When a church loves the city

One of the most powerful things any congregation can do is to love on its neighborhood, city or region because Jesus does. One of those churches who believes in the power of loving on its community is Valley Church in Des Moines, Iowa. 

It recently completed a beautiful community center adjacent to its own facility for the sole purpose of blessing the community. Since its recent completion they have had over 12,000 guests and expect 5,000 for their great Pumpkin Party.

The facility is located on a 35 acre campus across the street from Valley Church.  It is 29,000 square feet and features an Event Hall (large gym that converts into an attractive, carpeted venue for 1250), Maplenol Café (seats 150), kids indoor play area, meeting rooms and offices.  Outdoors are sports fields, the historic Maplenol Barn, and the Global Greens Farm (for refugees).  The cost of the facility is $6.5 million.

Why would Valley Church make such an investment in their community - at their expense?  The heart behind the Valley Community Center is from 1 Peter 2:12 (ERV) - “People who don’t believe are living all around you. They may say that you are doing wrong.  So live such good lives that they will see the good you do, and they will give glory to God on the day he comes.”

Quintin Stieff, the senior pastor and a friend of mine says this: "At one time, the church was at the center of community life.  But today, it is marginalized both by our own choices and by the response of our community. Our heart is to return to the center of the life of our community.  Not to dominate it, but to be a life-giving presence.  How is that possible?  We have concluded that we cannot talk our way into the hearts of the people of our community.  We cannot force our way.  We need to serve and love our way back into their hearts.  So, we have launched a major initiative called “Love You Des Moines” to do just that.  The Valley Community Center is one component of that initiative.  It is a community bridge."

VISION

The vision for the Valley Community Center is:  “A hub for partnerships, doing good for the community… with the community.”

STRATEGY

Nearly all the events and activities are for the greater Des Moines community. (There are very few “church events” held here.) 

Half of the community activities are led by community partners (both community non-profits and Christian ministries).  The other half are community events and activities led by Valley Church for the community. 

To fund this effort they approach morally positive non-profits and say:  “We really believe in what you are doing in the community.  Could you use the Valley Community Center to help advance your cause?”  Their fees are quite low (sometimes free), and are intended to be revenue-neutral.  They don’t make money off the Valley Community Center.  It is our gift to the community.  Many of the guests assume (wrongly) that the city of West Des Moines built the community center.  They are shocked (and pleased) to find out that the church did this.

From a Christian perspective and internally, the strategy is communicated:

Good works à  Good will à  Good news

Aggressive GOOD WORKS for/with the community lead to GOOD WILL and that leads to opportunities to share GOOD NEWS. 

Quintin shares a few examples of how the Valley community Center has been used recently:

·       Public School Teachers - The Valley Community Center hosted the staff training day for all 675 employees of the local public school district.

·       Military - Hosted 750 members of the Iowa Air National Guard for a training gathering.

·       Disabilities - Host a weekly meeting for Iowa Adaptive Sports, providing individuals with physical and cognitive abilities in power (wheel) chairs the opportunity to play “power soccer” completely independently.

·       Refugees – We provided a few acres of land (at the Community Center), irrigation, and some resources to create the new Global Greens Farm in partnership with Lutheran Services of Iowa.  The Center/Farm serves 20+ refugee families from Rwanda, Nepal, Myanmar, Burundi, and Bhutan.  They raise produce to supplement their family income and food source.  The church also hosted several Global Greens Farmers Markets, where church members could meet the refugees and purchase produce.  Delicious!

·       Youth – We hosted the 10 Year Gala Celebration for Freedom for Youth, an inner city ministry partner that serves homeless and at-risk youth in Des Moines. 400 people attended and over $125,000 was raised for this organization.

·       Children – Valley Church leads Upward Sports (community leagues for children in flag football, cheerleading, basketball, soccer).  This fall, we have 1300-1500 children, parents, and coaches participating on a weekly basis.  We are expecting 25% more for basketball this winter.

·       Random Groups – We host an indoor cricket league (30 men from India), a Pakistani community celebration (120), an historic neighborhood reunion (100).  Coming soon:  Special Olympics basketball, Circle of Friends banquet (special needs), Mosaic (disabilities) dinner (200), Parks and Rec Daddy/Daughter Valentines dance, etc.  These are all community events, not church events.

·       Monthly Compassion Focus – Every month there is a different compassion project to serve people in need.  This month is the winter coat drive.  The community is invited to participate, as well as the church.

·       Guests – Since our opening in June, we have welcomed over 12,000 guests.  We expect 5000+ this week for our 3-day Great Pumpkin Party.

See the attached magazine for a list of some of the partners and other info.

Website:  http://valleycommunitycenterdm.com/

FB:  https://www.facebook.com/ValleyCommunityCenter

It is a powerful story and one that God is going to bless! You can do this in your way and in your situation. It comes out of a heart like Jesus to love our communities.

Helping our staff find their sweet spot - and it applies to us as well

A critical factor in the success of any organization or team is ensuring that staff are deployed in their "sweet spot." That is, in alignment with their gifts, abilities and strengths. In fact the difference between a staff member being deployed in their proper lane or not is absolutely huge. Someone who looks like a failure in one lane can look like a huge success in another.

How does one go about determining where a staff member fits? I have several suggestions.

One: Understand if they are an individual producer or an organizational or team leader. There is a fundamental difference between the two. Individual producers are those who best work projects that they do alone (think a salesman). They are not wired to manage other staff. Team or organizational leaders love to work through others (think the sales manager) and that is where they shine. Put either individual in the role they are not wired for and they will be frustrated.

Two: Dialogue deeply with staff members about what they have done in the past that gave them the most joy and satisfaction. If they are frustrated in their current role or if you are frustrated with them in their current role it is a good indication that they are in the wrong role. This meas asking a lot of questions to bring clarity both to you and to them about what they are really good at and what gives them the most satisfaction. 

Three: Be candid with a staff member if you have concerns about their current job. As you probe their own satisfaction you will often discover that they are frustrated in the same areas you are because those areas are not in their skill set. They may not be able to articulate that to you except for you raising the issues and sharing your observations. It has been my experience that there is often relief when staff members discover why they have been frustrated and that discovery makes it possible for you to reposition them for success.

Four: Remember that when we are in our sweet spot we experience satisfaction rather than frustration, those around us are served by us well rather than poorly and the role we play sees the proper results. When we are not in our lane, we experience frustration and those around us do as well. Frustration, lack of results, irritation by those we serve or are on our team are often symptoms that someone is not positioned properly.

Helping staff find their proper role is an ongoing responsibility of leaders. The better we do this the better our team performs and the higher the happiness factor of our staff. This is a stewardship role of leaders.

Introducing (or reintroducing) people to the Word

It would be interesting to know how many of those in our congregations have ever read through the entire Scriptures. In my experience the percentage is not high. We read many books about the Christian life but many of our people have not read the book of life themselves.

A best practice I have observed is that of congregations reading through scripture over the course of a year together. If this is encouraged from the front, through the ministries of the church and with regular encouragement it is possible to see a high percentage of folks participate.

All of us deeply desire life change for our people. We also know that spiritual transformation is not what it ought to be in our ministries. Could it be that part of the reason is that our people are not living in the word themselves and therefore not experiencing the Truth first hand?

I often wonder what the simple practice of regularly reading God's word would do for God's people in our day. If what Psalm 119 says about the word is true, they are missing out on a lot by not soaking themselves in His truth.
It is simple but profound. Think about it.

Powerful footprints

One of the most powerful things we can do as church leaders and friends is to help those in our circle of influence think about the ministry footprint that they leave. Ministry footprints are powerful prints.

Ephesians 2:8-10 tell us that God created us for relationship with Him and to engage in a special work for Him. Paul writes, "For it is by grace you have been saved, through faith - and this not from yourselves, it is the gift of God - not by works, so that no one can boast. For we are God's workmanship, created in Christ Jesus to do good works, which God prepared in advance for us to do."

I believe that most believers get the relationship part of this equation. What they don't get is that they are uniquely created and gifted by God to do unique things for God which God actually prepared them for. To the extent that many believers have not figured out and are not engaged in the role they were created for there is a hole in God's plan for his Kingdom. The lack of influence of the church today is directly related to this lack of engagement in the work that God created for each of his children.

In a recent blog I referenced the fact that Paul's phrase "God's workmanship" could be translated as God's unique work of art. There never has been and never will be anyone just like me - or you. That uniqueness also translates into the unique work that only I can do - or only you can do.

Not only are each of us unique but the contribution that each of us can make to the kingdom is also unique. That is a powerful statement. It means that my contribution matters in God's plan. It means that my life and your life have huge significance in what God wants to accomplish in this world.

In fact, these verses address the two deepest needs of the human heart: relationship and significance.

But here is what most believers don't get. God intends to use them in their setting, with their gifting, with their personality, with their quirks (we all have them) in ways that are consistent with how God wired us.

So the challenge is helping people understand how they are wired, what their particular strengths are and encouraging them to leave ministry footprints in their unique way.

What we often do instead is to create jobs, slots or ministries within the church and fit people into those slots with little regard to wiring, gifting and sweet spots. In addition, because our focus is so "church centric" we have created the impression that ministry is in the church when God created us primarily for ministry in the world where we live, work, have relationships and where the people who need God's love are.

The other challenge is to help the average believer (those who don't have the up front gifts or theological education) understand that their contribution to God's work is hugely significant in God's plan. The truth is that God created them for a very unique role that only they can play. And it is when we are all fulfilling our unique roles in the kingdom that the church is effective.

I cannot do what my wife does and she cannot do what I do in God's plan. She amazes me as she uses her gifts of grace and care to help people who are hurting and messed up. I may have a more public job but her contribution is unique to her and her ministry footprint is totally unique - designed by God before she was conceived for His work in her lifetime with her skill set. She is also able to reach a whole segment of people that I will never connect with like she does.

What would happen if we celebrated, honored, and held up all the ministry footprints of our congregations? And if we helped people figure out their unique contribution rather than creating a "ministry slot" for them? Not only would it create ministry ripples throughout our communities but it would give every one of God's people the significance that they are looking for.

This only happens when church leaders are intentional in helping Christ followers understand the unique role God wants them to play in His Kingdom enterprise. It is perhaps the most powerful things we could ever do in our ministries. Oh, it is also the job that God gave church leaders! Ephesians 4:12

The temptation of leaders

It is a potential sin of all who lead and it is fed by success, knowledge and the power inherent in leadership. It is arrogance: hubris or pride – an inflated view of our own self importance.

As a reader of history I have run across any number of individuals who suffered from this deficiency. George Patton wrote this in his diary in the Second World War: “When I think of the greatness of my job and realize that I am what I am, I am amazed, but on reflection, who is as good as I am? I know of no one!” And then there was Winston Churchill who said that history would be kind to him because he would write it.

God has a lot to say about arrogance including this nugget in 1 Samuel 15:22-23 regarding Saul:

“Does the Lord delight in burnt offerings and sacrifices as much as in obeying the voice of the Lord? To obey is better than sacrifice, and to heed is better than the fat of rams. For rebellion is like the sin of divination, and arrogance like the evil of idolatry. Because you have rejected the word of the Lord, he has rejected you as king.”

Why is arrogance so distasteful to God? Certainly because humility is what he looks for in leaders since humble leaders are teachable and able to follow while arrogant leaders do not have either ability. Arrogant individuals have an inflated view of their own importance and thus listen less, feel entitled to special treatment, demean those around them in attitude or words and essentially raise themselves by putting down others. If not checked, arrogance can become narcissism and that is where King Saul found himself.

How do we protect ourselves against arrogance? One of the ways I do so is to lead through team which does not limit my influence but it does my power as that power is an intentionally shared power.

In addition, being aware that privilege brings with it the temptation to inflate my own importance, I seek to keep a sense of who I am and my own vulnerabilities. The more I know the “full me” including my shadow side, the less likely I am to think I am any different from others (I am not). Arrogant individuals are able to overlook the areas of their lives that are problematic or excuse them away. When we do that we run the risk of losing our perspective on whom we really are.

Finally, the more we serve others the less likely we will be to develop arrogance. Serving others is the posture of a good leader and of Jesus. Service develops humility as we identify with our staff rather than see ourselves above them. Humility before God and men keeps us from the sin of arrogance.

Ten reasons we don't fulfill our God given destiny

My observation is that there are many believers and even many Christian leaders who do not fulfill their God given destiny (Ephesians 2:10). This is not because they don't sense it's presence. They feel the call but for various reasons they don't respond.

One: We don't have the faith

This was the case with the ten spies who went into the promised land for Moses and then declared that the people were too strong to conquer and caused the people to roam for forty years in the desert because of their lack of faith in God. When God calls us, it requires faith to respond.

Two: We don't have the courage

Responding to God's call requires courage. We must take the first step: He will not do it for us. This was Abraham when he chose to follow God into an unknown destiny when God called him.

Three: We don't want to take the risk

Following His call can be risky. We don't know the outcome - we only have the call. This was Nehemiah who risked it all to respond to the prompting God had given him regarding Jerusalem. He was willing to risk his life and reputation for that assignment.

Four: We fear failure

This is a natural fear and it is why the command to "fear not" is the most repeated command in all of Scripture. We have much to fear but we have a God who is larger than any circumstance we could face.

Five: We don't believe God can really use us

This is Moses when he was eighty and God was calling him to lead the people out of Egypt. Here is the irony. When Moses was forty he thought he was something and God could not use him. When Moses was eighty he thought he was nothing and God could then use him.

Six: We don't believe we are qualified

Again, consider Moses who had all kinds of excuses for why he was not qualified for his assignment. Let's face it. None of us really are. That is why we need the empowerment of the Holy Spirit and the presence of Christ on a moment by moment basis. God makes us qualified!

Seven: We don't understand the role of the Holy Spirit

Romans 7: There is nothing that can separate us from the love or presence of God. We are indwelt by God. Jesus said we would do even greater things than He did when the Holy Spirit came. Every Christ follower has Jesus living in them through the Holy Spirit! 

Eight: We don't understand our part in God's meta story

Life is not a random series of events. Every one of us who knows Christ steps into His story with a divine reason to be there (Ephesians 2:10). We don't know how the threads of God's tapestry connects but one day we will. Today we see the messy back side but in heaven we will see the beautiful front side.

Nine: We are caught by the expectations of others

When my father told people he was going to Hong Kong as a missionary many years ago, some prominent individuals told him that he was throwing his life away. How often others have a plan for our lives when God does as well. Who we choose to listen to makes all the difference in the world.

Ten: We are too comfortable

What if Abraham had said to God, "Look, I Googled the place you are sending me and it doesn't look too promising?" I think that is often the case. We weight the odds and think, "Hey, I am comfortable, why rock the boat."

Why follow God when He calls? It is the most exhilarating and amazing experience we could have. And what gives us the confidence to step into our destiny? It is as David said to Saul before he went up against Goliath. I have met the bear and the lion and God gave them into my hand. He based his faith on what God had done in the past and we can as well.

Do you want to raise the bar for you and your team?

I am convinced that one of the most important discussions we can have as ministry teams is how we can raise the bar on our effectiveness - personally and corporately. This is not about working harder or longer but working smarter and with greater focus. It is easy for all of us to gravitate toward the comfortable rather than to stay focused on what is most important.

There are a number of questions that can help us reflect on ways we can raise the bar.

As I look at the coming week what is the single most important thing I need to do in order to move the ball down the court? That may sound simplistic but the truth is that getting the most strategic thing done in the course of a week is far more important than getting many non strategic things done.

Do I take time each month to prioritize my work and activities? One of the secrets of highly productive people is that they take the time to think about their upcoming month and prioritize their activities so that what is most important gets done and those things that are of lesser importance are done last. I do this with a Personal Retreat Day each month to think through my schedule and activities.

If there was one thing that would help me be more productive, what would it be? This can be as simple as scheduling the most important activities at the time when we are at our best, or blocking out time without interruption, email or phone calls. Answering this simple question - and acting on it - can make a significant difference in effectiveness.

Are there activities in my schedule that I could simply eliminate to free up time for more important things? We often accumulate activities and obligations that over time start to weigh us down when critical analysis would tell us that they are no longer critical to our work. Time is the one thing we can never get back so jettisoning those obligations that are not critical can help us move to the next level.

Are there activities that need to get done that can be done by others in order to free up my time for those things that only I can do? Often, there are activities that someone needs to do but that we don't need to do. On the other hand, there are some things we must do because we do them better than others. Delegating what we don't need to do frees us up to do those things that we really must do. A rule of thumb is that if someone else can do something 70% as well as I can, I should generally let it go.

Can I connect my activity with specific key results that I want to see from my work? Remember that there is a difference between activity and results. Often our activity gets in the way of focusing on the few key results that we want to see from our work. Making sure that our activity is the right activity to get to those results is a simple but profound principle.

Does my calendar reflect my priorities? Our calendars (how we spend our time) tell the real story of what our priorities are. Unfortunately there is often a disparity between what we would say our priorities are and how we actually use our time. Bringing our calendar into alignment with our priorities is a game changer.

Taking time to reflect on our activity, lives and work will almost always help us raise the bar on our effectiveness. Taking the time to slow down and think through what we are doing and how we are doing it can be truly freeing.

Top Missions Blogs: Getting to strategic mission strategies

The blogs related to missions receive some of the highest readership on my blog site. I have compiled the top read missions blogs below with links to the individual blog you are interested in. I hope this can be a resource to missionaries, supporters and mission committees in local churches.


Missions and Europe: Should we be sending missionaries to a place that has been evangelized in the past?

Partnerships in missions: Five key principles

Can the great cities of Europe be re-evangelized

Accountability for missionaries: Rethinking the paradigm

The both/and of missions: The gospel and compassion

What is missions? Be careful how you define your missions efforts

Short term missions: Doing it right

Mission agencies: choose wisely

The nine critical shifts that must take place in missions today

Helpful and wise words from a veteran missionary to the US church

What I wish my supporters understood about my work

A wake call for missions: the world is moving to the city

Sticker shock in missions

Best practices for training overseas

Strategic missions strategy: leveraging your investment

Missionary support team building: very tough work

Holistic Missions: Cautions and opportunities

Bride over Brand


TED talk at the Mission Exchange on critical shifts that need to take place in the mission world today

Parents: A major inhibitor to sending new missionaries

It really is a very bad idea

Changing antiquated local church mission strategies

Muslims are not the problem

Straight talk about results in missions

Disappointment in missions

Leadership in missions

Missions in the 21'st century: Two circles, one goal

From leader to partner in Global Missions

What kind of churches should we be planting around the world?

Western vs. indigenous missionaries

Missions and the Holy Spirit

Determining what missionaries to support

The changing face of world missions

What do you pray daily?

The answer for me is simple. There are many things I pray about but there are three things I pray for every day and before every key interaction: Wisdom, empowerment favor. Let me explain.

Wisdom because I want to be to able apply God's counsel and understand how He would have us respond in any given situation. As a leader there are many options from which to choose. The key is to have the wisdom of God to know which is best. It comes from Him so I ask for it regularly.

Empowerment because unless I am walking in the power of the Holy Spirit I will not have the wisdom or insight that I desire. It is the Holy Spirit that helps us see clearly and apply God's truth wisely.

Favor with people because without favor there is no influence. Unless God gives us favor so that others respond to us well, we cannot lead them or have the influence we desire with them. 

I have been amazed at how faithfully God answers these prayers as I am faithful in praying for them. What do you pray for daily?

Our real identity

Our identity is a complicated puzzle made up of many factors. For instance, I grew up in Asia so I am defined as a "third world kid." I feel most at home there but my home is here. Add to that the family each of us grew up in, our experiences through life, the education we received, the job we have and our station in life. No one of these is sufficient for identity but together they profoundly impact who we believe we are.

Now, I believe that God uses all of our history to craft who we are in the present and he uses the present to craft who we will be in the future. But at its core, our identity is all about who God created us to be in relationship with him rather than the external factors that we often falsely believe are our core identity.

For many men, their job defines their identity. What happens if the job goes away and I am unemployed? Did my core identity change? If my 25 year old son who is a strapping outdoors man were to suffer an accident that left him as a paraplegic did his identity change?

External factors in our lives are certainly important in shaping who we become when we allow the Holy Spirit to grow us. But our core identity is found in our son ship and daughter ship of the King of Kings. In the end we are more defined by our relationship with God than our jobs, our position or life experiences. All of those may be wonderful and may have had a part in forming us but many of these can go away. Our life "in Christ" can and will never be taken away. It is the core of our identity for all eternity.

Believing that and living it out changes everything.

Crafting the culture of your organization

It is perhaps one of the most important jobs of a leader: crafting the culture of their organization. Whether in ministry or business, when the culture is healthy and life giving one attracts and retains the best staff and they will weather all kinds of challenges together. The corollary is that where the corporate culture is unhealthy it breeds all kinds of dysfunctional relationships, politics, lack of cooperation, turf wars and general discontent.

Leaders often pay far too little attention to culture in their desire to deliver on the bottom line but it is a big mistake. A life giving culture is one of the most important keys to ministry or business success. 

Think of all the time and energy that it expended dealing with dysfunctional relationships, politics, lack of cooperation and turf wars. Eliminate those life taking dynamics from the workplace and all kinds of great things can be accomplished. In fact, in healthy cultures these kinds of behaviors are not permitted and are anti values for the whole staff.

How does one craft a life giving culture? First leaders model what they desire from their staff. People will hear what one says but they will pay attention to what they experience with their leader. Culture always starts with leaders who either live out life giving or life taking behaviors.

Second, leaders clarify the values, guiding principles or behaviors that they expect to be lived out in the organization. Many leaders don't realize how much influence they have in this regard. If that clarity is lived out by the senior leader and his/her staff, others will start to get the picture and move in that direction.

Third, leaders make it clear that there are behaviors that are not allowed and back it up with action when necessary. When we allow dysfunctional behaviors to exist it sends a message that we are not really serious about the values we espouse.

Here are some of the cultural pieces we have been intentional about creating in ReachGlobal.

• Health: Healthy individuals, healthy teams and healthy leaders. This includes emotional, relational, spiritual and skill health.
• Robust dialogue: Any issue can be put on the table with the exception of personal attacks or hidden agendas.
• Graciousness: How we communicate matters and we respect one another.
• Autopsy without blame: Bad things will happen and when they do we will seek to learn from it without assigning blame.
• Whatever it takes: We will do whatever it takes to get the job done and are flexible on strategy but not on our philosophical underpinnings.
• Team: We work together well.
• Trust: We trust one another and deal with it when that trust is violated.
• Promises: We keep them.
• Development: We develop and grow people in our desire to see them reach their full potential.
• Accountability: We deal with situations where behaviors do not match our desired culture.

What culture are you creating? Is it intentional or accidental?

Relationships and influence

There is a direct and organic connection between the quality of our relationships at all levels and the influence we have with others and within our organizations. If one wants to have influence one must focus on healthy relationships.

If we see positional authority as the base of influence we miss the point! People may accede to the authority of another because of their position but they will not genuinely follow someone who they don't respect or who they don't think has their best interests in mind. And the way they judge that is usually in the quality of their interactions.

It is easy to become careless in how we interact with others. We can take them for granted, send them biting emails, be short or critical or simply not acknowledge them and their contribution. Every poor interaction is a withdrawal from our influence bank and every good interaction is a deposit. Carelessness in our relationships and interactions is devastating to ongoing influence. 

Some people I know would say that the above statement is all about "politics" and they don't like politics. I would say it is about respect and all of us want respect. It is about negotiating relationships for the best possible outcome. If we want to have influence we will focus on the quality of our relationships. It is the basis of true influence.

Apps and operating systems: Why disciplemaking programs often fail in the church

We all know the mandate of Jesus to go and make disciples. We also know that in general the church has done a poor job of helping people become genuine followers of Jesus. We are great at acculturating people into our evangelical subcultures but not so great in seeing real life transformation take place that looks like what Jesus and the New Testament describes.

I define a disciple as one who understands grace and extends it to others, who thinks like Jesus thinks and then aligns his/her priorities with those of Him and who see people as He sees them and loves them as He loves them. It is transformation of hearts, minds, lifestyle and relationships.

The question is, why does this not happen more often? We have to acknowledge that transformation is not easy and is always a work of the Holy Spirit with our cooperation. Life toward Jesus is a journey of a lifetime.

However, I believe there is another issue that short circuits the process. As people who have a program for everything we often design programs for disciplemaking - like an App that we download for our I Pad or cell phone. Then we ask people to buy the App (get involved) and put them through our process hoping they will come out the other side a better disciple.

The problem is that disciplemaking can never be related to an App or program. Rather it must be built into the fabric of our operating system as a church. Everything we do should be intentionally designed to help people move toward transformation of heart, mind, lifestyle and relationships. No ministry is exempt. No program can make disciples but the church can if it is woven into everything we do.

Ask yourself this question. What are the specific ways that everything you do in the church is designed to make true disciples? Do you believe that your design is working well and can you point to tangible results? Would you describe your strategy as more of an App or more of an operating system? Finally, would your people know how you define a mature disciple?

Signs that we live in grace

How do we measure our grace quotient? Here are some signs to consider:

• I am at peace with Jesus knowing that He forgave my sin and does so daily. I have nothing to prove to Him.
• I readily extend that grace to other hurting and broken people without judgment even when I need to speak truth into their lives.
• I am more interested in the Holy Spirit working in the lives of others than I am in trying to do so myself although I will always loving help if needed.
• I do all that I can to live at peace with others rather than in conflict.
• I extend grace to those who treat me badly even if I need to confront the behavior.
• I intentionally go out of my way to give honor and dignity to those who need it no matter their situation.
• I go out of my way to extend help and honor to "the least of these."
• I have no one that I have not forgiven for offenses committed against me or others even when that forgiveness is hard and is done as an act of obedience.
• I am willing to tell people the truth in grace knowing that ignoring issues is not grace.
• I daily seek to live out the fruit of the Spirit in my relationships with the help of the Holy Spirit
• I seek to understand the situation of others when I am irritated with them.
• I seek to live generously rather than selfishly.
• I look to the gospels and the life of Jesus to understand what it means to live in grace and extend it to others.
• I daily ask Jesus for the grace to live in grace.

The church is often a place of lies rather than a place of truth

No, I am not talking theology, especially in the evangelical world. I am talking about how we pretend we are "all together," the struggles we hide and the huge lack of transparency about our lives because it is not safe to tell the truth: That we are broken, struggling, hurting people, deeply in need of grace and deeply in need of the support of other believers if we could only tell them our need.

But in most churches, telling others our need can be dangerous. People talk, people can subtly condemn and in truth, being transparent is a threat to the system as most churches are not transparent. After all, as believers we must have our lives together.

We forget what drew people to Jesus: His indescribable grace and acceptance and love. That is also what draws people to us (if they are drawn to us) and should be the biggest magnet in the church. But that means we must major on God's grace and that those who walk through our doors will feel that grace no matter what their background or their struggles.

And this is what we cannot forget. I can know Jesus for many years and still desperately need His grace and forgiveness. The fact that I have known him does not exempt me from my need of Him. If we all understood that in the church it would be a far more transparent and grace filled place. 

Ironically, our struggles are common struggles so pretending they are not there is silly. It is also a lie. And it keeps us from supporting one another, praying for one another and doing what God does so well, extending grace to one another. 

What would it be like if our churches were the safest place on the face of the earth to be transparent rather than the most unsafe? What would it be like if rather than lying to one another (by not admitting the truth of our need) we were truthful with one another? I suspect we would be healthier people because through the grace and support of others many would get whole. And I suspect many would be drawn to us because they see in us a transparent honesty, grace and the truth that brings healing.

And it is healing that we all need.  

Ministry anchors that hold you back

Do you ever feel like there is an anchor that keeps your board or staff team from moving forward like it should? Like many of you are trying to row as hard as you can but it's like you have an anchor dragging behind you that makes the going slow and frustrating? You wish that you could cut through the water at a nice clip but each pull on the oars is hard!

Usually when this happens it is because of an individual on the board or team who don't belong there and until you move them on, the rowing will remain tough. And the team or board will grow increasingly frustrated about the slow pace given that they are throwing their energy into the process. Here are several anchors that keep boards and teams from moving forward.

Lack of clarity
Clarity is like the wind in the sail, you know clearly where you are going and therefore all hands on deck are helping move the organization in the right direction. Lack of clarity, on the other hand, is like a sail with no wind and an anchor off the back. Let's face it, if you don't know where you are going you will actually get there: wherever that is.

Lack of empowerment by leaders
Leaders who don't empower become ministry anchors! Everything ultimately comes back to them (because they  don't delegate authority and responsibility) holding things up, causing disempowerment to staff and ultimately making it all about the leader who does not trust his/her staff. Controlling leaders always hold the ministry back.

Lack of alignment
It only takes one individual who is not on board with the direction of the team to throw off the rhythm and momentum. After all you are all trying to go to a certain place but this individual does not agree and is trying to pull in another direction. Their resistance may be active or passive but it is real and it throws the rest of the team off kilter.

Inability to think at the right level
Here you have a nice board member or staff member who may well have the best interests of the ministry at heart but they cannot play at the level of the rest of of the group. In order to help them understand you spend inordinate amounts of time trying to explain. The process discourages the rest of the group and at every critical juncture you have an anchor keeping you from moving at the pace you could be moving.

Black and white thinkers
These are the individuals who don't understand nuance, or grey and for whom all issues are black and white and must be parsed that way. They become frustrating because they don't have the ability to be flexible in their thinking and flexibility is a key to a good team or board. Their stand on "principle" is so rigid that anything that violates their interpretation is a problem to them.

People who need to have their own way
I will call these people for what they are: narcissists. They are not team players. They have an agenda and they simply want their way. They may hide behind spiritual talk but the bottom line is that such talk is simply a smokescreen for their own selfishness and arrogance. These folks are deeply frustrating because they have a hidden agenda that keeps them moving in their direction at all times.

People who are not gifted for leadership
These may be deeply Godly folks who get on a board or team but who simply are not wired to lead. Making decisions that may offend someone in the congregation (and many decisions will) causes knots in their stomachs and getting them to a decision point is arduous.

I have on occasion tried to run the motor of a fishing boat without first pulling up the anchor. You realize very quickly you have a problem with forward momentum. And you pull it up. My advice to boards and teams, deal with the anchor when you have one. Not to do so is to settle for a significant momentum loss and great frustration for the rest of the team.

Leaders and their relationships

In many ways, the quality of our relationships is the acid test of God’s transformative work in our lives. As the Apostle John wrote, “This is how we know what love is: Jesus Christ laid down his life for us. And we ought to lay down our lives for our brothers” (1 John 3:16). The same Apostle in His Gospel records Jesus as saying, “I have given them the glory that you gave me, that they may be one as we are one: I in them and you in me. May they be brought to complete unity to let the world know that you sent me” (John 17:22-23). In other words, people will know we are Christians by our extraordinary and unselfish love for one another.


Transformation of our hearts is directly connected to the transformation of our relationships. It is a full understanding of God’s grace in our lives which becomes the ground for us to extend that grace to others on a regular basis and it is grace that allows us to love and it is love that transforms relationships. When I fully grasp how Christ loved me when I was unlovable, forgave me when I did not deserve forgiveness, is patient with me when I don’t deserve his patience, continues to forgive me when I blow it – when I fully grasp the unconditional love of Christ to me – it is then that I can extend that same love to others. My ability to extend grace to others is directly connected to my understanding of the grace God has extended to me.

Transformed relationships are about treating people as God treats us, seeing them as God sees us – as individuals made in His image and of infinite worth, wanting for them what God would want for them – to reach their full potential - and extending the same value and honor to others that God does to us. While the culture of the world is to use others for our benefit, Christ followers see relationships as an extension of our relationship with Him which always wants the best for others.

This is an especially critical issue for leaders who have authority over others and whose words, actions and decisions impact others. Because leaders have an agenda – and all leaders do and must - and because leaders are result oriented – and good leaders are, there is always the temptation to use people to achieve that agenda rather than to develop a common mission and together get there through serving people and helping them flourish in the role they play.

This is always a balancing act because leadership means that we must achieve results, resources are always in short supply and getting the right people in the right seat on the bus is part of leadership. Relational stewardship in leadership is all about finding the right gifting for positions, building healthy teams and then developing people into the best they can be. Rather than using people, this is all about developing people and helping them become the person God designed them to be.

Leadership is all about relational equity. We regularly make deposits and withdrawals to that equity: Withdrawals when we disempower or in some way break trust and deposits when we treat people well and empower them. Thus transformation of our relationships is a key component not only to the love we are called to live out but to our leadership and the influence we have with others. Without healthy relationships, influence is deeply compromised.

The heart of humility

The heart of humility is understanding the two fold truth that God has given us strengths as a trust and that the rest of our portfolio is made up of weaknesses where we very much need others.

Much of my work revolves around writing whether my almost daily blog, books, or material for the organization I lead. Writing for me is relatively easy: it energizes and fills me. For most people, writing is a chore and a hassle. I thank God almost daily for His gift of writing which He gave me as a trust to use on His behalf. What I know is that it is His gift so any credit I take is stolen credit. In fact, the stronger our gifting the more credit we owe our creator who created us in Christ Jesus for good works which He prepared in advance for us to do (Ephesians 2:10).

Humble individuals are very aware of their gifting. I know that God gave me several strong gifts. I also know that the source of those gifts is Christ. I am deeply thankful for how God gifted and wired me but for me to take credit for those gifts when they came from Him is to delude myself into believing I am the source. It would be like a wealthy father sharing his wealth with a son and the son taking credit for creating the wealth. Our gifting is simply those talents that Jesus talked about in his parable of the talents, given to be used for Him while He is away (Matthew 25).

False humility downplays strengths rather than recognizing them. Genuine humility recognizes those strengths as well as the source of the strengths.

Humble individuals are equally aware of their deficits and weaknesses. Each of us has a few strengths and a multitude of weaknesses. That is why we need others around us who in playing to their strengths can make up for our deficits and we theirs. The best leaders intentionally build leadership teams so that they can play to their strengths and ensure that their areas of weakness are managed by others.

One of my key partners is Gary. While I can envision the future and develop organizational strategy I am not great at working the process to get there. Gary is a master at that. Without Gary my leadership would be much less effective. The same goes for each of the ten individuals on my senior leadership team who have huge strengths in areas where I have little or none. Without them, ReachGlobal would not be what it is.

Leaders who try to go it alone delude themselves into thinking that they are good enough by themselves to accomplish the mission God has given them. I have met some of those leaders. Usually they could be called arrogant. Mostly people don’t like to work directly for them. They may have authority but they do not lead out of deep influence and they often garner more fear than respect.

The heart of humility is that whatever strengths we have were entrusted to us by our creator to use on His behalf. And the realization that in our leadership role we deeply need others and it is “us together” rather than "me" alone. In other words it is not about us! It is about a trust we have been given and a team that we need. When Paul tells us not to think of ourselves more highly than we ought but to think of ourselves with sober judgement he is getting at this truth. It is not a denial of our abilities but recognition that those abilities are a trust and that we need one another.

We often make far too much a distinction between leaders and those they lead - as if the leader is a more valuable player than the individual who works in the trenches. Here is the truth: the only difference between the leader and the line individual is a matter of gifting. Without the person in the trenches the leader would have nothing to lead and without the leader the person in the trenches would not have the leadership that makes the organization as healthy or effective as it could be. Both parties deeply need one another, both are equally critical players and both have been divinely gifted by the creator with different gifts.

This is why I believe it is sinful when leaders do not treat all of those in the organization they lead with great honor. It is equally sinful when those in the organization are carelessly cynical about their leaders – some people are cynical toward all leadership and gladly admit it. In both cases there is a devaluing of individuals and the gifting God has granted to them.

Humble leaders freely give away the credit for success that comes their way and take responsibility for failures when they come. Prideful leaders do just the opposite: they take the praise for success and blame others for failures. Healthy leaders recognize that success is not about them but about the team together. As for failure, they are the leader and while they may quietly hold others accountable there is never public blame or embarrassment.

It is the heart of humility.

The dual nature of leadership

Good leadership always has two sides that must be nurtured: Heart and skill. Neither one is sufficient without the other and wise leaders pay equal attention to both. 

The author of Psalm 78 puts it in perspective when he says this about one of the greatest leaders in the Old Testament - David. "He chose David his servant and took him from the sheep pens; from tending the sheep be brought him to be the shepherd of his people Jacob, of Israel his inheritance. And David shepherded them with integrity of heart; with skillful hands he led them. (Psalm 78:72)."

When the author says that God chose David and took him from the sheep pens he is making the point that when God looks for leaders He is looking for a certain kind of leader. He is not looking for impressive looking resumes or great academic credentials. He is looking for people who have hearts of integrity - an inner life that is healthy and people who can lead others with skillful hands. The sheep pen is not where most people would look for a leader but God is not a respecter of persons.

Hearts of integrity are critical for leadership because it is out of our inner life that our leadership ultimately overflows. What is inside is what flows into our leadership. What most leaders don't understand is that before everything else, the healthier they are as people in spiritual, relational and emotional health the better leaders they will be. Those who do understand that pay close attention to the development of each of those three areas because it is health in all three that give us integrity of heart - wholeness of heart.

The other side of the coin is the ability to lead with skillful hands. There is an art to leading people. It is a unique combination of having a vision that others want to participate in, the ability to align them around a common mission, to encourage, help envision, organize and empower. Ironically one cannot do any of those well without attention to the inner life.

Because leadership is always about people one of the most important skills of a leader is to understand and relate to those they lead in a healthy and positive way. Unskilled leaders negatively impact those around them (poor EQ) while skilled leaders positively impact those around them. Healthy leaders create environments where people love to work and where the common mission is the glue that holds the team together. People skills are a huge part of the equation in leadership but leaders who don't understand and manage themselves will not understand and manage others. It always goes back to the inner life.

When we think leadership we think of the public activities of a leader. Most of what leaders do, however is behind the scenes or underneath the waterline - invisible to others. It is the stuff of self knowledge and inner health coupled with the skill of dealing with people and calling them to a cause worth giving their energy too. It is integrity of heart and skillful hands together. 

Which world are you living in: The world of mindset or the world of methods?

There is a major difference between the world of "mindset" and the world of "methodology." Think for instance of the last decades of the church where successful churches would market their methodology and other congregations would rush to put that methodology into place in their own church. Whether preaching style, music, small groups or some other ministry facet, many are quick to chase methodology that they think will get them to the next level.

Methodology matters but a whole lot less than we think. What matters much more is the mindset that we bring to our ministry leadership. Mindset trumps methodology every time. Let me explain.

In our rapidly changing world where we minister in different contexts (just think of the differing generations and needs of those generations in the local church or the different situations we face in missions depending where in the world we are) methodologies will need to be exceedingly flexible. Even methods that may be powerful drivers of our ministry today will most likely not be in ten years. 

When I talk to ministry leaders I am far more interested in their mindset than I am in their methods. In fact it is their mindset - the underlying philosophy of their ministry that tells me the most about who they are. Mindset determines ministry methodology, not the other way around.

I will often ask ministry leaders what the central focus of their ministry is: What do they do all the time as staff? One answer is to say, "We provide the very best programming possible and believe in excellence in all we do." Another might say, "We are always encouraging our people to develop relationships with non-believers and to have influence in their circle of relationships." 

Think about those two mindsets: The first is primarily about a methodology to bring people into the church while the second is about a mindset to get their people outside the church and into meaningful relationships. How they do it will vary but the mindset is a very different mindset than the first. Methodology should serve the mindset, rather than the other way around.

Your mindset sets the stage for the results you want in ministry. Strategies follow from mindset rather than the other way around.We often confuse the two but the distinction is critical.

The Jenga Syndrome

Jenga: (It is a fun game) how many pieces of wood can you take out of the stack before it collapses? Ironically it is often ministry success that causes us to slowly remove critical infrastructure from our lives until like the tower above, it falls into a bunch of pieces.


Ministry success brings added obligations and added obligations must crowd something else out. There is limited space in any life. We may start to crowd out key friendships, margin for rest, time with God, opportunity to think and read, time for community and any number of the very things that give our lives satisfaction, meaning and more importantly grounding. This does not happen quickly: like the frog in the kettle it sneaks up on us slowly until we wake up one day and find ourselves in trouble.

Here are the calls I get. "T.J. I can't do this any longer. I am tired, wiped out, empty and confused about what I should do next. Maybe I should leave my church and do something else." There is a weariness in the voice, and a loss of ministry passion and direction. 
And ironically it comes to very successful ministry leaders.

How do we avoid the Jenga syndrome as our ministries grow and we experience success?

First we need to be clear about what practices keep us healthy and grounded, personally, emotionally and spiritually and refuse to allow these practices or the space needed for them to go away. I have ten such practices that I intentionally make space for. What are yours and how are you doing with them?

Second, and this is a big principle. Never take on new responsibility without getting rid of another responsibility. The Jenga syndrome is largely a failure to understand that you cannot add responsibilities and obligations without jettisoning some other obligation. When we don't, a Jenga piece gets pulled out of our lives and often it is one of those practices that keep us emotionally, physically or spiritually healthy. We have limited time and space in our lives so something must give.

In fact, I believe that we ought to be able to identify a few critical responsibilities in our lives (four to five major ones) and that if something else is going to be added, one of the existing ones needs to be changed.

Third, resist the temptation to develop a co-dependent relationship with your ministry. We know what co-dependent relationships do to other relationships: they do the same thing when we allow this to happen with our ministry.

In a co-dependent relationship with our ministry, we think we are indispensable and whenever there is a crisis or a need, we are in the middle of it. We have not learned how to separate ourselves or our emotions or our person hood from the ministry we are a part of. The result of co-dependent relationships with our ministry is that we get hooked into too many situations and obligations.

Co-dependent relationships with our ministry start to suck us dry and the Jenga syndrome kicks in because something in our lives must give.

It is a rare individual who can see ministry success on a regular basis and stay grounded and healthy. I hope you are one of them. If you feel like you are suffering from the Jenga Syndrome, start backing up, get some help or counsel because the alternative is, well, the pieces coming apart and that is something you don't want.

The weight of a leaders words

The two boys God gave me were highly sensitive growing up to the words and reactions of their parents. I remember one time giving one of them my "look" and he responded "Don't yell at me!" Actually I had not said anything but I had communicated with my body language and he had felt the message! 

Leaders are not parents to those they lead but like parents, their words have extra weight than the words of others.

Leaders often do not appreciate how their words can hurt, wound, lift up or encourage those in their organization. Because they are leaders their words have extra weight which means that what they say and how they say it impacts people deeply, positively or negatively in significant ways. Their words carry more weight because people don't want to let them down and staff feel it deeply when words spoken carelessly come their way.

This means that leaders have a higher responsibility than others to filter and control their words (yes emails) and reactions so that they do not negatively impact others or send messages they don't want to send. 

Leaders should remember:

• Words of affirmation are huge.
• Careless passing words that construe disappointment or cynical can hurt.
• You can say a lot with body language. Be aware and careful.
• Measure your responses to control your emotions so that your emotions don't get in the way of the message.
• Think before one speaks: both about the message and the way it is delivered.
• If you are going to say hard things because you must, think carefully about how you do it and focus on behaviors rather than on motives. 
• Your words carry extra weight so use them carefully!

When God breaks our heart

I spoke recently to an individual whose heart was turned inside out by a trip he had taken to a really tough place in our world. Knowing that I travel a lot and have seen a lot he asked me, why do you think I feel this way. My answer was this: "Because your heart just became more like the heart of Jesus and His heart breaks every day for the pain, violence, sin and hopelessness of so much of our world."

Here is a principle: We don't get to choose what breaks our heart. God chooses. We simply are asked to respond to that brokenness and choose to show up and do something about it. 

I know of people whose heart was broken by the loss of a child and chose to minister to others who suffered that pain. I know of many who have become involved in matters of justice or mercy or poverty or orphans or widows or the disabled as God broke their heart. When God breaks our hearts over something He is often asking us to respond to issues that break His heart as well.

The question is whether our hearts are open to be broken or whether we have steeled ourselves from the pain and brokenness of our world. Tender hearts are like God's. Hard hearts are not.  Such is the challenge to us from Micah 6:8: "He has shown you, O mortal, what is good. And what does the Lord require of you? To act justly and to love mercy and to walk humbly with your God."

What breaks your heart and what are you doing about it?

In praise of small churches and their leaders

The vast majority of churches in the United States - and around the world are relatively small - and often undervalued. Because numbers are seen as the sign of success in the United States it is the mega church that gets the praise. However, the majority of believers worship in relatively small congregations and they are led by pastors as committed as those who lead large churches.

There are many advantages to a smaller congregation. It is more like family, relationships are stronger, and it is harder to get lost in the crowd. Pastors of small churches are closer to their people and often more intimately acquainted with those they lead.

Nor is there any less creativity in smaller churches. One church I know in North Dakota is providing the preaching for three tiny congregations in rural areas that are losing population via video. They have kept the doors open in communities that would otherwise lose their church because they cannot afford a pastor. They also have a staff member who travels to those communities each week to be hands on as a pastor.

I admire those pastors who are called and faithfully serve smaller congregations. They do not get the spotlight and no one flocks to their conferences. But they pastor faithfully in circumstances often more difficult than larger congregations with their resources and staff. They join the vast majority of pastors down through the centuries who have served small congregations.

Never equate success with size! It is interesting to me that the vast majority of missionaries in our organization come from smaller churches. The larger the church the fewer people they send into full time ministry. Many smaller churches are far more missional than their larger counterparts who focus on programs and attractional ministry. It is very possible that smaller churches are better able to focus on life transformation because they are more relationally based. One can hide in a large church but not in a small or mid size church.

Living an integrated life and saying no to compartmentalization

One of the greatest challenges in life is to live an integrated life where our values, practices, spiritual commitments and convictions are the same in all realms of life. Often this is not the case and it is why many Christ followers seemingly follow one set of rules in the marketplace and another in the church and can excuse behaviors or practices at work that they know do not please God.

Stephen Green, in his book Good Values: Choosing a Better Life in Business puts it succinctly. 

“Compartmentalization -– dividing up life into different realms with different ends and subject to different rules –- is a besetting sin of human beings.

"Compartmentalization is a refuge from ambiguity; it enables us to simplify the rules by which we live in our different realms of life, and so avoid – if we are not careful – the moral and spiritual questions. One of the most obvious and commonplace manifestations of the tendency to compartmentalize is seeing our work life as being a neutral realm in which questions of value (other than shareholder value) or of rightness (other than what is lawful) or of wisdom (other than what is practical) need not arise. 

"But there are many other ways in which we compartmentalize our lives. Work, family, friends, society – these are different (though often partially overlapping) realms of life, and it is all too easy, in a thousand ways, to play to different rules in each of them. 

"These different realms of being also overlap with the inner realm of the self (though none of them completely): by what star does that inner self navigate? And would it even know when it is off course? Compartmentalization helps to shut such questions out"

Compartmentalization creates a divided self because it allows inconsistency within our own lives. A divided self is not a whole or healthy self for it is by definition at odds with itself. That dissonance creates issues of conscience in the short run and a dimmed conscience in the long run. Eventually the dissonance becomes normal and we are no longer sensitive to what is truly right and what is truly wrong.

It is easy to spot compartmentalization in the lives of others. It is harder to spot it in our own and is one of the reasons we need to surround ourselves with others who can and will challenge us to follow Jesus in all areas of life.

Compartmentalization is responsible for giving Jesus a bad name as those who watch us see that our espoused values are not lived out in our lives. One of the best things we can do is to identify a set of values that we believe reflect Jesus well and live them out in every sphere of life. No compartmentalization, no dissonance, just wholeness! 

How self defined are you?

A key component of good EQ is the ability to be “self defined.” A self defined individual is one who understands who they are, is comfortable with who they are and can clearly articulate their own positions in a way that does not force others to agree and does not demonize those who disagree.

It is the ability to say, “This is what I think, (and why), now tell me how you see it.” In doing this the leader has made his or her position clear along with their rationale and has opened the door for honest conversation that can hopefully lead to a shared understanding.

Central to being self defined is to do so in a way that allows dialogue to take place even with those who might strenuously disagree with us. Some leaders cannot do this. They can state their position but cannot stay connected relationally with those who disagreed with them – thus the conversation is over without any resolution.

The ability to have a position and stay connected with others who disagree is a key component to healthy relationships. It is usually in on-going dialogue that one comes to mutually acceptable conclusions as long as we are dealing with people who also have a level of EQ health. Discussions with those who lack EQ often go nowhere. Thus our ability to understand the EQ of those we are dealing with becomes a factor in how we deal with them.

Self definition requires leaders to think well before they state a position. But their flexibility and invitation for dialogue also leaves the door open to further discussion and modification of their views. This is why a non-defensive attitude on their part is so critical. If staff know that they can honestly push back without repercussions and know they will also be heard it is often possible to come to a more refined position that works for everyone.

Self definition is a powerful leadership tool because it goes to the values, convictions, attitudes and actions that a leader has and the more consistent these are the more security those who work for them have. They know what to expect, they know what the guiding principles and convictions are and they know that these are not going to change.

For instance, all of my staff know that when something really needs to get done I will say “Whatever it takes.” Part of my own self definition is the conviction that when it is the right thing to do I will always default to that principle. Therefore, they know that they have the permission to do the same when something critical needs to happen.

The more defining the leader is the more clarity staff have on how they operate within the organization or team. My convictions on partnerships, multiplication, empowerment and team, for instance are clearly understood and become guides to staff on how they operate. My own self definition as a leader is a secure foundation for those who work with me.

Leaders who lack such definition, and are unpredictable are difficult to work for because there is not an accurate compass for others to follow. This is the case with leaders whose idea of the day becomes their mantra until the next idea pops up. Unpredictable leaders are difficult if not impossible leaders to follow.

Being self defined also means that we can separate ourselves from the issues of others and not fall into the trap of enmeshment or triangulation in relationships. We take responsibility for the issues we have with others and seek to help others resolve what they need to resolve but we are able to separate ourselves from those issues and not become drawn into them.

Moving from ambiguity to clarity

The single most important job of a leader is to ensure maximum clarity for the organization he/she leads. Without absolute clarity your people will not know what defines you, what your mission is, where you are going and what the desired end result looks like.

One of the five dysfunctions of ministries is that of ambiguity. And it is the reason that so many ministries are not more missional and effective in what they do.

This is especially true with churches. Often, churches grow to a certain size and then plateau. While many do not realize it, one of the key causes of a church to plateau is lack of clarity on mission, guiding principles, central ministry focus and the desired end result (for more information on these four areas, see Leading From the Sandbox).

Why would ambiguity cause a church to plateau? Because general clarity yields general ministry with general results. Ambiguity or lack of clarity prevents the staff from being deeply missional (we are not really clear on what we are about), aligned (around what?) and focused on clearly defined results (we have not defined those). Lack of clarity does actually cause a church to start to stall at some point and before it can move forward it must come to clarity on the four areas above. This can be true in a church of 500 or a church of 4,000.

Focused, aligned, results oriented ministry depends on a high degree of clarity regarding who the ministry is, what the culture we are trying to create is, what we need to do day in and day out and what our target is. In the absence of clarity, staff will simply do what is right in their own lives but one will not have a focused, aligned, results oriented ministry.

Interestingly enough, when a senior leader walks through the process of clarifying the essential issues (mission, guiding principles, central ministry focus and preferred result) they often discover that they don't have all the right players at the table. In the absence of clarity they have assembled some good people but not all of whom want to or can live with focused, aligned, results oriented ministry. They have not had to live there in the past and now they have a great deal more accountability for how they do what they do. In fact, they are part of the reason that the church has plateaued. Some staff would far prefer the comfort of ambiguity over the accountability of clarity.

Maximum clarity combined with truly missional staff will provide great lift for a ministry organization. If you need help in getting to clarity, Leading From the Sandbox is all about that. It is job one of a good leader and it will make all the difference in the effectiveness of the church or organization you lead. While this is a simple principle it is one that is largely not understood or practiced.

Clarity if job one for leaders!