Growing health and effectiveness

A blog centered around The Addington Method, leadership, culture, organizational clarity, faith issues, teams, Emotional Intelligence, personal growth, dysfunctional and healthy leaders, boards and governance, church boards, organizational and congregational cultures, staff alignment, intentional results and missions.

Sunday, June 9, 2013

I will empower you but you need to keep me informed

I am a deep believer in the need for leaders to empower other good people rather than to micromanage, control or insist that things be done my way. It is only through giving opportunity away that we are able to sustain growth and see the organization realize its full potential. Leaders who don't empower others are doomed to plateau their ministry at some point. And to disempower other staff who could be doing a great deal more.

There is, however, a reciprocal responsibility to those leaders who empower and give responsibility: staff have an obligation to always keep their leader informed of things he/she need to know. In giving opportunity away, leaders take a risk: if things are not handled well it can come back to hurt the organization. Yet one cannot grow a scaleable ministry or business without empowering others. 

The responsibility of leaders is to build the right team and empower that team. The responsibility of that team is to keep the leader informed of things that the leader needs to know. No leader likes surprises, or to find out from others that something went south.  Sometimes things will go south, that is life but the first one to know should be the leader of the team or organization.

Wise leaders empower other good people. Wise staff keep their leader informed when there are issues. It is a relationship of mutual trust and support. 

Friday, June 7, 2013

Regrets in our lives

We all have them - no one goes through life unscathed by regrets. What do we do with them?

First, acknowledge them to yourself. They may be regrets of things we should have done or things we regret we did. Some may be sin, others simply choices we made that were not healthy. Acknowledging them is the first step in dealing with them.

Second, where forgiveness is needed, ask for it whether of God or others. It is amazing what happens when the grace of God washes over our regrets. When others forgive they exhibit God's grace in a personal way. Once dealt with, there is no point in re-sawing the sawdust. What God and others have forgiven is past and we can put it to rest. 

But, there is a third piece. That is reorganizing our lives so that we don't repeat the behaviors that caused us regret in the first place. It is choosing new decisions, paths and behaviors. If we do, we have learned from our failures and allowed them to move us into healthier places. It is the lessons not learned in regret that are most painful.

We have a gracious God who forgives willingly and quickly when we acknowledge our failures. Don't live with regret. Deal with it, learn from it and allow His forgiveness to wash over your heart.

Thursday, June 6, 2013

Why I love working with my team

I am in an enviable position with a senior team that is amazing - 13 leaders. I love working with them, enjoy their company, and we are on a common mission to see 100 million people impacted with the gospel and to multiply transformational churches globally. Here is why I love working with them.

1. The team is deeply committed to our mission. The missional glue is strong and when a team lives and breathes an organization's purpose, there is energy, synergy and a common bond that is second to none.

2. The team has really good EQ! Problematic EQ can kill an other wise good team but this team has great EQ. We can engage in the most robust dialogue while staying in relationship and it is in our clash of ideas that we see the best decisions emerge. The high EQ factor makes for healthy relationships.

3. The team allows each leader to lead in their arena but supports one another heavily. There is no competition and no turf wars or silos on this team. We respect one another's expertise, support each other and work toward common goals. At the same time we can ask critical questions and challenge one another which keeps us sharp.

4. There are no elephants on the team - no issues that cannot be put on the table and discussed. And when they are there are no personal attacks or hidden agendas. Elephants are only issues in disguise that once named can be managed. We work together with a great deal of transparency and honesty.

5. The team is never satisfied with what is and is always pressing into what could be and greater missional effectiveness. I love the sense of urgency that the team has and while we celebrate the wins we are never content to stay where we are but are always asking how we can do better.

6. The team loves to pray together and for one another. They know that unless God is in it and unless we live in the power of the Holy Spirit that we're not going to get where we want to go. We enjoy our times of worship and prayer.

7. The team is always ready to think in new ways and try new things. There is no sense of status quo but one of entrepreneurial thinking that is refreshing and keeps me as the team leader on my toes. And they are not afraid to challenge me!

8. The team believes in ministry excellence. If we are going to do something we are going to do it well even if it means finding new and better ways of doing things. 

9. The team has longevity. While there is turnover as God leads individuals there are long term relationships on the team that have made for great trust and deep relationships. 

Every day I thank God for the amazing team He has provided me and ReachGlobal. Healthy teams are a joy to be a part of.

Wednesday, June 5, 2013

Deadly emails

Most of us have a love/hate relationship with email. On the one hand it is handy, on the other it can get out of control and start to control our lives. More significantly it is a terrible means of communication if there is any potential conflict involved. Email tends to escalate conflict and create misunderstandings. And we tend to be far more discourteous in emails than we would be in person.

Email communication is a bad idea in conflictual situations because it is easy to say things in a way we would not communicate in person and we cannot read the tone and body language of those we are talking to. Nor can we ask questions and seek clarification. Rather than solving a problem, email often creates greater problems. Don't use email as a substitute for a personal conversation by phone, Skype or in person when there is any possibility of misunderstanding.

I especially abhor the CC tab on emails that should go to the person we are dealing with rather than to the whole world. CC'ing others only broadens potential misunderstandings but is often a means of putting pressure on someone to respond the way we want them too since we have now raised the stakes by bringing others into the issue. 

The CC tab often violates the principle that we communicate with the individual with which we have a question or issue, rather than broadcasting it to a larger audience. My general rule is that if people are CC'd inappropriately I will only respond to the appropriate individual(s). 

Email's can be used to make assumptions about motives - which becomes a charge, rather than conversations where we are far more likely to ask questions of clarification. Because people often feel attacked in an inappropriate email they will often attack back which escalates rather than deescalates tension. 

Finally, don't hit the send button until you have read through one's email with this question: How will others likely read what I just wrote? Email's written in emotion usually express emotion that we don't really want to express - anger. Again, far better to ask some neutral questions for clarity than to fire off an angry email. You cannot take words back that have been released.

The book of James talks about the power of the tongue for good or for evil. It it was written today I suspect that the power of email communication would also be included. It can heal or wound. 


Tuesday, June 4, 2013

Insightful post by Eric Metaxas on same sex marriage and its impact on children

Wanting a Mom and a Dad
Children of Same-Sex Couples
Eric Metaxas

http://contentz.mkt3980.com/mson/2013/06/03/cbC5o1Hs5wcc/index.html

As we earn more do we start to need more and actually give less?

There is an irony in the statistics of Christian giving. The more one has or makes, the smaller the percentage they often give. Those with lower incomes give a higher percentage of their wealth to Christ than those who have higher incomes.

It makes me wonder if the more we make the more we think we need and therefore protect our wealth. In other words, the thresh hold of need rises as our income rises along with a perceived need to protect that wealth. 

The result is that in general, those who have the most give a lesser percentage than those who have less. Is it possible that God's generosity to us often creates a greater dependency on material things because our attention becomes increasingly focused on wealth as security rather than on Jesus and a life of faith?

Becoming more conservative in our generosity to God as wealth increases is at odds with the Scriptural principle of being generous with God in proportion to how He has and does bless us. Consider 2 Corinthians 9:6-9. "Remember this: Whoever sows sparingly will also reap sparingly, and whoever sows generously will also reap generously. Each man should give what he has decided in his heart to give, not reluctantly or under compulsion, for God loves a cheerful giver. And God is able to make all grace abound to you, so that in all things at all times, having all that you need, you will abound in every good work."

The irony is that God's blessing - which He freely gives to us - can cause us to be less generous back to the One who gave us the blessing. It was the caution God gave the Israelites in Deuteronomy 7. The more we depend on our wealth for security the less we live by faith. 

I love Paul's words to Timothy in 1 Timothy 6:17-19. Command those who are rich in this present world...to do good, to be rich in good deeds and to be generous and willing to share."

 He does not say to give it all away. He simply encourages generosity and an open hand. God's generosity to us is a model of what our generosity to Him should be.

One last thing: Most of us don't consider ourselves as wealthy. We see wealth as relative to those who have more than us. But, if our combined family income is $100,000 or more annually we are in the top one half of one percent of wealthy globally. That helps put it in perspective for all of us. Fifty four percent of our world lives on $3.00 per day or less and 91% of our world lives on $10,000 per year or less. 

Monday, June 3, 2013

What in the world are you thinking?

That is a question many staff want to about their leaders. What is on their mind? What are they thinking? How are they evaluating the work of the organization? What is coming in the future? What ideas are percolating in their minds.

A large part of staff trust in their leaders (whether at the top or leaders of teams or divisions) has to do with knowing what their leader is thinking. It not only builds trust but it provides a great deal of stability on the staff because disclosure eliminates surprises and allows staff to move in the same direction as their leadership.

Leaders who don't practice appropriate disclosure can come off as aloof and unapproachable. Not a recipe for trust and collegial relationships. There is a deep desire for good staff to understand what is on the minds of their leaders and to be able to move forward with them toward the same goal.

If you are a leader, how disclosing are you with your staff? Obviously we are the most disclosing with our senior staff and appropriately disclosing with others. The members of the ReachGlobal cabinet - the senior team I lead know exactly what I am thinking at any point in time which has built significant trust and allows us to think corporately about the future.

The more private we keep what is in our minds the less powerful our leadership. The more disclosing we are, the more effective our leadership.