A word that has always bothered me

It has always made me wonder when I read a certain word in the New Testament. About God, I understand the meaning of the word. About you and me, especially me, I don’t. That word is “saint.” 

In Philippians, 1:1, Paul opens his letter to the church at Philippi with the words, “To all the saints in Christ Jesus at Philippi.” In his letter to the Colossians, he says, “We always thank God, the Father of our Lord Jesus Christ, when we pray for you, because we have heard of your faith in Christ Jesus and of the love you have for all the saints.” In Ephesians 1:1, he writes, “Paul, an apostle of Christ Jesus by the will of God. To the saints in Ephesus, the faithful in Christ Jesus.”

The very thought that I am a saint makes me feel uncomfortable because I know me. I know the broken, messed up version of myself, some of which others see and some that I alone see. In either case, I don’t deserve the title “saint,” but there it is in plain sight as Paul writes to the churches. He calls God’s people saints. 

The word “saint” is hagios in Greek and it means “different, otherness or holy.” It also means “set apart”. God is hagios, something we understand, but us? Here is the reason that Paul refers to us as saints. Listen to his words in 1 Corinthians 2. “To the church of God in Corinth, to those sanctified in Christ Jesus and called to be holy, together with all those everywhere who call on the name of our Lord Jesus Christ - their Lord and ours.”

There are two things that stand out here. First, when we come to salvation in Christ and make Him Lord of our lives, he sanctifies us. He cleanses us, wiping away our sins of the past and making us new creatures. And then, He calls us to be holy, to be set apart, to be like Him in our character and our life. So there is the reality of His divine work in our life and then there is the call, on the basis of that gift of cleansing and renewal, to become like Him.  Remember that hagios means otherness. We are different because of His work in our hearts and we in turn are called to live differently. In the words of Paul, we are “called to be holy, together with all those everywhere who call on the name of our Lord Jesus Christ.”

We are not sinless but we are called to sin less. We are called to become more and more like the Lord Jesus who saved us. Through the help of the Holy Spirit this is possible because that Holy Spirit is God who dwells in us. Therefore Paul says in Ephesians 4:1, “As a prisoner for the Lord, then, I urge you to live a life worthy of the calling you have received.” Wow. He says later in Ephesians 5:1-2, “Be imitators of God, therefore, as dearly loved children and live a life of love, just as Christ loved us and gave himself up as a fragrant offering and sacrifice to God.”

In those words we see the key to living like a saint. It’s very simple. We imitate God. We live a life of love toward Him and others just as He did toward us. We bring our attitudes, words, thoughts and actions into alignment with His. We are saints by definition. And we are called to live as saints by imitating him.

“Father. Thank you for the work you have done in my heart and life. You have made me a saint, one set apart for yourself. Today, help me to imitate you so that I also live like a saint. Amen”

For all who are disillusioned with the church today

 

There is always a good reason to be disillusioned with the church. Congregations can be judgmental, uninviting, selfish, inward-looking, self-righteous, and the most unsafe places to be transparent with one’s own struggles. In many congregations, you are not welcome until you meet the standards they have set up for themselves, which is antithetical to Jesus, who welcomed anyone and everyone into His presence no matter how broken they were. In fact, the gospels say that He was a friend of sinners, something not many congregations can say today. 

Let's be clear that this is not a new problem but one that has confronted the church from the very beginning of its existence. Churches are made up of “saints” who are deeply flawed, sinful, and at various levels of spiritual maturity. The journey from brokenness to spiritual maturity is often messy. I have no further to look than that of my own life, and I am sure that is true for you if you are honest. In fact, many of the letters that Paul wrote to churches, whether in Rome, Corinth, or Galatia, were letters to rebuke or rectify dishealth in those churches. 

The Galatians had allowed legalism to crowd out grace in their teaching and practice. In Corinth, there were power players who wanted people to follow them even as they overlooked egregious sin in their ranks. They were also darn proud of themselves as an educated, cosmopolitan church. In Rome, there were racial tensions between Jews and Gentiles. Such racial tensions have been true from that day to this.

None of these examples nullify the church or the need for a community of believers to grow in grace together. We grow in a community, and it is always a flawed community because we are there. But together, we learn and grow and are challenged by the believers around us to either go to the next level or, in some cases, resist attitudes and actions that don’t please Jesus. Everyone has a right to be disappointed with a church because all of us are in the messiness of moving from the sinful place of our past to greater maturity in Christ.

And here is something to consider. There is no more powerful example than when people see us move to places that are healthy. When we extend forgiveness to those who have hurt us. When we trust God, when the chips are against us. When we choose the hard but obedient road over the easy and expedient road. When we choose to be friends of sinners rather than stay in the comfort of the believing community. Whenever we choose to follow Jesus personally, we challenge those around us to do the same. And that is how the body as a whole matures and becomes like Jesus. Each of us plays a part in that.

There is a short book in the New Testament called Ephesians. It is only six chapters long and is the book where the church is called the Bride of Christ. Take a few minutes this week to read those six chapters, and you will see what God’s vision for the church is. Then, ask yourself how you can live out that vision. You will never be the same, and your church will not remain the same.

If you are a church leader, study Ephesians and read A Church called Tov. While all of us are responsible for healthy churches, no one is more responsible than church leaders. You shepherd under the leadership of the Good Shepherd, the Chief Shepherd, and unless our leadership and congregational culture reflect that of the Chief Shepherd, we are abdicating our leadership.

While there are many reasons to be disillusioned with the church, we should not be contributors to those disillusions. What is amazing is that Jesus Himself does not give up on His church. It is His bride, and He continues to work in our lives and the world through His church - and will till He returns. We may abandon the church, but He never will.

Where Jesus tells us about His own heart for us

 

I meet many people today who have burdened hearts. In fact, I am often one of them. The cares and corners we carry around, the failures that lurk in our backgrounds, the regrets we have or the present challenges we face all conspire to burden our hearts and weigh us down. Even as you hear this, I am sure your own struggles and burdens come to your mind.

There are 89 chapters in the four gospels but only one place where Jesus explicitly tells us about His own heart. And what He says about His own heart has a direct connection to our own burdened hearts. His explanation of His heart is found in Matthew 11:29-30.

Come to me, all you who are weary and burdened, and I will give you rest. Take my yoke upon you and learn from me, for I am gentle and humble in heart, and you will find rest for your souls. For my yoke is easy and my burden is light.

Did you see what Jesus says about His heart? “I am gentle and humble in heart.”  These are two characteristics of Christ’s heart that we don’t often think about. The word gentle describes a savior who is kind, compassionate, understanding and gentle in his dealings with us. He will never hurt us or treat us badly. He is a God of mercy and grace for all who approach Him.

The word humble or lowly means that He is always accessible to us. Think of the adjectives that describe God like holiness and righteousness and there are many more. Here is the God of the universe saying to us, You can approach me at any time with any issue because my heart is a heart of humility. Gentleness is who God is. Humble is who God is. It is what makes it so inviting to come to him with our burdened hearts.

And what does He do for our hearts? He gives us rest as we allow Him to carry the burdens that we cannot carry. He invites us into a life of obedience so that we literally find rest for our souls. And because of his gentleness and humility, His yoke is easy and His burden is light. In fact, He loves to reach out and embrace, to heal and lift up the most broken people, the most broken life and come alongside those who carry around loads of pain. His gentleness and humility brings healing and rest for our souls.

Where do you need rest for your soul today? Would you simply come into the presence of the most loving and gentle God and ask Him to give you rest? He will. It is His promise and it is His desire to heal your wounds, carry your burdens, lighten your heart and give your soul rest. 

Staff development: Build a system and culture where success is inevitable rather than merely possible

 

We often say that our organization is only as good as our staff. It is a value that most leaders would embrace but one that many ministry leaders often ignore. Developing staff requires that resources, people, and energy be devoted to that development, and many organizations are too busy or have too many other priorities to see it happen.

The cost of a lack of development is that we eventually lose our best staff, pay a price for a lack of engagement, and leave a ton of talent on the table. My organization wants to surround people with so much development and support that their success is inevitable. In other words, the very culture creates an environment where success is inevitable rather than merely possible. 

Five areas of development are essential for every staff member. Five areas of health: Physical, emotional, spiritual, relational, and skill. Each of these domains has implications for how successful one will be in the work they are called to. Deficits in each of these five areas can keep otherwise brilliant individuals from success and, indeed, set them up for failure.

In addition to these five personal areas, three leadership areas require attention. Self-leadership - how individuals give leadership to their own lives; Team leadership - how those who lead others lead healthy teams, and Organizational leadership how higher-level leaders lead from a perspective of the whole rather than their particular area. All three are vitally important to a healthy organization, but they don't take place by themselves. In fact, if one desires an aligned culture, having standard practices and training in all three areas is critical.

There are five realities to keep in mind in any development process.

First, someone has to own and give direction to staff development. Creating a culture where success is inevitable rather than merely possible means we have a comprehensive plan, a delivery system, and buy-in at the highest levels. This means that a senior member of the organization gives leadership since they have the authority and influence to ensure a plan, along with buy-in and cooperation from all supervisors. In some organizations, this is called the Chief Culture Officer.

Second, this is an art as much as a science. People learn differently, have different areas of strength and weakness, are all wired differently, and come to the workplace with various areas of experience and personal baggage. 

Thus, while there ought to be a common framework around critical areas of testing, learning, and growth, it is also an individual process that requires unique conversation, dialogue, and coaching. That means that not only must there be a plan at the macro level, but there needs to be personal coaching with individual staff members on an ongoing basis. 

Unless the plan includes both standard pieces that all participate in and individualized dialogue and attention, you are unlikely to see the results you desire. 

Third, accountability for personal development needs to be part of the picture. A culture where success is inevitable rather than merely possible means that development is not optional but the responsibility of all staff. Like any other job responsibility, staff members need to have their own plan and be accountable for that plan. In other words, this is not optional, but development is raised to the highest level in any list of job responsibilities - for all staff. 

The development issues should be wrapped into that process for the growing number of organizations that use scorecards and 90-day win cycles. 

Build a system and culture where success is inevitable rather than merely possible with an ongoing paradigm for staff development and growth. You will never regret it.

The Unmasking of Evangelicalism by Scott McKnight

 

The Unmasking of Evangelicalism

Scott McKnight

You may or may not agree but this is a cogent article on the state of evangelicalism as the SBC meets this week in Nashville and conducts its business for all the world to see. 

Questions to ask your staff - and yourself

 

There is a wealth of information at the fingertips of leaders if they would take the time to ask their staff key questions. They know things you don't know and they can help your organization get better - much better if you and your leaders will take the time to ask key questions - and listen to the answers. Those questions can lead into rich dialogue, suggestions, ideas and insights that can literally change your organization. Here are some of the questions that I ask.

What is your happiness faction on a scale of 1-10 in your job. Follow up and pay close attention: What would make it higher?

If you could change three things about this organization, what would they be?

Are their things that you could be doing that you are not?

Are their any individuals in the organization who you believe are not positioned properly or who create significant issues for others?

What are the things that bring you joy and fill you?

What are the things the deplete you?

Tell me what a perfect day looks like for you?

If you were a consultant to this organization, what suggestions would you make and why?

How would you define the culture of our organization? Follow up: What would you like to change about our culture? Follow up: What are the best pieces of our culture? What are the worst pieces of our culture? Are their any pieces of our culture that you would define as toxic and unhealthy?

Is there something that you have always wanted to talk to a leader about but never had a chance? 

What would be the perfect role for you? How does that role compare to what you do currently? 

If a ministry: What do you think the spiritual temperature of our organization is? What would you recommend to see the spiritual temperature higher? 

What is your greatest joy in working here?

What is your greatest frustration in working here?

If you were advising me, what would you want me to know?

Do you believe that we are a highly empowered organization where people have the freedom to act without permission, or highly controlled where you need to ask permission before acting?

Do we have a culture where we can have honest and gracious conversation or are their issues that we cannot broach?

How innovative and entrepreneurial so you think this organization is? Give examples.

Why getting people into their right lane matters

 

Too often, especially in ministry and non-profit organizations we are lazy in ensuring that people are in their lane of gifting and wiring in terms of their job responsibilities. The end result is a significant loss of energy, joy, effectiveness and return on mission. Often the individuals at issue are bright and competent but we have placed them in a position where their brightness cannot be utilized and their competence is equally lost. We are only competent in the lane we were made for.

I believe this happens for three reasons. First, we don't take the time to really understand our staff: Their wiring, effectiveness or lane. Rather we take good people and slot them into a role that we need (in our minds) to fill. We put them in our lane, not in their lane. The result, ironically is that we don't get what we could get if they were positioned properly, and they live with responsibilities that don't bring them joy.

Second, we don't engage in honest dialogue with our staff to understand where they are and where they want to be. One of the basic jobs of supervisors is to understand people's wiring and gifting and ensure that they are in the lane where they will be most effective. This takes extended dialogue and trust but in my experience, leaders are not willing to give this kind of attention to their staff and everyone loses. In many cases, bright people don't even stay with the organization because of their ongoing frustration. Such conversations take time and honest dialogue and that is an investment that many leaders are not going to make.

Third, we have forgotten that in any organization the most important decision we make is getting the right people on the bus - in Jim Collin's words. This comes before we slot them into a specific task, or define their actual job description. In hiring, the order of sequence is "right people" and then "right seat." We often reverse that order and pay the consequences.

Ironically, when a bright individual is not in their correct lane, those around them often either know or sense this to be the case. The fact that they see it and their leaders do not is a function of the second issue above. We may have to change the org chart or reposition others when we need to position individuals properly. Better that if you have a highly competent individual rather than ignoring the issue and losing either the person or the competence that they could be bringing to the organization.

In my experience, it is the highly entrepreneurial and innovative organizations or ministries that get this issue right. They are flexible and nimble and able to revise the org chart in order to take advantage of the skills of key people. Of course, these are the organizations that great people gravitate to and which will make the greatest difference in their mission. Bright people will take a chance on highly entrepreneurial organizations because they see the will to get things done and the flexibility to find and retain good people by getting them in their lane. 

Don't underestimate the power of getting good people in their lane. It is where they will make the greatest difference for your organization. And if you wonder whether someone is in their lane, all you need to do is initiate a conversation.