Sticker shock in missions

It often surprises people when mission candidates share the amount that they need to raise per month. One candidate in the process of raising support told me that they will often hear "Wow, I don't make that much" when they explain that they need to raise $6,000 per month. 


Not so fast! Missionaries in our organization make a fair but modest income. But, we are not comparing oranges with oranges when thinking about our income and what missionaries need to raise.


Think about this. The total amount a missionary raises includes the following:

• salary
• health insurance*
• travel expenses (for all ministry related travel domestically and internationally)*
• ministry expenses*
• cost of educating children overseas
• housing
• taxes (including all of social security)*
• continuing education*
• retirement*
• cost of setting up a home overseas

Each of the starred items are "hidden costs" in the United States as these are paid partially or fully by employers and never show up as compensation. In addition, there are expenses missionaries have that most of us don't including the need to pay for the education of children.

If they are living in cities with high housing costs (often the case in Europe and Asia) the housing costs are significantly higher than the United States. It is not unusual for a modest flat in a place like Hong Kong to cost $3,000 per month!


In addition, whatever ministry expenses a missionary has must come out of their support. Travel to coach or train nationals, for instance, comes out of their ministry account (which they must raise). In today's world, many missionaries live in one place but travel to multiple countries training, coach and mentoring. All costs which come out of what they must raise.

What we often don't think about are the actual costs of ministry personnel in our local churches. On top of salary you have benefits paid by the church, the cost of offices and facilities, the cost of support personnel who assist them as well as the covering of ministry expenses. It is a much larger bill than we often realize. With missionaries the difference is that everything shows up in what they need to raise. There are no hidden costs.

Ironically, mission incomes are quite modest. It is the ancillary costs that are not. The next time you have sticker shock remember what the number means - and does not mean.


One final comment. We should never use the cost of sending missionaries as an excuse to no longer send long term personnel internationally. That would be to abandon the call on the church to fulfill the Great Commission. It is true that in today's world the role of missionaries is changing but not the need. 

How do we help people grasp the fact that lost people are lost and face an eternity without Jesus?

It is not politically correct to state this. We don't like to hear this. Many evangelicals in their bones do not believe this. Lost people (those who don't know Jesus) are lost and without a relationship with Him they are destined for an eternity in hell. In the words of Jesus, "Then he will say to those on his left, 'Depart from me, you who are cursed, into the eternal fire prepared for the devil and his angels (Matthew 25:41).'"

Many American believers like to believe that "all roads somehow lead to God and to heaven." We like to believe that because it fits our politically correct culture and Satan has convinced many Christians that a loving God would not allow "good" people to go to hell. It is like hoping that we will somehow not die one day. It defies the laws of human existence, just as hoping our lost friends, family and colleagues defies the laws of God's clearly stated truth.

If we cannot trust the Scriptures that those who are lost for eternity will not be in heaven how can we trust the Scriptures that those who know Jesus will be in heaven. Scriptures are either truthful or not and on eternal destinies there is wonderful news and terrible news.

How do I know that many Christ followers don't believe in the reality of eternal hell for all those who don't know Jesus? Surveys tell us that! But more importantly, lifestyles tell us that. If we really believed in an eternity without God would we not be more motivated to pray for our unsaved friends, spend time with them, share the Good news with them and do all that we could to see them introduced to Jesus? It would also motivate us to generously resource the global missions of the church to reach those who have never had a chance to hear the Gospel.

We are more motivated today to talk to others about the diet we found that is working for us than we are Jesus who changed our lives forever - and can change theirs. Why? We possess the most amazing gift anyone could ever have and we are too shy or fearful to share that news with others. 

The fact that those who don't know Jesus are destined for eternity without God needs to be a conversation we have with ourselves, with others and for those of us in Christian ministry with our constituents. It is not evangelism motivated by guilt but motivated by deep love, compassion and concern. How many people do we come into contact with daily who are the living lost and one day will be the eternally lost?

If you struggle with sharing the good news of Jesus, it starts by developing relationships with unbelievers. Those conversations inevitably lead to talk about our lives and struggles which gives us open doors to talk about faith and Christ. It is very simple. We underestimate the power of the Gospel's simple message to penetrate hearts. Not because we were convincing but because the Holy Spirit takes that message gives it understanding in those who are seeking. All we need to do is to share.

Emerging leaders

After spending several days with a bright group of emerging leaders in dialogue about the heart, leadership, strategies and spiritual transformation I am reminded of the significant responsibility that seasoned leaders have toward the next generation. If we don't pour into them who will?

Some of these were in missions, others in the local church, some in business. What characterized them was a hunger to learn, to explore, and to pick the brains of those of us who were presenting and dialoguing with them. I was personally challenged by their passion and commitment to Jesus - and their desire to lead well.

All of us have people in our circles who fit the description of emerging leaders, whether it be in the church, in other ministry contexts, in missions or in business. Our willingness to give ourselves away to them is the indicator of how much we value ensuring that the next generation is equipped and envisioned for the world they will inherit from us.

While leadership growth never stops, those of us who have led, who have paid dumb tax and learned lessons along the way, who have experienced failure and success, been humbled, and who  been forged in the midst of difficulties and challenges - have a lot to contribute to those who are emerging in the next generation of leaders. They will lead differently but their leadership can be deeply informed by others who will pour into them.

This is a 2 Timothy 2:2 issue: Multiplying ourselves so that the cause of Jesus is multiplied in our world. What are you doing to see that happen in your circle? Remember, life is not about us but what we leave behind us.

Transformational Leadership

There is much discussion around the issue of transformation today, as there should be. One thing that we often overlook is that ministries are  often deeply in need of transformation and renewal as well and it is the job of leaders to see that happen. I call this transformational leadership.

Transformational leadership in the Christian ministry arena is the deliberate creation of healthy, empowered, Spirit led, collegial and effective ministries. It is the opposite of managing the status quo. Instead, the transformational leader sees his or her job as bringing transformation to all areas of the  organization where malaise, bureaucracy, lack of Spiritual sensitivity, unempowement, lack of missional clarity or alignment and focused results has crept in. This is not a one time thing but an ongoing concern. Organizational renewal is always ongoing.

It is organizational change designed to breath life, spiritual vitality, missional clarity and focused results into it. The transformational leader applies the principles of spiritual transformation into an entire ministry organization. On the individual side they create a culture where spiritual transformation is encouraged and on the organizational side they create a culture where spiritual vitality and missional clarity can flourish.

All good leaders are change agents toward healthy organizational structures, cultures and ethos where individuals can flourish and be all that they were made  to be. Because organizations slide toward institutionalism and comfortable, leaders are constantly ensuring that they stay missional and focused. When a leader ceases to be a transformational leader they cease to be effective.

Transformational leadership starts with leaders who make transformation in their own lives a priority. One cannot take others where one has not been themselves. They are then deliberate in creating the healthiest environment within the ministry or team that they lead. 

Are you a leader or a transformational leader and what does that look like for you and your organization? Where is your organization in need of renewal?

13 Leadership secrets from TJ

Clarity
The first job of leaders is to provide maximum clarity to those they lead about what their organization is about and how they will do what they do. The second job of leaders is to ensure that there is alignment around that clarity. The third job of leaders is to ensure that there are results based on that clarity. Leaders are the chief evangelists for the clarity they have defined for the organization.


Simplicity
Ministry is complex. Complexity is confusing. The job of leaders is to simplify complexity. Leaders simplify, simplify and simplify until all important issues can be explained on one sheet of paper.


Altitude
Leaders understand the altitude that they need to fly at in order to lead well and resist the temptation to dip down to fly at an altitude others are supposed to be flying at. Leaders do not disempower others in the organization by dipping down and doing what others are tasked with.


Empowerment
Leaders empower those who work for them within agreed upon boundaries. They neither delegate without accountability or micro manage and second guess. Leaders empower good people and hold them accountable for results.


Team
A group of missionally aligned and healthy individuals working strategically together under good leadership toward common objectives with accountability for results. Leaders build teams carefully and lead them intentionally.

Resolve

Leaders must have the resolve to follow through consistently with the clarity they have established. Clarity means nothing without the consistency of disciplined execution in a same direction. Leaders have staff who learn never to question their resolve.


Trust
Trust is a function of clarity + consistency + fairness + keeping one's word + authenticity + serving those on one's staff. Leaders always keep coinage in their trust account.


Failure
If one never fails one is living and leading too cautiously. Where there is not permission to fail there is no entrepreneurial thinking and where there is no entrepreneurial thinking there is no significant progress. When failure occurs, leaders practice autopsy without blame.


Evaluation
The mantra is plan, do, check, adjust. Leaders evaluate constantly.


Wisdom
Common wisdom is very common and rarely wisdom. Leaders think like contrarians, always asking why and why not? Leaders do not automatically go with the flow. Rather, they question the flow and look for new and better ways to do what they do. Leaders question conventional wisdom frequently.


Change
Tweaking is fear based change and one cannot tweak one's way to a new future. Leaders look for the game changers that change everything. A few truly significant decisions each year are more powerful than many insignificant decisions.


Results
Leaders never mistake activity for results. Everyone is busy but not everyone sees the same results. Leaders distinguish between activity and activity that yields intended results.


Intentionality
Leaders are deeply intentional in how they live and lead. They never settle for accidental living. Leaders know what they are about, what their priorities are and what they should say no to.

Organizational pride and humility

Pride is not only an issue for individuals but for organizations as well. Ministries can be prideful or humble and while it is not always seen on the inside, it is usually evident from the outside.


Take a church, for instance, that experienced great success in its past. It was well known and looked up to. Years later when it has passed its prime the leaders and congregation still think of themselves as "that" church that had once been - proud of who they are when in fact they are long past that era and in serious need of change and renovation. What keeps them from that change? Pride!


Organizations tuat are proud become organizations that stop learning, listening to others, and become stuck in whatever era it was that saw their greatest success. Humble organizations are the opposite. They know they have a lot to learn, know that times and circumstances change and are always looking for ways to learn and grow.


Pride is as destructive to ministry organizations as it is to individuals. It inflates importance and therefore decreases a humble attitude of learning,. It overvalues itself and undervalues others. In doing so it becomes insular and sees no need to cooperate with others. After all, it has a corner on the ministry market. 


And it is a dangerous place to be because that corner is an illusion and the moment we stop learning, cooperating and valuing others our own decline is set in motion. We may not know it for a number of years but it will set in. 


I want the organization I lead to be the best that it can be. But that best is predicated on being a humble, learning, cooperating, giving and servant organization. Pride destroys effectiveness while humility promotes it.

Brokenness is the way to wholeness

Recently I have had the privilege of hearing the stories of a number of couples who are vibrant followers of Christ with strong marriages and a deep commitment to ministry. They all have something in common: their wholeness came through deep brokenness along the way.


It is the way of growth for those who follow Jesus. Mary Ann and I know this as well which is why we wrote the book When Life Comes Undone: Walking in Faith when Life is Hard and Hope is Scarce. 


Why the dichotomy of wholeness through brokenness? It is quite simple: It is in our brokenness that we finally allow God to do the renovation work in our lives that brings the healing and joy of wholeness. God's construction of healthy comes on the heals of the deconstruction of our lives that pain brings. 


One of the common themes among these couples is that they are deeply thankful for the brokenness they experienced. It was in their pain that they faced the bitter realities of their own sin and need and in the process found the amazing grace of Jesus' forgiveness and healing. They would not be where they are today without the dark night of the soul they experienced along the way.


Freedom and wholeness come to those who press into Jesus in their brokenness. That is why I call pain and suffering - no matter its source - as an unlikely gift. It is a wonderful thing to come to the place where we have nothing to trust in but God. When He is all we have, we realize that He is all we need. In the wake of the deconstruction of our lives through pain we experience the life that Jesus brings (John 10:10).


The key to wholeness of life is that we press in to Jesus and allow Him to do the renovation our lives need. And that usually comes in its greatest form in our deepest time of personal need.