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Hattabaugh Family - Go Middle East, Inc

Matt & Julie Hattabaugh Beirut Lebanon.

11/09/2026

Jealousy narrows a leader’s world until one other person fills the frame.

Aaron Burr and Alexander Hamilton stood ten paces apart in 1804. Years of rivalry had turned difference into fixation and another man’s influence into a personal threat.

Most jealousy never ends in a duel. But it can still damage teams. A colleague’s success begins to feel like subtraction. A compliment to someone else sounds like criticism of us.

Secure leaders refuse zero-sum leadership. Someone else can rise without you falling.

Celebrate what God is doing through others before comparison turns partnership into competition.

09/09/2026

Humility sounds noble until it costs us something.

George Washington’s resignation at Annapolis is memorable because he had power—and released it. He did not become smaller by stepping down. His willingness to surrender authority strengthened the trust of a young nation.

Most of our tests will be much quieter: letting someone else receive credit, releasing a role we love, refusing to correct every misunderstanding, giving another leader room to rise.

Humility is not weakness. It is disciplined power redirected toward others.

I created a private Secure Leadership self-survey that helps you examine these instincts in your own leadership. It is anonymous—no one sees your answers or results:
https://go-me.org/secure-leadership

07/09/2026

A strip of masking tape over a door latch became part of the first visible evidence in Watergate.

The larger leadership lesson is not political. It is human.

What begins as a small effort to control appearances can grow into a widening gap between what is real and what is presented. Then the leader has to spend more and more energy protecting the gap.

Image management is exhausting because the story requires constant scaffolding.

Integrity is simpler. It does not mean broadcasting everything. It means refusing to build a public version of yourself that cannot survive the truth.

04/09/2026

One practice I return to is a simple Psalm 139 review.

“Search me, O God, and know my heart… and see if there be any hurtful way in me.”

Not to condemn ourselves. To invite light.

Set aside a few quiet minutes. Ask the Holy Spirit to bring one motive, reaction, or pattern into view. Write it down. Then choose one concrete response.

Growth often begins when we stop asking only, “What is wrong around me?” and become willing to ask, “Lord, what are You showing me in me?”

I have also created a private Secure Leadership self-survey for this kind of reflection. It is anonymous—no one sees your answers or results:
https://go-me.org/secure-leadership

02/09/2026

Sometimes the clearest leadership lesson happens in an ordinary conversation.

A driver tells a CEO, “This decision is hurting people like me.” The leader has a choice: defend the strategy—or become curious about the impact.

Defensiveness closes the door before understanding has entered the room.

Secure leaders do not have to agree with every criticism. But they can listen long enough to learn something from it.

Before explaining yourself, ask: What is this person seeing from their seat that I cannot see from mine?

31/08/2026

One of the hardest leadership lessons is that release is not the same as loss.

We often hold tightly because responsibility has become intertwined with identity. But secure leadership asks a different question: What am I still carrying that someone else is ready to grow into?

You do not have to abandon the work. You can stay near, coach, support, and still let another person lead.

Release is not negligence. It is trust practiced on purpose.

I also created a private Secure Leadership self-survey to help you reflect on where control, trust, and multiplication show up in your own leadership. It is anonymous—no one sees your answers or results:
https://go-me.org/secure-leadership

13/08/2026

We usually judge our leadership by our intentions.

The people around us experience our impact.

That difference is why one of the most important leadership questions may also be one of the most uncomfortable:

How would it feel to serve under me?

Would people describe the environment as safe, clear, and strengthening?
Or tense, dependent, and difficult to navigate?

This is not a question to answer alone. Ask someone who experiences your leadership closely. Then listen without explaining, correcting, or defending.

Self-awareness grows when we are willing to hear how our leadership feels from the other side.

I created a short Secure Leadership self-survey to help you reflect on these questions privately. It is anonymous, and no one sees your answers or results. You can take it and receive the next resources in this series here:
https://go-me.org/secure-leadership

11/08/2026

Pressure has a way of revealing what is already inside us.

It reveals whether we react quickly, become defensive, assume the worst, or make room for wisdom.

One practice I am trying to strengthen is the pause.

Before responding:
Name what you are feeling.
Separate the facts from your interpretation.
Ask what response will serve the mission and the people.

The pause is not weakness. It is not avoidance. It is the decision not to let the first emotion become the final response.

Composure is governed strength.

07/08/2026

Delegating a task is not always the same as developing a leader.

We can give someone work to do and still keep all the judgment, authority, and responsibility for ourselves.

Discipleship goes further.

It gives people room to think, decide, carry weight, learn from mistakes, and grow into responsibility. It does not abandon them. It supports them without taking the assignment back the moment the process becomes uncomfortable.

A helpful question for those of us who lead:
Am I only getting work done through people—or am I helping people become stronger leaders?

The goal is not merely completed tasks. The goal is people who can carry the mission and eventually multiply others.

I created a short Secure Leadership self-survey to help you reflect on these questions privately. It is anonymous, and no one sees your answers or results. You can take it and receive the next resources in this series here:
https://go-me.org/secure-leadership

05/08/2026

There is a leadership lesson in the story of Ford that I keep coming back to.

The reports were green. Everything appeared to be on plan. But the company was in crisis.

The problem was not a lack of information. The problem was that people had learned it was safer to look successful than to tell the truth.

That can happen anywhere—in a business, a church, a ministry, or a family.

When every report sounds positive, every meeting ends in agreement, and every problem arrives late, the issue may not be performance. It may be fear.

Secure leaders do more than ask for honesty. They make honesty safe.

Before the next meeting, it may be worth asking:
What would someone be afraid to tell us today?

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