Some candidates already have community. Great. The question is whether they want this specific table: builders who understand the arena, committed to high-trust, high-challenge, high-generosity formation.

What this looks like

• hungry to be known by peers carrying similar weight/complexity

• wants friendships that shape how they lead and live, not just encourage them

• ready to both receive and give formation to others

• sees community as a calling, not a commodity

Signals

• says things like:
  “I have great people, but I don’t have this kind of peer table.”
  “I want friends who help me stay faithful under pressure.”

• engaged in church, but lacks a place to speak honestly about the scale of what they want to create

• already committed elsewhere and still eager for deeper peer formation

• willing to show up consistently and vulnerably, not just periodically

Anti-signals

• “I already have community so I don’t need this.” (low hunger)

• community floater or collector, too many to go deep

• wants access but not depth

• treats the group as optional or secondary to schedule

• prefers being admired over being knowntem description

They’re not primarily theorizing, advising, or branding. They’re in the arena with consequences.

What this looks like

• leading / founding / scaling a venture, organization, product, fund, initiative, or movement

• making decisions that affect people, capital, culture, or systems

• shipping, hiring, launching, experimenting, iterating

• learning in motion, not waiting for perfect clarity

• consistently pursues big impact over personal comfort

Signals

• can point to current build/outcomes, not just past titles

• speaks in verbs and specifics: “we launched,” “we tried,” “we failed,” “we learned,” “we shipped”

• has a live problem they’re taking responsibility for

• peers call them a builder who delivers

Anti-signals

• big talk, thin execution

• perpetually “exploring” with no concrete ownership

• more narrative than evidence

• allergic to accountability or measurable outcomes

• “advisory-only identity- overly focused on strategy and consulting, yet without real stake in outcomes

This is a non-negotiable. The right person doesn’t come to extract value—they come to add it.

What this looks like

• Time: fully present, consistent, engaged; community isn’t optional

• Talent: shares wisdom, tools, connections, and hard-won learnings freely

• Treasure/resources: generosity is embodied and costly, not performative

• Presence: listens deeply, encourages specifically, notices who’s on the margins

• Posture: enters asking “How can I help?” not “Who here can help me?”

• Abundance posture: assumes there’s enough to share—credit, opportunity, joy, attention

Signals

• track record of mentoring, investing in people, sharing credit

• generosity that costs them something (schedule, ego, comfort, money)

• introduces people without an angle

• references say: “additive,” “for others,” “low ego / high care”

• celebrates others’ wins without self-positioning

• doesn’t take themselves too seriously or present themselves as a “big deal”

Anti-signals

• transactional networking energy

• subtle competition or status management

• curiosity that feels like scouting for advantage

• generosity with strings or score-keeping

• pattern of leaving people depleted or unchanged

• scarcity mindset: guarded with time/relationships/insight; hoards access or credit

• zero-sum instinct (“if they win, I lose”)

• gives only when there’s a clear return, recognition, or leverage

They don’t drain rooms; they fertilize them. Places get healthier because they’re there. People praise them for impacting their lives. 

What this looks like

• builds trust fast through humility and care

• creates opportunities for others

• celebrates others without repositioning themselves

• improves relationships and systems, not just outputs

Signals

• former teams/networks are stronger and more whole because of them

• people still want to follow them after the sprint is over

• they speak in “we,” not “me”

• leaves people more courageous, not smaller

Anti-signals

• leaves a trail of burnt-out teams, fractured partners, or cynical collaborators

• “zero-sum” energy: others’ win feels like their loss

• constantly centralizes themselves in stories or credit

• takes more relational/emotional bandwidth than they replenish

• people tolerate them for results but don’t trust them deeply

They aren’t preservation leaders. They’re pioneers — not afraid of risk, uncertainty, or complexity. They try worthy things before they’re ready.

What this looks like

• comfortable with ambiguity and responsible risk

• willing to test, learn, iterate, and own failure

• acts on conviction, not consensus

• stretches beyond safe playbooks

• navigates complexity without freezing or over-controlling

Signals

• track record of “firsts” and meaningful experiments

• can name real risks they took and what it cost/taught them

• people follow them because they move

• learns quickly from failure and re-engages

Anti-signals

• preservation-first instincts

• allergic to uncertainty

• wants best practices more than brave practices

• performs innovation but avoids real exposure

• hides behind “analysis” or “process” to avoid risk

• default posture is “protect the downside” rather than “pursue the calling”

We’re looking for leaders in the best sense: creator-builders-onnovators. People who don’t just notice what’s missing or talk about what could be — they make things that weren’t there before and reshape what’s broken. Their ambition is expressed through real creation under real constraint.

What this looks like

• a creator’s instinct: sees possibility, then brings it into the world

• builds new things or rebuilds tired things — ventures, products, teams, systems, communities, cultures

• changes how work is done within their industry so it stands apart

• takes ownership of hard problems and moves them toward solutions

• leads by doing: testing, learning, iterating, carrying consequences

• ambition anchored in service and stewardship, not status

• leaves their world more whole through what they create and how they create it

Signals

• can point to real things they’re creating/building right now (even if early-stage)

• talks about problems they’re responsible for, not just opinions they hold

• peers describe them as catalytic, action-oriented, and dependable

• turns vision into execution repeatedly

• comfortable being early, imperfect, and learning in motion

• pattern of making something real out of nothing but conviction + effort

Anti-signals

• ambition mostly about personal brand, clout, or title

• chronic critic energy without ownership or building

• “idea person” posture with no execution rhythm

• success defined by maintaining the status quo

• prefers talking about change over creating it

• avoids constraint, cost, or risk — wants impact without exposuretem description

Not performative faith. Not vague spirituality. They desire an integrated life in Christ, formed by Scripture, that meaningfully shapes how they lead.

What this looks like

• faith In agreement with the Nicene Creed

• faith as an engine for integrity, courage, generosity, and love

• open to being formed, challenged, and known

• hungry for truth and groundedness, not formulas

• believes transformation happens in community and welcomes truth-in-love friendships

Signals

• honest about ambition, burnout, fear, integrity, generosity

• faith shows up in decisions and relationships, not just language

• teachable and unfinished (no “already arrived” vibe)

• practices repentance, repair, and surrender in real life

• spiritual practices that evidence a personal relationship with Christ

Anti-signals

• faith as veneer for success

• spiritual talk with no embodied practice

• “I’ve already figured this out” posture

• defensiveness when blind spots are named

• uses theology to win arguments, not to be transformed

• resists community-based formation (“I grow best alone” / self-sufficient posture)Item description

Even if accomplished, they’re not right for this season if they are:

• *in an all-consuming sprint with no margin to be fully present

• *unable to attend the entire LX weekend and stay engaged for the following 12 months

• seeking platform, status, or network more than formation + friendship

• emotionally defended, controlling, or resistant to vulnerability

• “fully formed,” unteachable, or uninterested in change

• consistently extractive or scarcity-driven in posture or reputation