15 things a church board should not do

 

In my years of working with church boards and teaching best practices, I have discovered a number of things that boards should not do. If you lead or serve on a church board, ask yourself if you are doing any of the following.

Church boards should not:

Manage staff beyond the senior leader. All staff should report to the senior leader, and the board's responsibility is the senior leader only

Require unanimity on decisions. This allows any board member to hold the board hostage.

Avoid conflict of ideas. Conflict of ideas is a good thing, and it helps the board get to the best decisions.

Manage the present at the expense of the future. There must be a significant future component to board meetings. Leadership is more about where you are going than managing the status quo

Ignore the spiritual. Boards can easily get trapped in the business of the church rather than the spiritual work the church has been called to do. Remember the words of Jesus. "Without me, you can do nothing." Don't ignore Him.

Fail to have a board covenant. Board covenants lay out the ground rules for how the board will operate, make decisions, work with one another, and a way to hold one another accountable. Operate without a board covenant at your own risk.

Fail to use an agenda. Meeting without a plan wastes a great deal of time. Have an agenda and keep your time parameters.

Fail to guard the gate to board service. Your board is only as good as the people you choose to put on it. Don't be careless about who you let into the boardroom.

Cave to loud voices. Boards can be easily dissuaded by loud voices in the congregation. Rather than respond in fear and back off, the responsibility of a board is to move the congregation forward regardless of a few loud voices.

Fail to police board members who don't operate by your board covenant. A board that cannot police itself becomes ineffective, and that impacts the whole church.

Lack transparency in their communications. Whatever you say to the congregation must be true, not spin. Being honest and upfront builds credibility.

Allow a person of influence on the board or in the church to hold informal veto power over board decisions. Yes, it happens. Don't let it happen in your church.

Fail to have a common job description for all board members that spells out their roles. If you don't have a job description, each member will make their own, which leads to confusion.

Make the same decision multiple times. Make decisions and move on. Don't make partial decisions and need to come back to the same issue again.

Neglect personal relationships or fail to build a strong, unified team. God calls the congregation to unity, and it starts with the board. Neglect it there, and it will not be found in the congregation.

Ways that church board members view their role impacts board effectiveness

 

How individual board members see their role as a church leader directly impacts the ethos of your board and the effectiveness of its work. Often, however, we have not defined the role of the board and board members with clarity, so these individual beliefs about one's role create hidden but real barriers to effective board work. 

Having worked with thousands of church leaders, here are some of the common but faulty beliefs about why one serves in church leadership. Each of these views will impact decisions that a board member is willing to make.

• I am here to represent the desires of the congregation - similar to how an elected official serves their constituency.  
• I am here to guard the status quo and ensure that we don't upset the status quo. In general, what we have done in the past has worked well.
• I am here to represent my faction or group in the church and guard their interests.
• I am here to steer the church in a better direction and I have strong convictions about what the church should be doing and how it should do it.
• As a church leader, I have the authority to bring any issue to the table for board discussion.
• I want to ensure that the pastor stays in line and that ministry goes smoothly.
• I am here to ensure that the staff does their job.
• I am here because it is my turn to serve in church leadership.
• I am not sure why I am here except that the nominating committee asked me to be.
• I am here as part of a team of under shepherds of Jesus Christ, the Lord of the church to ensure that the spiritual temperature of the church is kept high, that the congregation is taught well, empowered and released, protected, cared for and led in healthy directions. I work with the board and Senior Pastor to ensure that our staff are empowered, encouraged and that our congregation is empowered and released in meaningful ministry and that we are moving toward our agreed upon ministry goals.

Only one of these views on why we serve in church leadership is valid - it is the last one. But all too often, this is not the common understanding of what it means to be a church board member because we don't have job descriptions that are biblical or understood by all on the board. In other words, there is not clarity on the job description and parameters of church leadership. All but the last statement are deeply flawed but common descriptors of how church leaders see their role.

The various reasons that board members give to why they serve in leadership are also the reason that so many boards experience conflict, gridlock and difficult decision making. If we have not stacked hands on why we are there and if it does not reflect the Biblical teaching for senior leaders, we will not be unified, effective or missional. It is that simple.

How does a board get on the same page?

Agree on a simple but Biblical job description for leaders including the Biblical job description (keeping the spiritual temperature high, ensuring that the congregation is taught, protected, cared for, empowered and released and led well.

Be clear on lines of authority as to what is a board responsibility and what is staff responsibility. One of the problems in many boards is the confusion of authority and responsibilities between these two entities. Clarity prevents a great deal of confusion.

Be sure that board members understand that they represent the whole church and not a section or constituency in the church. Board members are always there for the whole. Never a part.

Be sure you have a team covenant that lays out how your board will make decisions and how it will work together. Agree that you will hold members accountable to that covenant. If you don't, you will have confusion, gridlock or conflict. 

You must have an agreed upon document that spells out the qualifications for board members. If the wrong people get on the board, you will have trouble leading. 

My book, "High Impact Church Boards" can help you on these topics. What I can say is that getting on the same page together is one of the most important things you can do as a board.

So called Christian nationalism is an aberration of the Gospel of Jesus

 Christian Nationalism Is Worse Than You Think

Millions of Americans believe in this political ideology. What church leaders need to know—and how they can help those under its influence.

MORGAN LEE|JANUARY 13, 2021

Eight tips for working smarter rather than harder

Almost everyone I know works hard. Most, very hard. If we put as much attention into working smarter, however, we could accomplish more and free up time for other activities. After all, there is nothing more precious for most of us than time. And as we get older we realize that time with family and friends and our own development is a higher priority than spending more time in our work.

The premise of working smarter is based on a simple truth: Not all work yields the same result. The secret is knowing what practices will give us the largest return on our effort. Those individuals who are most productive practice these disciplines.

One: They prioritize and focus their energies. They take the time each day and each week to determine what are the most important tasks to complete and resist the temptation to be sidetracked by other issues that pop up and distract from the most important. They keep the main thing the main thing, stay focused and don't confuse mere activity with results. 

Two: They keep track of their main priorities. They have a written or electronic system for tracking their priorities, their obligations and their progress. It is not "all in their head" which usually means we are not paying close attention to what we need to be doing. On any given day or week we ought to be able to quickly articulate what we are working on because we are keeping track of our priorities. Some will say, "But I like to multitask." Multitasking is overrated! Often it is an excuse for not staying focused and research shows that multitasking is actually a detriment to focused work. 

Three. They delegate to others those things that they don't absolutely have to do. Many of us find it hard to delegate tasks we have traditionally done. Those who work smart are quick to delegate anything they don't need to personally do to capable people so that they can concentrate on what they do best. This is part of what it means to focus and to understand the unique role that we play and then make time for that role.

Four. They use their calendar to prioritize their work. If you look at the calendar of those who work smarter you see that they have put into their calendar those activities that are the most important to accomplish. They keep those commitments and use their calendar to prioritize their work. They realize that not all activities are equal. They also recognize that they must calendar their most important activities first, before other activities crowd them out.

Five. They understand the value of time
Time is the one thing that we cannot get back. Money comes and it goes but time just goes. It is a precious commodity because it represents opportunities to invest in what is most important to us. Therefor working smarter means that we use time wisely, focusing on what is most important at work so that we have time outside of work to invest in other meaningful activities and relationships. They don't waste time.

Six. They understand the value of relationships and nurture them
Healthy relationships are the foundation of life and work. Those who work smarter actively nurture relationships around them because relationships nurture trust, cooperation and teamwork. 

Seven. They evaluate their work regularly
Working smarter means that we evaluate our own work critically and often. Are we focused on the right things? Are we neglecting key areas or are we spending too much time on peripheral activities because they are easier? Where do we need to recalibrate or adjust? Asking the right questions helps us to evaluate our work and adjust where necessary.

Eight. They take regular time to think
Taking time to think deeply about what we do, why we do it and how we do it is a secret of those who work smarter rather than harder. All it takes is  the intentionally to set aside time to think! Again, how we spend our time makes a difference in how we work.

Why church boards should welcome and encourage innovation

 

Church boards can be a major inhibitor of innovation in the church. Boards tend to be cautious when it comes to change, see their role as guarding the status quo and in many cases don't like to take ministry risks. This is a major mistake and it eventually leads to missional ineffectiveness. Innovation in ministry strategy is a critical factor in ministry success. Churches that plateau or go into decline can often trace their loss of effectiveness to an unwillingness to change. 

The best boards encourage rather than discourage innovation. They are willing to take risks and even allow ideas to fail because what matters is the mission God gave the church. They empower the senior leader and staff to try new things in order to meet their missional ends. Rather than stand in the way, they champion change and new ways to meet the needs of new generations.

Perhaps at no other time in recent memory, innovation in the church is going to be a critical factor as congregations rebuild after the Corona Virus. Studies show that a significant number of individuals will not return to church after the hiatus during this season. This falloff in church attendance is not new but the Covid season has simply accelerated it. 

In addition, as individuals worshipped at home, they realized that they could access almost any teaching they desired. This is going to be an excuse for those questioning the necessity of church attendance to stay home. After all, they can get the teaching they desire at any time via the internet.

Post Covid, all churches are again church plants. And, they have an opportunity to recast their ministries around what really counts. Don't ignore this gift! If you always do what you always did you always get what you always got. 

Churches that thrive in the new environment will have some common characteristics:

• They will focus on being a church for anyone and everyone
• They will find new ways to build authentic community
• They will focus on all individuals using their spiritual gifts inside and outside of the church
• They will be far more focused on making disciples of Jesus rather than focusing on the size of the church
• They will demonstrate a greater commitment to being agents of Jesus and goodness in their communities
• They will be more open to the work of the Holy Spirit and committed to prayer
• They will move from a focus on size to a focus on spiritual depth
• They will use technology to reach those who are outside the church and focus on evangelism in everything they do
• They will focus on being places of goodness with a Jesus culture 

This will require change, innovation, new ideas and a willingness to take risks for the sake of Jesus and His mission for the church. Church boards can either encourage needed progress or stand in its way. Don't allow your board to inhibit what God wants and needs to do in His church. One of the responsibilities of boards is to ensure that the congregation is being led well. Empower your leaders to lead, innovate and chase after the kinds of things listed above. 

2021 will be a year of massive job turnover including in ministries and non profits. William Vanderbloemen

 

Prepare For The Great Covid Job Churn—Why 2021 Will Be A Year Of Massive Job Turnover

William Vanderbloemen

Moving your language from "That is not how we've done it" to "How do we want to do it today?"

 

Language makes a big difference. Think of the number of times you have heard the comment, "that is not how we've done it." Maybe you have said it yourself. Whenever these words are spoken, it is an indication that you are living in the past. And that we are held captive by our past way of doing something.

It is a trap and a bad one. There is an adage that is very true. "If you always do what you always did, you always get what you always got." This is the reason that so many strategies keep yielding the same or diminishing results even as the world around us has changed. But our language of "how we've done it in the past." keeps us from looking at new ways and possibilities.

Language sets an organization's culture. It also reveals an individual's bias and where they have locked themselves into a particular paradigm. Leaders should speak a different language and move the conversation from "That is how we've always done it to "How do we want to do it today?"

Think about it. How we have done anything in the past is irrelevant in the present if there is a new and better way of moving forward. You might ask the question and still decide to follow what you have done in the past, but at least the question has been asked. More likely, if you ask the question, "How do we want to do it today?" we will come up with a new answer because times have changed, the needs have changed, the environment has changed, or there is simply a better way of doing what needs to be done.

When I am working with churches to refresh their governance and bylaws, for instance, there is often pushback because it is not the way we have operated in the past. So my question to the group is this. What would it look like if you were designing your governance paradigm today? That changes the conversation from what we have done in the past to what we want to do today. And usually, the answer is very different.

If you lead, think about the language you hear around you and the language you use. You can literally change the conversation if you choose a different language. 

Cancel culture and Jesus culture

 

Culture today has become increasingly crass, impatient, relationally disconnected and conflictual. All of these elements are found in our cancel culture where people we don't like, or those we disagree with are simply "canceled." It is hitting the "defriend" button on Facebook because we disagree with an opinion or simply dropping a friendship and "canceling" them. Those who are canceled become "non people" and are treated as such. 

Cancel culture (or call-out culture) is a modern form of ostracism in which someone is thrust out of social or professional circles - either online on social media, in the real world, or both. Those who are subject to this ostracism are said to be "canceled." Wikipedia

From a Christian perspective this kind of behavior is antithetical to Jesus culture. In fact, if anyone should be canceled it is you and I who rejected the Savior. Instead of canceling us, Jesus came to save us. When we are obstinate and sinful, He is patient. When we move away from Him, He pursues us. When we disagree with Him and do our own thing, He patiently waits. When as prodigals we come home, He throws a party. 

Think about this. Every person you meet is made in God's Image. They have something of God in them because He chose to create us in His image. When we cancel an individual we are canceling a masterpiece of God - no matter how obnoxious they may be. 

Cancel culture is not Jesus culture. Instead, it is a cheap way to deal with those we don't like, want to listen to, or seek to understand. It cheapens relationships and stunts our own growth as individuals. It makes a mockery of the love we are to have for those around us. It dehumanizes those made in God's image.

Consider these descriptors of the love we are to have toward others in light of today's cancel culture. "Love is patient, love is kind. It does not envy, it does not boast, it is not proud. It does not dishonor others, it is not self-seeking, it is not easily angered, it keeps no record of wrongs. Love does not delight in evil but rejoices with the truth. It always protects, always trusts, always hopes, always perseveres." (1 Corinthians 13:4-7).

Jesus would wish the following from His people:

• More patience
• A spirit of kindness and generosity
• Valuing others and their opinions
• Forgiving rather than canceling
• Personal humility rather than pride
• 
  

It is not the easy way but it is the Jesus way.

Churches that smell like Jesus have these seven characteristics

 

"For we are to God the aroma of Christ among those who are being saved..." 2 Corinthians 2:15

In conversation after conversation, I encounter people who have become cynical about the church. I am not one of those because I understand that Jesus is the hope of the world, and He has chosen to work through His bride, the church. 

Having worked with many churches, I have seen almost everything but retain an irrational love for the church.

However, I understand the frustration of many who read Scripture and have difficulty finding love, grace, and acceptance in a local fellowship. My own view is that there are too few churches that smell like Jesus. What are the smells that churches have that don't reflect Jesus? Legalism, judgment, conflict, self-absorption, or maybe a country club. This is why congregational cultures focused on being like Jesus are so wonderful and powerful. In fact, they are irresistible.

Churches that smell like Jesus intentionally cultivate the following Jesus characteristics, attitudes, and practices.

Grace

Think of the way that Jesus interacted with people: The woman at the well, the woman caught in adultery, the rich young ruler, the blind man who wanted healing; the woman who poured expensive oil on Jesus' feet; Mary and Martha, and the list could go on. In all of these cases, what stands out is the amazing grace of Jesus. Grace with the hurting, the broken, the guilty, the searching, the sick, the wounded, the criminal, the outcast, the poor, the alien, and we could go on. 

Jesus gave grace where others didn't. Jesus showed grace where it was not deserved. Jesus didn't require people to meet their expectations before He extended grace. Jesus was safe. He was gracious, and He was non-judgmental even when He spoke the truth - with the exception of the Pharisees, who were deeply hypocritical. This leads me to wonder what He would say to some evangelicals today. We, too, can be accidental Pharisees.

Truth

Jesus was about the truth of God. Truth is often a limited quantity in our world, and we need to understand the truth about God, ourselves, His character, the life he calls us to, and our own need for salvation and grace. In almost all cases, Jesus delivered truth with compassion, love, and understanding, but He always spoke truth. Truth without grace is not like Jesus. Grace without truth is not like Jesus. Grace and truth go together.

Love

Love for one another is the mark of disciples. In fact, "The entire law is summed up in a single command; 'Love your neighbor as yourself.'" (Galatians 5:14). Love is one of the Fruits of the Spirit. It always speaks the best, wants the best, thinks the best, and treats one another as Jesus treats us - with patience and grace. One of the most toxic characteristics of any church is a lack of love: conflict, uncharitable language, gossip, backbiting, and poor attitudes. 

Having attended many congregational meetings, I tend to think this is where the true character of the congregation is displayed. In many cases, the Holy Spirit must be embarrassed. In my first congregational meeting in one church, I was a part of, the chairperson asked someone to call the police! Yet, where love prevails in a congregation, it is powerful and infectious.

Generosity

God is a generous God who did not spare His own Son but sent Him to die for us. If you want your church to have the aroma of Christ, it will be generous with what it has. Many churches are generous toward themselves, investing heavily in their stuff. Fewer churches are generous toward the community, and other churches meet the real needs of those around them and are significantly involved in the world. Generosity is contagious within a congregation and to outsiders who see open-handed people.

Humility

This is one of the more challenging character traits of churches that want to reflect Christ. We can be very proud of who we are and the glory days we have experienced in our ministries and often believe that we are better ministries or Christians than the congregation down the street. These are signs of pride rather than of humility. Ironically, the most humble Being in the universe who has no need to be humble is Our God. Philippians 2 calls us to the same humility as that of Jesus! Humble churches are not filled with their own importance but rather with God's importance. That is a crucial distinction.

One of the critical signs of humility is a congregation's willingness to work with other churches in the community across denominational lines for the cause of the Gospel. Prideful churches won't do that, but kingdom-minded and humble churches do.

Engagement

God's kingdom and God's people are about action. We are called to a life and a mission that reflects the life and mission of Jesus. He had many hangers-on who liked to be around Him and be entertained but were not interested in genuinely following Him. The church does as well! 

But churches that look like Jesus are filled with people actively living out their faith: loving on one another, loving on the community, caring for the poor, the marginalized, and those without anyone to defend them. They care about racial reconciliation and justice as Jesus does. They address community needs in Gospel ways because engagement is to be like Jesus. 

Discipleship

There is only Jesus culture with Jesus followership. This followership involves the hour of worship on Sunday and life throughout the week. It is where becoming like Jesus is the norm in all walks of life. It is highly practical in helping people follow God more closely and is a place where transparency, pain, and failure can be translated into lives where God uses all of our biographies to be used by Him. In discipleship, each prior characteristic is lived out in real time and real ways.

If you are in church leadership, it would be worth your time to evaluate how you, as a congregation, are living out these seven characteristics.

A counterintuitive way to gauge the health of your church or organization

 

In my years of consulting with both churches and non-profit organizations, I have come to the conclusion that the single greatest indicator of the organization's health is the health and culture of the staff. When the culture of the staff is healthy, the rest of the organization is usually healthy. When there is dysfunction at the staff level, that is likely to be mirrored in the congregation. 

When I have been asked for help to solve issues in a local church, I first interview all staff. What I learn there is usually the key indicator of why there are issues within the church. Some of the typical dysfunctions at the staff level (when the staff culture is not healthy) include the following. 

• Leaders who are threatened by others, must have their own way and create an atmosphere where candid conversation is not safe or invited.
• Leaders who operate out of ego and pride and don't build a collegial atmosphere where everyone's contribution is valued.
• Leaders who micromanage their staff, leave staff feeling unappreciated and unempowered.
• Gossip and subtle power groups on staff.
• A lack of cooperation between staff and departments.
• Politics, silos, and turf wars, to quote Lencioni.
• A fundamental lack of trust.
• A lack of missional alignment where various leaders or staff travel in their own direction.
• A lack of clarity around the direction and vision of the church.
• A culture where the feeding and development of staff is lacking.
• The inability or unwillingness to deal with staff who are no longer effective in their roles.
• A culture that is agenda-driven rather than Jesus-driven.

Leaders and staff often portray a façade of health to the congregation or constituents, but the dysfunction at the staff level will eventually catch up in subtle or not-so-subtle ways. It follows that the first step in ensuring that a church is healthy is to focus on the internal staff dynamics and relationships. Until there is health in the staff, there will not be health in the overall organization.

How does one determine where the issues are on staff? Where there are significant issues, one of the best ways to surface those issues is to conduct a staff audit using an outside, experienced consultant where open-ended questions can be used to surface issues and where trends and issues can surface. Coming out of those interviews, a plan of action can be constructed to bring greater health to the team. One is not looking for individual, one-off issues here but for general trends and attitudes. 

Here are some of the questions I use in doing a culture audit of the staff.  Depending on the answer, I will often probe further. This is a confidential conversation where individual answers are protected.

• What do you love about working here?
• Describe for me the culture of the staff?
• Are there things that frustrate you?
• Are you using your gifts to the greatest potential?
• Organizations can be permission granting, where staff are empowered within boundaries, or permission withholding, where one can only act with permission. Is your organization more permission granting or permission withholding?
• Do you have good clarity around your responsibilities, and do you have the tools you need to accomplish your work?
• How does your supervisor interact with you, and how would you characterize the relationship?
• What are the three greatest strengths of the staff culture?
• What are the three greatest weaknesses of the staff culture?
• Is there anyone on staff who you think is in the wrong place?
• If you were in my place as the consultant, what would you recommend to increase the health of the staff?

These kinds of conversations surface issues that are often known but have not been acted on. It gives you a roadmap to address areas of dysfunction and increase the relative health of staff. The bottom line is that when staff is not healthy, the organization is not healthy because the dishealth will eventually catch up and impact the organization as a whole.

The lesson is that if you want to know and grow the health of your organization, start with the health of the staff.

At the start of a new year change your life by changing your perspective

The start of a new year is a time of reflection. 2020 will be remembered as a challenging year and we all hope for a better year to come. Whether it will be a better year will depend not so much on external circumstances but on the perspective with which we approach it. Here are six perspectives to consider as we start 2021.

1. Choosing to live joyfully with an attitude of thanksgiving changes everything. Everyone has things to complain about but those who focus on their blessings and God's goodness enjoy far greater peace and joy than those who don't. A focus on our complaints creates a negative outlook on all of life. A focus on our blessings and God's goodness creates joy and peace. Why settle for the first when you can have the second?

"Rejoice always, pray continually, give thanks in all circumstances; for this is God’s will for you in Christ Jesus." (1 Thessalonians 5:16-18)

2. Put Covid into perspective. All of us are ready for this to be behind us: the virus itself and the controversy that surrounds it as well as social distancing and masks. Covid has been a major interruption in our lives and many lives have been lost. Here is what we forget. Covid is a hassle but much of our world lives every day with polluted drinking water, hungry stomachs, inadequate medical care (if at all), daily income that can be measured in a few dollars and in many places, ongoing persecution because of one's race or religion. Put in that perspective, our momentary irritations pale in comparison to a lifetime of struggle, pain and poverty. We of all people should embrace the many blessings we have rather than focus on the temporary irritations of Covid.

3. God has given you a mission in life: Focus on that mission!  In Ephesians 2:10 Paul writes that "we are God’s handiwork, created in Christ Jesus to do good works, which God prepared in advance for us to do." You have a purpose given by God and work to do in light of the purpose He designed you for. It may be helping others,  sharing one's faith, leading Bible studies, generosity, ministering in the church or in the community. Whatever it is, focus on that mission. At the end of the day, God wants us to embrace His gifting and calling on our lives. 

4. Keep your relationship with God fresh. Our relationship with God is only as fresh as the last time we spent with Him. Given that, endeavor to meet with Him daily in a combination of listening to His Word, conversation with Him in prayer, listening for His voice in our lives and living in obedience to Him. This is the most important relationship you will ever have so don't neglect it. Make it a priority and it will change everything about your perspective on life. 

Jesus said this: “I am the vine; you are the branches. If you remain in me and I in you, you will bear much fruit; apart from me you can do nothing. If you do not remain in me, you are like a branch that is thrown away and withers; such branches are picked up, thrown into the fire and burned. If you remain in me and my words remain in you, ask whatever you wish, and it will be done for you. This is to my Father’s glory, that you bear much fruit, showing yourselves to be my disciples."

Five. Remember that people matter. Those who we interact with every day are men and women made in God's Image. They matter to God and they matter to us. Treating everyone with dignity and respect, seeking the best for them, encouraging and lifting them up, forgiving those who hurt us and living at peace with everyone are all part of living out the relational wholeness that God calls us to. 

Paul writes in Colossians 3:12-14,  "Therefore, as God’s chosen people, holy and dearly loved, clothe yourselves with compassion, kindness, humility, gentleness and patience. Bear with each other and forgive one another if any of you has a grievance against someone. Forgive as the Lord forgave you. And over all these virtues put on love, which binds them all together in perfect unity."

Six. Focus on making the Fruit of the Spirit evident in your life and relationships in a new way. Becoming like Jesus changes everything else in our life. In a divided society, those who practice and develop the Fruit of God's Spirit will not only develop His perspective but they will stand out.

"But the fruit of the Spirit is love, joy, peace, forbearance, kindness, goodness, faithfulness, gentleness and self-control. Against such things there is no law. Those who belong to Christ Jesus have crucified the flesh with its passions and desires. Since we live by the Spirit, let us keep in step with the Spirit. Let us not become conceited, provoking and envying each other." (Galatians 5:22-26). Practice these character traits and your perspective will change!

These six perspectives can dramatically affect your life and relationships in 2021. Focus on the right things and God will grant His blessing, peace and joy.

Ten ways that Covid will change the landscape of the church

 

I recently finished a book by Fareed Zakaria who is host of CNN's top international affairs show, GPS and one of the most prescient thinkers in our day. The book is entitled Ten Lessons For a Post-Pandemic World. I highly recommend the book which analyzes how our current pandemic is changing our world in ways that will be lasting and consequential. In many cases, it has greatly accelerated changes already underway in our world and in other cases radically shifted our center of gravity altogether.

Ministries of all sorts, and especially the church need to evaluate how the post-pandemic world will differ from what was. Here are ten ways I believe that the world will be different for the church and will divide the thriving from the merely surviving.

One: The pandemic has accelerated the number of those who will no longer attend church on any kind of regular basis. Many individuals have concluded in the age of Covid that they no longer need to attend church regularly. They have been without it for a period of time and have concluded that it is just fine. This is certainly true for those who attended church for cultural reasons rather than reasons of deep faith. Thus, the hiatus from church is going to separate those who truly follow Jesus and those whose faith was shallow to start with. Do not expect that your attendance will be what it was pre-Covid. It likely will not be.

Two: This means that we will need to change our measures of success - which is a very good thing. Way too much emphasis has been placed in recent years on the size of one's church. That scorecard has nothing inherently to do with whether a church is living out the mandate that Jesus gave the church. 

Fortunately, Covid will force us to change our measure of success as fewer choose to attend church. We will have to look more closely at what success means for the church. Things like disciplemaking, community involvement, evangelism, generosity, racial reconciliation, justice and the living out of our faith in tangible ways will take on new relevance for those ministries that will grow in the future.

Three: Healthy ministries will place far more emphasis on the real engagement of their congregation in ministry rather than being passive observers. This is not only the mandate of the church (Ephesians 2:8-10, 4:10-13) but it is the heart's desire of those who love Jesus. Our faith is not designed to be head knowledge but heart knowledge where we live out that which we believe. And it is in the living out of our faith that we grow an even deeper faith. Growing ministries will be those who focus on empowering and releasing their people in real, meaningful ministry rather than fostering onlookers. 

Four:  Churches that thrive will be those that address the real issues of their communities and their world. As noted above, Covid has sped up the growing irrelevance of the church to many people. That does not mean of course that the church itself is irrelevant but many local congregations are increasingly seen that way. 

The gospel should touch everything. It should transform individuals, communities and institutions through the power of the Holy Spirit but that means that the church must address issues that dehumanize and steal life with the life giving and transforming power of God. God cares about the poor and marginalized - those without a voice. He cares about racial reconciliation and justice - read the prophets! He cares about helping the needy and the hungry and lifting people out of generational poverty. If we are to pray, "Thy will be done on earth as it is in heaven" we must be agents of Jesus to see that bits of heaven come to our communities in tangible ways.

Engaged churches that bring the life and help and transformation of the Gospel in real ways to their communities will attract those who want their lives to count and will show the community what the heart of Jesus actually looks like. That in turn draws people to Jesus.

Five: Humble leaders who build the church of Jesus rather than their own kingdoms will be a mark of healthy churches. Celebrity driven churches are antithetical to the Kingdom of God. Humility was the mark of Jesus while pride, ego and the building of personal kingdoms rather than God's kingdom has been a curse on the church. Already before Covid we saw the collapse of several large ministries led by prideful leaders and I suspect that there will be trend away from celebrity based ministries toward a more humble and authentic leadership.

Ironically, God is the model of humility while Satan is the model of pride. Proud, controlling and self important leaders in the church, who are building their own kingdoms rather than God's Kingdom will increasingly be seen for what they are. 

Six: Generosity will become the norm in growing churches. The church in general has been selfish when it comes to giving. We have asked people to give generously to the church but congregations have used that money for themselves rather than being equally generous to needs outside their congregation. We have not practiced what we preached.

Few practices get the attention of our communities than congregations that are generous to needs within their communities. In fact, if God blesses those of his people who are generous with others, why would this not apply to congregations who are generous to others. Radical generosity can bring radical blessing. There is power when churches help other churches. There is power when congregations invest in their communities to meet real needs in the name of Jesus. There is tremendous power to transform our own lives when we see God meeting real needs through our generosity. There is power when we invest in ministries that bring the Gospel to those who have never heard.

Seven: Risk taking must become normal. Churches can be the most cautious organizations on the face of the earth. And look where it has got us. Why would we not risk everything for the cause of Christ? Living cautiously doe not excite anyone to better and higher aspirations. If you believe something you act on it. If you worship the God of God's and Lord of Lord's you take risks for Him. Like the parable of the Hidden Treasure and the Pearl, the man who found a treasure in the field, sold all he had to buy that field. 

Congregations that risk for the sake of Jesus train people to do the same. They demonstrate what a life of faith actually looks like. You cannot preach faith when your congregation does not practice faith. Faith means that we take risks for a Gospel that wants to touch everything around us.

Eight: Churches must become welcoming to anyone and everyone. That means those who don't look like us, don't act like us, and even have lifestyles that are not like our own. If Jesus came to minister to the sick and the broken and the needy and the marginalized, so must we. He welcomed all into his presence to the consternation of the Pharisees and even at times of His own disciples. Those congregations who will thrive in the future will do the same. They will be places that welcome anyone and everyone as Jesus did. They will also be places where the love and acceptance shown can lead to personal and spiritual transformation as the Holy Spirit does its work - in all of us.

Nine: God's power will be increasingly evident in those congregations who embrace their calling in a new way. Throughout the ministry of Paul we read that the Gospel came with truth and power. That power is hard to find in many churches today because we have both put the Holy Spirit in a little box and because our ministry is not about what God alone can do but about what we can do without His help. Churches that embrace the kind of commitments we have been talking about will also see His power change their ministries. He wants to show up in power and will do so when we embrace His way and His mission. 

Ten: The pace of change has accelerated with Covid. Change in the church to meet the needs of a new day will be faster rather than slower in pace. We don't have the time today to play to the lowest common denominator in the church when it comes to changing to meet the needs of a new day. We need to show love to those who are cautious but move boldly for the sake of Jesus and the mission He has given us.

There is not time today for incremental change. We need to make the changes that are necessary to become the church He has called us to be. Of course, change takes wisdom and timing but it also takes courage and boldness. Cautious churches will languish while bold leadership will increasingly be the norm in healthy churches.

For too long the church has subordinated its mission to the willingness of a few to agree. We have been held hostage by those who like the old way. In the meantime, people are not being reached. It is time to lovingly but firmly put the mission of the church first, regardless of those who object. 

Post Covid the church will not look the same. Many congregations will languish and move into a quiet decline. Those who will boldly reexamine their purpose, mission and priorities in light of Gods Word and our changing world will flourish. They may in many cases be smaller congregations but they will also be far more effective and impactful.

The Celebrity Pastor Problem Is Every Church's Struggle - From Christianity Today

 

The Celebrity Pastor Problem Is Every Church’s Struggle

How our ministry policies and practices can push back against entitlement.

RICH VILLODAS

Flexibility is an ability

 

There was a day when the ability to do one thing and do it well was a valuable asset. That day is gone. In fact, we are seeing the rise of the "generalist" in the workplace and ministry who is able to do multiple things rather than simply one thing. The reason for this new found appreciation for the generalist is that the pace of change is so fast today that it is necessary to pivot regularly and that takes the ability to do multiple things and have the ability to change strategies in order to accomplish one's mission.

The generalist often has a skill that others don't have: flexibility. This is the ability to shift one's focus, strategy or tactics easily to meet new demands and a changing environment. We have watched the need for flexibility take on new meaning in the age of Covid. All of us know people who were flexible in meeting this new environment and others who struggled in a big way. Flexibility is an ability and an increasingly important ability.

How do we develop the ability of flexibility? It largely comes down to how we view the world, our world and ourselves.

First, we need to consciously understand that our world is not static but constantly changing. If we see the world as static, we find security in that unchanging environment and we will resist the inevitable changes in our environment leaving us ineffective. A mindset that expects change and embraces that change is critical to developing flexibility. 

Second, we need to view work as a place of change rather than a place of stability. The mission of an organization may remain the same but tactics and strategies will change regularly, testing our own flexibility and ability to pivot and try new things. Increasingly, risk taking and an entrepreneurial spirits are necessary to meet our changing environments. If we regularly expect change and embrace it, flexibility will come. If we don't expect or want change, we will atrophy.

Third, we need to develop a mindset that sees our organization's ministry as stable but the things we do to accomplish that mission as changeable. Thus, a large part of my effectiveness is found in my flexibility to change roles and tactics to meet that mission. To put it another way,  rather than focusing simply on expertise at what I do, I need to focus on my ability of flexibility. It is going to be those who are flexible who will be the most valuable players in the future.

Can flexibility be learned and developed? I believe the answer is yes. And, it starts in how we think about our skills and our work. Leaders who train and teach the art of flexibility have an advantage over those who don't because flexibility is an ability that is and will be in high demand in rapidly changing environments. It is a worthwhile thing to think through each of your key staff and ask the question as to how flexible they are and how you can intentionally develop this ability.

Who should you listen to and who should you ignore. Nine questions to consider when facing criticism

 

All of us have critics. Those who disagree with us, who don't like our leadership style or who offer candid feedback to us on decisions we make. These may be fellow colleagues, employees, board members or even supervisors. How should we respond to the criticisms we encounter? For those who want to be humble, the answer may be that they will accept everything at face value and try to appease their critics. For those who are prideful, it may be a matter of ignoring critics altogether. Neither of these responses are healthy or helpful.

How we respond to those who are critical of us depends on some key factors.

1. Are the individuals who are critical people who we know have our best interests in mind? If yes, we should listen. If not we should be wary of their advice.

2. Is the criticism accompanied by helpful solutions or is it just criticism? Those who want to help bring solutions to the table. Those who simply want to criticize don't. 

3. Is the criticism delivered in a loving or an unloving manner. Those who deliver it lovingly are likely to have your best interests in mind. Those who don't usually do not have your best interests in mind.

4. Are the individuals who make suggestions people who normally are encouraging to you or discouraging to you? The former should be listened to, the latter probably not.

5. Is the criticism leveled at you personally or at a decision you might have made? If it is levelled at your personally you may want to take it with caution as opposed to a critique of a specific decision.

6. Does the individual who is critical desire a dialogue and conversation with you or simply want to critique you? There is a big difference between the two. If they want a dialogue it is worth having it. If their interest is simply to attack you or a decision, it is likely that they don't have your best interests in mind.

7. If the individual who is critical is someone who has developed trust with you over a period of time it is worth listening. If they have no history of trust, probably not. 

8. If those who are critical indicate that they speak for others but are unwilling to identify who the "others" are it is not worth your time to take them seriously. Anyone can claim that "others" agree with them but if they are unwilling to share who those individuals are, their comments should carry little if any weight.

9. Are your critics flexible and thinking people or are they black and white in their thinking. The first category should carry more weight than the second. 

It is easy for someone to try to make us feel guilty for decisions we make. There is no limit to those who will do so. That does not mean that we should listen to them or be intimidated by their counsel. We should be smart about who we listen to and who we ignore. Listen to those you should listen to and ignore those you should not.

Church giving trends in 2021. A post from Church Answers

What to Expect in 2021 with Church Giving Trends

Seven commitments of great ministries and non-profits

Non profit work is challenging. Often there are limited resources but unlimited needs. It is not unusual to have talented staff who are underpaid and overworked. Thus, the way in which the non profit does its work becomes very important. It is not necessary to settle for mediocre results because of these limitations. Rather, the adoption of a set of operating commitments can provide unusual leverage for organizations with limited resources.

Create a clear and focused mission
A clear and focused mission can save an organization from spending its time on ancillary or non mission critical things that suck its time, energy and money. If non-profits actually focused on their chosen core area and chose to eliminate non mission critical enterprises they could accomplish more and accomplish their mission far better than if distracted by peripheral things. It means that they need to learn how to say no to good things for the sake of their core mission.

Hire the very best, pay well and staff lean
Too many non-profits have too many staff because they don't pay well enough to hire the best. Yet, when you hire well you actually need fewer staff. Organizations that don't pay well end up with more staff than they would if they could hire the best. Thus it is a self defeating strategy. Hire the best, pay them fairly and then keep the staff lean. It works! This applies to both executive and support staff.

Think leverage always
The best organizations are always looking for ways to leverage their impact and results. Traditional thinking says that to do more one needs more money and more staff. Those who think leverage look for ways to do more for less. That does not mean that financial resources don't matter. They do. But those who think leverage look for new ways of accomplishing the mission which allow them to maximize their impact and minimize their need. See Looking Away from the Lamp Post for an example.

Measure results
Too many non-profits use optimistic language to describe their results without carefully measuring results. Real results matter. I am not talking about anecdotal results. Those are great for illustrating one's work but not good measurements of how one is doing. The results that matter are those that directly relate to the missional focus of the organization. The more diligence one puts into measuring results accurately the better you can hone your strategies for even better results. Inadequate measurements result in inadequate results.

Use Resources for mission critical purposes

Non-profits can have an insatiable need for additional funding and can find ways to use those resources. Generous funding is not always a blessing for a non-profit. Often it results in the organization branching into non-critical or non-missional directions and moving away from its primary focus. A great question to ask is this: "If our funding were cut by one half tomorrow, what services would we keep and which would we let go of?" That will identify what is truly mission critical. Resist the temptation to move beyond your primary mission. Diffusion of focus results in a diffusion of impact.

Create an innovative environment

An ongoing challenge to all non-profits is to change strategies as the environment and needs change around them. What was a great strategy in the past may not be today but organizations often don't realize this and lag behind the times. While our mission remains the same, our tactics need to change regularly. The best non-profits are constantly innovating their strategies to better meet current realities. Innovation in strategy is a constant in the best organizations.

Engage differing generations

The best non-profits intentionally engage multiple generations to join them in their mission. Understanding this is critical because to focus on a single generation of donors and participants such as baby boomers will inevitably lead to a declining funding base. This will mean that we understand the concerns, commuinication and engagement patterns of different generations and be intentional in our engagement efforts. Remember the next generation is always to future to your missional success.

It is always a challenge to build a new organization around a specific mission. What we often forget is that it is also a challenge to keep that organization vital and relevant over the long haul. The challenge never ceases. It simply changes. These seven commitments can help you navigate the challenges long term.