What is in your hand?

I have been reflecting recently on the conversation that Moses had with God at the burning bush. Like us, Moses felt completely inadequate to do what God was calling him to do. And of course he had numerous objections to his ability to do what God was asking him to do.

One of the most interesting parts of the conversation takes place in Chapter four. "Moses answered, "What if they do not believe me or listen to me and say, 'the Lord did not appear to you?' Then the Lord said to him, 'What is that in your hand?' 'A staff' he replied. The Lord said, 'Throw it on the ground.' Moses threw it on the ground and it became a snake and he ran from it....."

Now there was nothing significant about a staff, every shepherd had one. But God took what was in Moses hand, an ordinary staff and used it for his purposes. I am convinced that God never calls us to do something for Him without giving us what we need to do it and it is often right there - in our hand.

Here is a great example from the missions world. A few years ago when there was political instability in Cote d'Ivoire and Guinea refugees began pouring into Liberia. Titus Davis, a movement leader in Liberia was moved in his heart to minister to the refugees since he and so many Liberians had lived as refugees during their civil war. Rather than writing to others for money, he contacted churches in Monrovia and asked them to help. They collected some money and purchased bags of rice and bundles of used, clothing, put it all in a taxi and headed to the refugee camps by the border.

He and another couple of leaders began sharing the food with pregnant women and nursing mothers as well as giving the clothes to those in need. He had been trained in the chronological storytelling evangelism strategy and while they were ministering to the physical needs of people he was telling them stories of God's redemptive plan. 

These refugees were almost 100% Islamic, but they were moved in powerful ways by the compassion of Christ and the story of redemption demonstrated by Titus and his friends. People followed him home every evening wanting to know more about Jesus. People came to Christ and churches were planted. 

Some of these folks wanted to know how they could share this with their people when they returned home so Titus began training them in the story telling evangelism strategy (orality) and eventually did multiplication church planting training with them. When the civil unrest ended and people returned home to both countries, church planting followed because one leader took what he had in his hand and trusted God to use it.

What is in your hand that God can and wants to use? 

  

Why humility is so important in leaders

There are many things that make for a truly good leader but there is one thing that no good leader can do without - humility. Think of how many times humility is referenced in Proverbs.  One cannot be the kind of leader God wants without a great deal of humility.

When pride comes, then comes disgrace, but with humility comes wisdom (Proverbs 11:2).

Humility is the fear of the Lord; its wages are riches and honor and life (Proverbs 22:4).

Life is not about me
It is easy for leaders to forget that. Leaders get attention, they often get credit and it is easy to slip into a mindset that life revolves around us. It doesn't even if we think it does. When we live in pride we focus on ourselves. When we live in humility we focus on God and others. There is no leader who has fallen who did not start to believe that life was about them - which is why they got into trouble. 

The ministry I steward is not mine
How big is your church. Tell me about your mission! How subtle it is but how easy it is to start to believe that what we lead is somehow ours. It isn't. It is God's and we are simply stewards on His behalf for His fruit in dependence on His Spirit. We ought to be proud of what God has done and does through the ministry we steward but we cannot allow pride to creep in to the place where we think it is our ministry. Humility reminds us that we steward a ministry or a team for a season and then we pass it on to the next one who will steward it well. 

The team I lead is not there to serve me
Humble leaders serve their team in order for the team to be as successful as it can be and its members as fruitful as they can be. Prideful leaders take their teams for granted and expect that the team is there to serve them. Not so! Jim Collins talks about level five leaders who serve their teams and live with great humility. He is right. It is New Testament leadership where leaders serve rather than are served. Only humility makes that possible.

My ideas are not the only ones that matter
Proud leaders talk a lot. Humble leaders listen a lot. There is no robust dialogue with leaders that think they have a corner on ideas or direction. Only humble leaders are willing to hear things that they don't like to hear, listen to differing points of view and be open to honest feedback. A sign of humility in leadership is the extent that honest, open, candid dialogue can be had - with the leader present and even to him or her. 

The moment I start to believe my own press it becomes about me. When I take credit for what the team has done or what God has done it is about me. As soon as it becomes about me it is no longer about Him. To the extent that I live in humility it is about Him and to the extent that I live in pride it is about me. And it is very easy to slip from humility to pride. It takes a significant effort to stay on the side of humility.

What altitude are you flying at?

One of the critical issues for leaders is to determine what altitude they need to fly at and then do their best to stay there. For instance, as the leader of an  organization, my responsibility is to fly at the 40,000 foot level so that I can see the horizons from the best vantage point. My senior team members need to be at 30,000 feet and their area leaders at 20,000 feet and many more will be at ground level.

If I default to flying lower than I should be (by getting into issues that someone else should be dealing with), I am compromising my leadership because I have defaulted to old habits and old responsibilities. My job is not to deal with 20,000 foot issues but with 40,000 foot issues.

Joel is a leader who rose through the ranks of a mission organization to become a senior leader in that organization. He started as a missionary 'on the ground,' then became a team leader, soon an area leader and then a senior leader. In this role he needed to be flying at 30,000 feet but there were things he loved to do at the 5,000 foot level and he had a habit of 'losing altitude' to get into things he used to do and enjoyed doing. Yet he was now responsible for a huge area of the world, scores of missionaries and many national partnerships.

His leader had to coach him to stay at the 30,000 foot level. Could he still do the things he used to do? Not personally. If he wanted those projects to get done he had to find someone to do it through rather than doing it himself. His altitude was 30,000 feet as a leader, not 5,000 feet. It took coaching and practice but he learned to stay at the right altitude.

This does not mean that leaders are aloof or distant from those they lead. Leaders are always with those they lead. What it means is that we are doing those tasks that are appropriate for our current role and have given up those things that were appropriate for our past role. You cannot take on new responsibility - and do it well - without giving up old responsibility.

Further, when we hang on to the old tasks we disempower those who should be responsible for those tasks. Remember, healthy leaders make the transition from independent producer to leading through others. This transition - related pain of loss is a natural result of agreeing to fly at a higher altitude than we previously did.

Understand the altitude that you need to fly at and stay there. It is a transition from a lower to a higher altitude. It requires you to give things away, empower others and ultimately to lead at the level you need to lead. When you lead at the right altitude, you allow others to lead at their appropriate altitude.

Laggards in churches and ministry organizations

Laggards, those who will resist change of any kind are found in every congregation and every organization. They are highly resistant to change (they are traditional - they like the way it is and always has been). My friend Larry Osborne from North Coast Church in Vista, California calls these folks "squeaky wheels."

Laggards are usually a small minority (perhaps 16 percent) that cause a whole lot of heartburn for leaders for one reason: They can have very loud voices and cannot be convinced.

They are the individuals who speak the most and the loudest and are often the most negative. Because they are loud, others in your congregation or organization may wrongly assume that their view is held by many.

Leaders often spend an inordinate amount of time trying to placate the squeaky wheels. Someone has said that 80 percent of our time is often spent trying to keep 20 percent of our organization happy. It is not a wise use of our energy.

Think about that! No matter how much time you spend trying to convince the squeaky wheels, you will not be successful. They are deeply change resistant. You are wasting your time, because they will always find something to squeak about. They are not bad folks, they are simply wired to resist change.

We would be better off allowing squeaky wheels to squeak and work to convince the other folks in the organization who can be moved, than to waste precious time and energy trying to convince folks who will not be convinced. Love them, listen to them, and don't assume that they speak for the majority. Usually they do not.

The dysfunction of ambiguity

Where there is not a high degree of clarity around who we are and where we are going, it is very difficult to know how to make good decisions (based on what?) or to know how to focus one's efforts. One of the main jobs, if not the most important job of a leader is to bring clarity to those he or she leads on what the organization is all about and how it will function.

Ambiguity is ubiquitous in ministry organizations. Often our mission is so broad that it cannot be quantified and our values so general that they cannot really be used to define who we are and how they impact the day-to-day activities of the ministry. Most ministries have never defined the central ministry focus that they must concentrate on day in and day out if they are going to have maximum impact. And it is rare to find a ministry that has thoughtfully and carefully defined the culture that they are committed to intentionally create for the health of the organization.

Ambiguity around these core issues makes it very difficult to achieve any kind of significant organizational alignment because one does not have anything with which to align. It also means that team members can claim to be in alignment whether or not they are because the alignment mechanism is so loose.

On the other hand, it is deeply refreshing to find organizations that are crystal clear about who they are, where they are going, the central ministry focus they must have, and the culture they are creating. Where you find this clarity, you also find highly motivated and focused team members who, because of the organizational clarity, have great personal clarity as well. Getting to clarity is hard work but it is some of the most important work that leaders will do and it has a huge impact on the organization's ability to see true results.

Lance Armstrong: A lesson in not hiding things

Lance Armstrong was once known for his amazing tenacity in fighting cancer - and it is a fitting legacy. Then he was known for being the cancer survivor who owned the Tour de France, an even more amazing legacy. Now he is faced with knowing that he will be most remembered for cheating and lying about that cheating in order to win. He will be remembered for deception.

It is easy for us to look at others and throw stones. In fact, when the sin of others more egregious than our own, by our standards it makes us feel good in comparison. After all we are not as bad as that person. Unfortunately when I look in the mirror I know that I am as able as Lance to hide, to deceive and to pretend. It is the human condition and its seeds reside in all of  us. I am that man just as he is that man.

I feel bad for Lance and his family. I don't justify what he did but I know that but for the grace of God go I. We often hide little things which can become bigger things as our conscience becomes OK with the little things. Yet, at the root of it, whether we hide small or large, it is our lower sinful nature that drives the hiding.

There is great freedom in living in the light. Being aware of our sinful tendencies and asking the Holy Spirit for help in overcoming them. There is great freedom in acknowledging our dark side when necessary for the freedom of truth rather than the deception of lies. When we do, deception gives way before truth and light and forgiveness. Deception is bondage. Repentance is freedom.

Living in the light starts with the little things and it is the habit of living truthfully in the small things that gives us the ability to do so with the big things. Lance did not start his deception with large things but with small things. We can prevent the progression of a life of deception by living in truth in even the small areas of life. Jesus came to set us free - really free! Let's allow him to do that.

Do core values or guiding principles really matter?

Do core values or guiding principles really matter? They do if we are serious about them because when we carefully craft them, know them, live them and align our ministry decisions to reflect them they form the culture or the DNA of our church or ministry.

I recently came across the core values of a new church plant in Athens, Georgia: Living Hope Church Athens. Reading them I immediately knew what kind of church they aspire to be. It is a DNA that would please Paul who wrote to the Ephesians about what it meant to be a healthy church.

Of course such values mean nothing if not lived out in the day to day life of a church. Knowing the church planter on this one I believe they will be. Does your ministry have a defined set of values that define your culture, that everyone knows, that all are committed to and that guide your decisions?

Our core values

Gospel-centered

We will seek to bring everything back to the Gospel of Jesus Christ, the Good News of salvation in Him.

Theological Worship

Our worship will seek to combine biblical truth with the freedom of the Spirit.

Prayer Saturated

As a declaration of dependence on God, we will seek to make prayer the foundation of all we do.

Authentic Relationships

People are encouraged to be transparent about their struggles and victories.

Expository Preaching

Preaching through books of the Bible will be our normal way of teaching.

Discipleship

We will help people progressively grow in their maturity such that they can assist others in doing the same.

Word and Spirit

We want God’s Spirit to be free to move, while filtering everything through the Word of God (i.e. Bible).

Elder Governance

The plurality of godly elders will be the authoritative leaders of the church.

Welcoming

We will be proactive about welcoming people of all ethnicities, social status, church backgrounds, etc.

Church Planting

We will seek to plant many churches out of this church.

Our vision is to be a Word-rooted, Spirit-empowered, and culturally-engaged church that seeks to bring:

·         salvation to the lost,

·         healing to the hurting, and the

·         training of leaders

to help reach the world for Jesus Christ.