Increase collaboration and innovation by eliminating unnecessary silos

Recently I had a great day moderating a discussion with a ministry about how to increase collaboration and innovation. They had been a highly compartmentalized (think silos) ministry where it was almost impossible to cross departmental lines to work synergistically. 


The irony is that when one got the right people around the table ideas flowed quickly for a full day. And, individuals who had not been able to collaborate freely in the past actually had skills that complemented one another. They are in the process of removing the roadblocks that had kept them siloed and are very excited about the prospects.


In a world that ought to be flat it is unfortunate that there are still many organizations which do not encourage, or even mandate synergistic collaboration regardless of the department they reside in. There may well be good reasons for different departments but there is no good reason for a paradigm that prevents or does not encourage collaboration across those departmental lines.


Here is the rule. The more compartmentalized an organization is the less synergistic collaboration they will have and the less innovation they will experience. Neither are preferred outcomes.


This is especially important today in a day when financial resources are less available meaning that effeciencies are more critical. Those effeciencies are often found in finding ways to maximize the intellectual capital of the organization, regardless of where it resides.


Another factor is that departments and people get into ruts in their thinking. When you bring in new talent from the outside (another department) you bring in someone who can look at problems and options with new eyes. 


Innovation and solutions are always better when done with the best intellectual talent possible. But that means collaboration and every organization either affirms and encourages it or does not. Hint: when leaders model it, others often follow suit.

Running process

"We need to run a process" is a common phrase in our organization. Whether we are considering hiring, transitioning an individual to a new role, putting someone in leadership or believe that we need to transition an individual out of the organization, running a process is a non-negotiable part of the equation.

It is one thing to believe that you are making the right decision in any of these cases. It is another thing to know for sure, to understand the upsides and downsides, to know what training and coaching will be needed with a new hire or a transition, or in the case of helping someone transition out of the organization that we have done due process and have a plan for how to proceed. With new hires it is understanding the wiring and experience of the individual to ensure that they are placed in the right spot.

Many organizations do not pay enough attention to the process. Mainly because it is because it is time intensive and hard work. 

How well we run these processes is a measure of how much we value people in our organization. People matter. They are the most important asset we have. Proper process is what we owe our people because the consequences of how we deploy them impacts them directly as well as the organization.

Process is an investment in our people, our organization and mission. It is some of the most important work we do.

Is your heart restless?

The older I get the more restless I am. For something more, something deeper, something that will fill my soul. There is a reason for that restlessness.

God created men and women specifically to have a relationship with their creator. In fact, it says that in the cool of the evening God would physically stroll in the garden with Adam and Eve. He took great pleasure in their company. The popular view of God for many, including Christ followers is that we should be afraid of Him. Yet, the creation account would indicate that God delights in the fellowship of His created.

Remember that God is three in one: Father, Son and Holy Spirit. They, as One, experience perfect relational peace with one another. In the same way, God created Adam and Eve to experience that relational peace with Him. As the Father delights in fellowship with the Son and the Holy Spirit, so He delights in the fellowship of those He created. In fact, he created us for fellowship with Him. Until they disobeyed God and understood what sin was, Adam and Eve simply took it for granted that they could commune with Him. It was natural, unimpeded, and just as God created it to be.

Here is the mystery of God’s heart: That he would want to create us in order to have fellowship with us. In order to love us and be loved by us. He delights in our worship of Him and he delights in showing His love to us. It was to men and women that God gave the capacity through our souls to have a relationship with Him. Of the created order, only mankind has this great privilege! It is no mistake that Satan went for the juggler with Eve: he specifically tried to sever and destroy this relationship that they were made for with God. In doing so he went to the very core: the fellowship and relationship between the created and the creator.

We often think that we have an obligation to spend time with God. That somehow by doing so we gain God’s favor. Here is the truth: God delights in our presence with Him. It is hard to understand but He, complete as He is in Himself, loves to be in our presence. This is the lesson of Mary and Martha in the Gospels. Martha was full of doing (obligation) while Mary simply sat at the feet of Jesus to listen. Jesus said to Martha, “Mary has chosen what is better and it will not be taken away from her.”

It has been said that there is a hole in every human heart that only God can fill. It is why mankind seeks in all kinds of ways to discover the transcendent and relate to God even when looking in the wrong places. The reason for this is that our hearts were designed from the beginning for relationship with our creator. We were designed for Him! It is integral to being made in His image. That is why the longings of our hearts are never completely satisfied by anything else – or anyone else. As image bearers we are never complete until we are connected in heart relationship with the One who created us and the closer that relationship the more complete we become.

Positional and personal authority

Authority is an interesting concept. There are really two kinds of authority: positional and personal. Positional authority is based on one's position and responsibility in the workplace. Personal authority is the standing I have with others because of my behavior, values, treatment of others and morality. 

What is interesting is that it is possible to have positional authority without personal authority. Here, someone above us has title and position but does not have credibility or respect in our eyes. They think they have authority but it is actually a weak authority because they lack the trust of those they lead.

This is true of leaders at all levels whose personal lives, treatment of others, competencies, attitudes, or behaviors are not worthy of respect. Those under them may cooperate because they must but it is not a cooperation or followership based on respect or trust. And a leader who does not earn the respect and trust of those they lead is a leader who cannot truly lead. 

It is precisely these leaders who often make it clear to those they lead that they have positional authority over them ("I am the boss"). This is a sign of a lack of personal authority, a result of their lack of personal influence. Because they lack personal influence they are forced to use the positional authority card. Interestingly, those who must lead from primarily positional authority usually see those they lead as serving them, rather than them serving those they lead. 

This raises the question of which kind of authority is the most powerful. Without a doubt it is personal authority where people listen, respect, follow and cooperate based on who we are rather than position or titles we have. It is a life that has authority based on its authenticity, care for others, moral fiber and consistency. There are many who have personal authority but not positional authority. Personal authority is all about the influence one has with others and it can be very powerful indeed. 

Through personal authority, anyone in any position in an organization can have significant influence. In fact, in many cases, people who are not in positions of positional authority have more influence than those who are.

Healthy leaders lead from personal authority first and positional authority second. They are truly servants of those they lead which gives them huge credibility. Their lives and commitments give them influence with others and the respect of others.

All of us can develop personal authority and influence regardless of the position we hold or the titles we have. In fact, in healthy organizations only those who have personal authority are put in roles of positional authority.

TJ Addington of Addington Consulting has a passion to help individuals and organizations maximize their impact and go to the next level of effectiveness in both the for profit and non profit sectors. He can be reached at tjaddington@gmail.com

Redefining what it means to be pro life

I would like to redefine the "life" issue from a one topic agenda to a holistic view of life from a broader theological framework. Being pro life for me is not being anti abortion (although I am) but about understanding the sacredness of all human life and what it means to be a life giver like Jesus (John 10:10) in all situations. 


Why is human life sacred? Because God imbued it with an eternal soul! This is part of what it means to be made in His image. This is why God was so angry when Cain killed Able in the worlds first homicide. He had taken the life of a living person with an eternal soul who was made in God’s image. That eternal soul is a reflection of God’s eternal being and to treat it without the greatest dignity is to demean God Himself.

How we treat other human beings matters because they are made in His image. Unlike the animal kingdom they have eternal souls. This is the foundation of the command, “Thou shall not kill.” This is why Able’s blood cried out to God when Cain killed him (Genesis 4:10). This is also why God demanded strong punishment for those who murdered others, "For in the image of God has God made mankind (Genesis 9:6)."

Based on this understanding of the sacredness of human life, it was the early Christians who fought against the infanticide of unwanted infants in the Roman empire. It was Christians who cared for those dying of the plague throughout the Middle Ages, at the risk of their own lives. It is why Christians established orphanages, hospitals and homes for the elderly. Human life is sacred. It possesses an eternal soul. It is to be honored, cared for, and treated with dignity and respect. Anything that detracts from the dignity of human life is to be resisted. It possesses an eternal, God given soul.


This is why we care about those that others often ignore: the sick, the elderly, the marginalized and the disabled. It is the "widows and orphans" that scripture talks so much about. This is why we care about issues like human trafficking, pornography, prostitution, racial discrimination, injustice, famine and the atrocities of war. Human life is sacred and anything that takes away from its dignity is an affront to God and the image He gave each one.


Being pro-life is caring about the dignity of all people, understanding the intrinsic value of all people based on their eternal soul and being made in the image of their creator. I want to be pro-life in every relationship I have by treating each individual with dignity and honor.

A common leadership trap: Adding without subtracting

As leaders grow they take on new responsibilities. Often however, they fall into a common leadership trap by not jettisoning other activities to make space for the new. You cannot add without also subtracting! If you do, margin disappears and the quality of what you do is not what it should be. 


Regardless of our abilities we all have a finite amount of time and energy. We choose what we place in that available time and energy. But once full it is full. To put something new in requires that we take something old out. For something new to grow, something old must die, or be passed on to others.


Why do we hold on when we should let go? We know how to do something and may be very good at it. We may not like to disappoint people who want our time or attention. We may not be good at saying no. Or we enjoy doing it. Whatever the reason, to put something new in requires that we take something old out. 


This is actually the price of personal growth. Without taking on something new we don't grow. So the price of growth is to let go of other things that we have already mastered. As we grow in new areas our effectiveness also grows. The cost is giving something else up. You cannot effectively add without also subtracting.


What do you need to subtract?

Five mistakes to avoid in negotiating conflict

Conflict between individuals and organizations can either bring out the best or the worst in us. Too often it is the latter but that does not need to be the case. While conflict is a fact of living in a fallen world, there are ways to negotiate conflict in an honorable and God honoring way. We cannot control the behavior of the other party but we can determine ours. 


Avoid demonizing the opposing party. One of the reasons that conflict becomes so acrimonious so fast and continues to degenerate is that parties demonize the other. In doing so, they paint the other party as all bad. Once we believe that the other party is totally wrong or bad it becomes a self fulfilling prophecy and rationale discussion is no longer possible. The other party may be displaying poor EQ, may be faulty in their thinking and may have poor motives but keep from making the conflict personal by demonizing them personally. 


Avoid sweeping statements. Facts matter in conflict. Stating provable and truthful facts is important. Sweeping statements that color the other party, their motives or their behaviors usually move beyond facts to our interpretation of those facts and it raises the level of conflict. If one cannot verify something, it is best not to raise the issue. Stick to what you know, can verify and avoid statements that are simply your assumptions, interpretations or exaggerations, or which go to the motives of the other party which you cannot know for certain.


Don't bring others into your conflict except to help resolve it. Involving others in conflict by rallying them to one's cause simply enlarges the conflict by enlarging the circle of individuals involved. It is like adding fuel to an existing fire and the likelihood is that additional people will be hurt. Keep the conflict between the principle parties and only bring others in to help resolve the issue.


Don't die on anthills. Choose carefully what issues really matter and must be resolved and what issues are trivial and in the end unimportant. Some people are obnoxious about needing to be right about everything. Don't be one of them. Some things just don't matter. 


Don't do it alone. Conflict, especially emotionally charged conflict, can significantly skew our own perspective. Emotions can get in the way of rationale thinking. Talk to someone you trust who can help you keep a proper perspective, counsel you on how to respond and help you avoid responses that will be unhelpful. This is not someone who will simply agree with you but someone who will give you wise counsel and who has no stake in the conflict.


Scripture talks a lot about wisdom, truth, discernment and peace. Conflict is inevitable in a fallen world. Seeking to deal with conflict in ways that honor Jesus and display the Fruit of the Spirit should be our goal.