fully completed.

DANGERS IN EXERCISING THIS GIFT
1.  Being proud of his power.
2.  Using people to accomplish his goals rather than meeting their needs.
3.  Overlooking major character faults in those who are useful to reaching his
goals.

 MISUNDERSTANDINGS
1.  The ability to delegate responsibility may appear as laziness in avoiding
work himself.
2.  The willingness to endure reaction may appear as callousness.
3.  The neglect in explaining why tasks must be done may prompt workers to feel
they are being misused.
He often doesn’t explain “why” to workers.
4.  The viewing of people as resources may appear that projects are more
important than people.
5.  The desire to complete tasks swiftly may appear to be insensitivity to the
schedule, weariness or priorities of workers.