As you read the news please pray for Christians in Ukraine and Crimea who are directly impacted by this conflict.
Tuesday, March 25, 2014
Sunday, March 23, 2014
Jesus and leadership
No, this is not another blog about Jesus as a CEO. Rather it is the proposition that the best leaders have Jesus at the center of their leadership. This applies to leaders in the marketplace or ministry!
How does Jesus change the leadership paradigm? Consider these factors.
When Jesus is truly at the center of our leadership we treat people differently than when He is not. Jesus cares deeply about people and leaders who have been transformed by Christ naturally want the very best for their staff. Jesus never used people, rather He served people and the same is true for those leaders who live with Jesus at the center of their lives.
When Jesus is truly at the center of our leadership we create transformational cultures in the workplace that are life giving rather than life taking. I am passionate about this because I encounter many ministries with toxic or unhealthy work cultures. Either our own workplace is seen as unimportant - after all we are doing ministry, or the dysfunctional nature of the leader shows itself among their staff. Transformed leaders, however, should be committed to life giving work environments and if Jesus is at the center of out leadership that will be the case.
When Jesus is at the center of our leadership, we create teams committed to a common mission rather then building ministries around ourselves. In general, personality driven ministries reflect the hubris of the leader while team driven ministries reflect the humility of the leader. Even Jesus, the creator of the universe was intent on sharing his ministry with His disciples as He developed, coached and mentored them.
When Jesus is at the center of our leadership we live with humility. We apologize when we need to, tell the truth when news needs to be shared, give away credit for success and take responsibility for failure. In addition, we manage or dark side carefully knowing that when it shows up it hurts those we lead. Our goal is always to be a life giver rather than a life taker (John 10:10).
When Jesus is at the center of our leadership we fill our hearts with His truth, and seek genuine transformation of our own lives knowing that what is inside is what will spill out into our leadership. That means that our leadership is not the most important issue for us. Rather our relationship with Jesus is the central thing for without that our leadership will be shallow and life taking rather than life giving and transformational for those we lead.
For believers, Jesus has absolutely everything to do with our leadership: it's quality; its focus; its motives and it's life giving quality.
(Written from Oakdale, MN)
How does Jesus change the leadership paradigm? Consider these factors.
When Jesus is truly at the center of our leadership we treat people differently than when He is not. Jesus cares deeply about people and leaders who have been transformed by Christ naturally want the very best for their staff. Jesus never used people, rather He served people and the same is true for those leaders who live with Jesus at the center of their lives.
When Jesus is truly at the center of our leadership we create transformational cultures in the workplace that are life giving rather than life taking. I am passionate about this because I encounter many ministries with toxic or unhealthy work cultures. Either our own workplace is seen as unimportant - after all we are doing ministry, or the dysfunctional nature of the leader shows itself among their staff. Transformed leaders, however, should be committed to life giving work environments and if Jesus is at the center of out leadership that will be the case.
When Jesus is at the center of our leadership, we create teams committed to a common mission rather then building ministries around ourselves. In general, personality driven ministries reflect the hubris of the leader while team driven ministries reflect the humility of the leader. Even Jesus, the creator of the universe was intent on sharing his ministry with His disciples as He developed, coached and mentored them.
When Jesus is at the center of our leadership we live with humility. We apologize when we need to, tell the truth when news needs to be shared, give away credit for success and take responsibility for failure. In addition, we manage or dark side carefully knowing that when it shows up it hurts those we lead. Our goal is always to be a life giver rather than a life taker (John 10:10).
When Jesus is at the center of our leadership we fill our hearts with His truth, and seek genuine transformation of our own lives knowing that what is inside is what will spill out into our leadership. That means that our leadership is not the most important issue for us. Rather our relationship with Jesus is the central thing for without that our leadership will be shallow and life taking rather than life giving and transformational for those we lead.
For believers, Jesus has absolutely everything to do with our leadership: it's quality; its focus; its motives and it's life giving quality.
(Written from Oakdale, MN)
Five questions that can help you deal with almost any issue
My good friend Edmund Chan, former pastor, ministry leader and a coach and mentor to many recently shared these five questions with the senior staff of ReachGlobal. They are brilliant! Take and issue and apply them to the five questions and see where you end up.
(Written from Oakdale, MN)
1.
Why is it so important?
2.
If it is so important why is it so neglected?
3.
What is it all about?
4.
What makes it so difficult?
5. How can it best be accomplished?(Written from Oakdale, MN)
Friday, March 21, 2014
Leaders and wisdom: Six important principles that contribute to wise decision making
How often have you watched a leader, ministry or company do something incredibly stupid with significant unintended consequences? The visceral reaction of "that was really dumb" is really another way of saying, "that decision lacked wisdom." Let's be clear, all of at some time have been guilty of acting with a lack of wisdom. For leaders, however, wisdom is one of the most important commodities and its deficit over time can lead to significant leadership failures.
Wikipedia defines wisdom as "the ability to think and act utilizing knowledge, experience, understanding, common sense and insight." In other words, it is the ability to take information that is available to everyone, synthesize it well and apply it to a specific situation for the best possible result.
While I believe there is a spiritual gift of wisdom and that the Holy Spirit is a giver of wisdom, the components needed to make wise choices and decisions are available to believers. The question is why some make better decisions than others. For all of us this is an important question. For leaders it is especially important as their decisions impact others around them.
I would suggest that the answer lies in these arenas:
Wikipedia defines wisdom as "the ability to think and act utilizing knowledge, experience, understanding, common sense and insight." In other words, it is the ability to take information that is available to everyone, synthesize it well and apply it to a specific situation for the best possible result.
While I believe there is a spiritual gift of wisdom and that the Holy Spirit is a giver of wisdom, the components needed to make wise choices and decisions are available to believers. The question is why some make better decisions than others. For all of us this is an important question. For leaders it is especially important as their decisions impact others around them.
I would suggest that the answer lies in these arenas:
- Wise leaders take longer to think through a decision allowing the information they have and the various consequences of the decision to be understood before they act.
- Wise leaders engage others in the decision making process, knowing that they are unlikely to see all the angles of the situation well. They especially talk to the stakeholders who will be impacted by their decisions.
- Wise leaders ask God for divine insight that comes through the Holy Spirit.
- Wise leaders do not act out of emotion but out of conviction and are able to wait till emotions have cooled.
- Wise leaders have a set of guiding values and principles that guide their lives and will not violate those in making decisions. This prevents them from straying from their own convictions.
- Wise leaders are willing to back away from their decision if it becomes clear that they have missed something important.
All of us have access to the same information. It is how we utilize that information in making decisions that makes the difference between wise and unwise decisions.
(Written from Berlin, Germany)
(Written from Berlin, Germany)
Moving from illusion to reality
Many churches and other Christian ministries (along with their staff and boards) live in illusion. Their illusion is that all is well, that they are making disciples, that they are seeing significant new fruit or that they are a healthy church. It is often illusion because it is what they desire to believe about themselves but it is often not the true reality.
Why live in illusion? It is a comfortable place to be as it allows us to believe that we are doing well. And we all want to do well. But, without a specific plan in any important ministry area we cannot move our ministry from illusion to reality. Getting to reality requires a plan, intentionality and the ability to measure the result.
Let's take disciplemaking. Very few churches if asked have an intentional disciplemaking process. Even fewer have built disciplemaking into the very fabric of who they are so that it touches everything they do and everyone who is involved. And finally it is a rarer thing still to have a way of measuring the results of these efforts. Yet, without these kinds of steps the church is living in the illusion that they are doing well.
Here is an interesting exercise. Have you staff or board list the most important issues that you believe the church ought to be doing well in from a scriptural point of view. Then ask these simple questions:
Why live in illusion? It is a comfortable place to be as it allows us to believe that we are doing well. And we all want to do well. But, without a specific plan in any important ministry area we cannot move our ministry from illusion to reality. Getting to reality requires a plan, intentionality and the ability to measure the result.
Let's take disciplemaking. Very few churches if asked have an intentional disciplemaking process. Even fewer have built disciplemaking into the very fabric of who they are so that it touches everything they do and everyone who is involved. And finally it is a rarer thing still to have a way of measuring the results of these efforts. Yet, without these kinds of steps the church is living in the illusion that they are doing well.
Here is an interesting exercise. Have you staff or board list the most important issues that you believe the church ought to be doing well in from a scriptural point of view. Then ask these simple questions:
- Do we have a real plan?
- Do we have a description of what we are after?
- Are we being intentional?
- Can we measure the result?
- How are we really doing?
- Based on the above are we living in illusion or reality?
These questions can be applied in the local church, on the mission field and in any Christian ministry. Of course the only individuals who will ask the questions are those who desire to live in reality rather than illusion.
(Written today from Berlin, Germany)
(Written today from Berlin, Germany)
Thursday, March 20, 2014
15 minutes of fame or 45 years of faithful ministry
The ministry world is deeply impacted by its culture when it comes to who we pay attention to, admire and even follow. Our church makes the top 100 growing churches in a certain year, a book hits the big time on the latest and greatest ministry idea or sudden success in an arena engenders attention. Even in ministry 15 minutes of fame can trump 45 years of faithful ministry. And that is an indictment on how we think.
Why do we chase the spotlight or those who are in the spotlight? Why do we assume that their few minutes in the sun means that they are worth emulating or their new idea worth trying? In fact, what does it say about us?
I am always interested in new ideas or good books or new strategies. But I am more impressed with those who have a long track record of faithful ministry, who have gone the distance and who see long term results. Chasing fads or the newest and greatest idea is not a value to me. Chasing those who are enjoying the spotlight is not a value to me or to God - I suspect. It is also not good for the one in the spotlight in many instances who start to believe their own press.
Jesus wants us to chase after Him.
(Written today from Berlin, Germany)
Why do we chase the spotlight or those who are in the spotlight? Why do we assume that their few minutes in the sun means that they are worth emulating or their new idea worth trying? In fact, what does it say about us?
I am always interested in new ideas or good books or new strategies. But I am more impressed with those who have a long track record of faithful ministry, who have gone the distance and who see long term results. Chasing fads or the newest and greatest idea is not a value to me. Chasing those who are enjoying the spotlight is not a value to me or to God - I suspect. It is also not good for the one in the spotlight in many instances who start to believe their own press.
Jesus wants us to chase after Him.
(Written today from Berlin, Germany)
Wednesday, March 19, 2014
The freedom to speak one's mind
In my experience in working with churches and ministry organizations I find many where it is not safe to speak candidly about issues that exist. I am not referring to undiplomatic communication or attacks - just the ability to share honest opinions without being attacked, censored or privately (or publically) shamed. This is nearly always a result of an insecure leader who is unable to deal with candid dialogue and takes any disagreement as a personal attack. And it is a sign of insecurity and low Emotional Intelligence (EQ).
When this happens, there are a number of negative consequences. First, the leader loses major respect among his or her staff. Their defensiveness is seen for what it is - insecurity. Second, when staff cannot talk openly about issues they will end up talking to each other in private or even with others. People need a place to talk. Third, the unresolved issues that cannot be put out in the open fester and become major irritants to those involved and even minor issues can become large issues in the absence of the ability to talk. Fourth, mistrust flourishes! And mistrust destroys otherwise good teams.
Here is a question to leaders who do not invite candid input: Why are you afraid of being questioned or having issues raised? It is not as if they go away in the absence of conversation. In fact, they get larger! It is not as if ignoring the issues solves anything - they just squeeze out somewhere else. Why would you prefer that these topics get discussed behind your back rather than in your presence so that you are part of the discussion?
Another question. What is it inside you that resists hearing what others think when it might be critical of you or something you do? You may not agree with their analysis but what keeps you from hearing it? As a consultant I hear from staff on a regular basis that they cannot be honest with their leader. Does this not hurt the leader as much as it hurts the team? It really makes no sense at all for the leader or the team. I would rather know what people are thinking than not know.
Those who don't listen are not only unhealthy emotionally but have something to prove and something to lose - in their own mind. I prefer to live with a nothing to prove/nothing to lose attitude because that is freedom. If I am wrong in some area, so be it. If someone disagrees with me it is OK. If there is robust dialogue over some issue I can be fine with it. Such a stance prevents discussions from being had in the wrong venues with the wrong people and it fosters the very best ideas in a safe atmosphere. It makes for a healthy team as well as a respected leader.
One can gauge the health of a team and a leader by how many issues they cannot discuss as a group. The more there are the unhealthier the team and leader. And it always ultimately comes back to the leader because teams know where they can and cannot go - that is always a function of the openness of a leader. Some of the largest names in Christian leadership are some of the most closed when it comes to candid discussion and feedback. What does that say about their health?
To make it personal, how open or closed are you? I ask myself the question regularly. I want to lead well.
(Written today from Berlin, Germany)
When this happens, there are a number of negative consequences. First, the leader loses major respect among his or her staff. Their defensiveness is seen for what it is - insecurity. Second, when staff cannot talk openly about issues they will end up talking to each other in private or even with others. People need a place to talk. Third, the unresolved issues that cannot be put out in the open fester and become major irritants to those involved and even minor issues can become large issues in the absence of the ability to talk. Fourth, mistrust flourishes! And mistrust destroys otherwise good teams.
Here is a question to leaders who do not invite candid input: Why are you afraid of being questioned or having issues raised? It is not as if they go away in the absence of conversation. In fact, they get larger! It is not as if ignoring the issues solves anything - they just squeeze out somewhere else. Why would you prefer that these topics get discussed behind your back rather than in your presence so that you are part of the discussion?
Another question. What is it inside you that resists hearing what others think when it might be critical of you or something you do? You may not agree with their analysis but what keeps you from hearing it? As a consultant I hear from staff on a regular basis that they cannot be honest with their leader. Does this not hurt the leader as much as it hurts the team? It really makes no sense at all for the leader or the team. I would rather know what people are thinking than not know.
Those who don't listen are not only unhealthy emotionally but have something to prove and something to lose - in their own mind. I prefer to live with a nothing to prove/nothing to lose attitude because that is freedom. If I am wrong in some area, so be it. If someone disagrees with me it is OK. If there is robust dialogue over some issue I can be fine with it. Such a stance prevents discussions from being had in the wrong venues with the wrong people and it fosters the very best ideas in a safe atmosphere. It makes for a healthy team as well as a respected leader.
One can gauge the health of a team and a leader by how many issues they cannot discuss as a group. The more there are the unhealthier the team and leader. And it always ultimately comes back to the leader because teams know where they can and cannot go - that is always a function of the openness of a leader. Some of the largest names in Christian leadership are some of the most closed when it comes to candid discussion and feedback. What does that say about their health?
To make it personal, how open or closed are you? I ask myself the question regularly. I want to lead well.
(Written today from Berlin, Germany)
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