Getting the facts before we make assumptions

I am constantly amazed and saddened at how often believers rupture relationships with other believers because they have made assumptions - often deeply faulty - about motives or actions. In the process, people are hurt, God's reputation is compromised, His mission is thwarted and ultimately the evil one wins which is just what he wants to do. If the evil one can sow seeds of doubt and destruction between fellow believers he will - and he does. How we respond to those seeds of doubt and relational destruction is our choice and it often has eternal consequences.

Before relationships are irretrievably disrupted there are some questions we need to ask.

One, do I have my facts right? How often do we hear something about someone else that is derogatory. Wise individuals know that second hand information is often faulty information. They also know that there are two or more sides to every story. Before we draw our own conclusions we ought to consider the real possibility that there is more to the situation than what we know and either hold our own counsel or if necessary verify the information we have received before drawing conclusions. 

In many cases we don't even rely on second hand information but our own assumptions regarding an action or situation and have never simply picked up the phone for a conversation with the one we are making assumptions about. Not only is it foolish to do so but it is deeply unfair to the one who is the target of our negative perceptions who may be and often is fully innocent of the assumptions we have made.

Two, is there another explanation for what I have heard, seen or observed? Over the years I have discovered that most of the time when I have chosen to draw negative conclusions about a person or situation I discover that my assumptions about motives or actions were not correct and that there was a reasonable explanation for what had taken place that made sense - when I asked. Each time I am stung by the realization of how quickly it is for us to jump to the wrong conclusion - perhaps the result of our own sinful nature and our tendency to see the worst in others rather than the best.

Three, have I talked with the individual myself to discover whether there is a way to resolve the issue at hand? It is amazing what honest conversation, dialogue and questions can resolve that otherwise would have been left on the scrapheap of severed relationships. It is often helpful to involve a neutral third party who can help those who have taken sides hear one another and to clarify issues, assumptions, actions and possible solutions. A simple conversation can quickly solve many badly made assumptions.

I recently heard of a situation where a group was talking about an individual who they seemed unanimously unhappy with. Not one of them, however, had made the effort to talk to the one they were talking about. Thus they were left with their own assumptions which may or may not have been correct but one conversation could have given them some good information.

Four, have I contributed in any way to the relationship that has gone south? Often, we choose not to resolve issues because it means that we ourselves must admit that we bear responsibility. It is far easier to save face and paint the picture that we have been aggrieved than to admit to ourselves and others that we also have been wrong. That takes Godly humility and honesty.

Paul makes it clear that there is a battle being fought out of our sight: "For our struggle is not against flesh and blood, but against the rulers, against the authorities, against the powers of this dark world and against the spiritual forces of evil in the heavenly realms" (Ephesians 6:12). 

I am convinced that one of the foremost strategies of the evil one is to cause relational ruptures between His people in order to hurt Kingdom advancement. There may be times when such ruptures are unavoidable (we live in a fallen world) but I don't want to be an unwitting pawn in Satan's hands because I have not been shrewd about his tactics and asked the right questions.

Best friends or colleagues

A good friend of mine whom I hired a decade ago to serve as the director of a ministry I had started confided to me his excitement when he came to our organization that "we would do life together." The reality was that as he gave more of his time to this ministry, I gave less of my time to it and ultimately handed it over completely. While he is satisfied with his role and has built his own team, he was initially disappointed that 'we' did not remain 'we' as the ministry grew.

All of us have social and emotional needs that need to be met. The deepest of these will be met with family and friends. Some may be met by those we serve with but it is not a given. Our role on a team is a 'functional' one designed to achieve a specific mission. We may or may not be with our team long term.

The team may change. Our responsibilities may change. Teams are not designed to meet our primary social and emotional needs and if we try to make them do so we will be disappointed when our needs are not met or when roles change.

When individuals see team as primarily about friendship it makes it difficult for them to be honest with co-workers about issues that need to be addressed. We don't want candor to interfere with friendship.

I love working with the senior team I am on which was forged years ago. We have been through incredible times together, endured many great highs and more than a few low lows. We know each other exceedingly well, protect each other, love to be with each other and are committed to one another. We have seen one another through individual challenges, have prayed for family situations, and have sharpened each other to become better people and leaders. I cannot imagine a better team.

But: each of us understands that we are ultimately together because of the mission we serve of "Glorifying God by multiplying transformational churches among all people." Each of us has our own set of friends outside of work that meet our personal, social and emotional needs. Seldom do we socialize outside of work. We are deeply fortunate to work with people we love, respect, know, trust and value. However, we understand that our team is not built on our emotional or social needs but on the mission that we serve together. This is a critical distinction of a healthy team.

Who gets the praise?

To be a good leader one must intentionally take on a servant role and prioritize the health and results of the team, not the status or power of the leader. Commitment to team means that we no longer take credit but give credit away for accomplishments to those on the team. We intentionally platform and hold up team members, allowing our influence to flow through them so they have the moral authority to do what they must do in the organization.

One of the tests of leadership is whether a leader needs the spotlight, adulation, praise or credit for the results of the team's work. Great leaders point all of this toward the team because it was the team that accomplished the work. Insecure or narcissist leaders require that they be the center, essentially stealing credit from those who were actually responsible. And don't be fooled, people notice, especially the team who made it happen.

Power, status, spotlight and praise are a deadly aphrodisiac for unhealthy leaders who think it is all about them. They are often charismatic and visionary but they are seldom able to build a strong, unified, results- oriented team because ultimately, it is always about them. Eventually they implode, causing pain for those around them. Unfortunately too many of these addicts find their way into ministry: stay away from them. When it comes apart it is ugly.

Every organization has levels and lines of authority. In healthy teams, however, there is an egalitarian ethos where the leader is a coach and a cheerleader for the team - and all sit at the table as peers with the ability to make an equal contribution. After all, this is NOT about the leader. It is about team that, when working together, can see results that are a quantum leap from what any one individual could produce. Leaders who dominate meetings don't get it and send the message that the team is about 'me' not 'us.'

The job of the team leader is to ensure the success of others, to empower them to do what they can do better than them, to be their coach and cheerleader, and to allow them to see the fruits of their work. When praise comes to the leader, it is wisdom to hold up others because they are responsible for the vast majority of good things that happen. Status and power are not important to good leaders: influence and results are. Good leaders give others praise for successes and take personal responsibilty for failures.

Self disclosure

You see them on television, calmly smoking cigars, wearing sunglasses as they play for high stakes in poker tournaments. The one thing that is true for all of them is that you cannot tell what they are thinking. There they are, stoic, hiding their emotions and their intentions. Which is why we call people who hold their cards close to their vest good poker players. Many of us can do it well if we choose.

There is a place and a time for keeping our cards close to our vest. But, people with good emotional intelligence, especially leaders do that only rarely. The truth is that it is very frustrating to work for someone or with someone who does not disclose what they are thinking and in appropriate ways, what they are feeling.

One of the key elements of emotional intelligence is that of being self disclosing. That is, being up front and clear as to what we are thinking so that others know where we are coming from, what our expectations are, where we are going, and what our intentions are.

The poker player mentality is that of secrecy and non-self disclosure. If you know someone like that or report to someone like that you know how frustrating that is. It is frustrating and it is unfair to others because it does not allow for honest and transparent dialogue or give others the information they need to work with or for someone who does not disclose their thoughts, emotions or intentions.

This does not come naturally to everyone but it can be learned. If you wonder how well you do on that score, ask those around you if you give them the kind of feedback and information you need as to what you are thinking or intending. And then be intentional in expressing your opinions, thoughts, observations and intentions. In the vast majority of cases, clear self disclosure is far better than holding your cards closely.

Self disclosure is closely tied to the ability of others to trust us. If I do not know what someone else is thinking and cannot seem to get that out of them, it will be very hard for me to trust them with responsibility because I don't know what I am working with. Holding your cards closely works well in poker but not in real life.

Who God honors: You might be surprised

We often feel as if our contributions to God's work are insignificant. We are "ordinary" people who don't often have the opportunity to do "extraordinary" things. In fact, I believe that is the feeling of most believers. Yet, as I read the gospels a different picture emerges. A picture of ordinary people not only honored by God but immortalized for all of time as examples of people who please him.

• A woman who gave her last two pennies in the temple.
• A woman who spent all she had and poured oil on Jesus feet to bless him.
• A woman who chose to put aside her busyness and sit at His feet.
• A woman who was sick and came to touch his robe.
• A woman who came to his grave the day of his resurrection.
• A mother who faithfully pondered God's word in her heart.
• Men who let their paralyzed friend down through a roof.
• A woman at he well who believed and told her friends about Jesus.
• A good Samaritan who cared for someone in need.

I could go on. These were by in large simple people who did simple things that pleased the heart of God. Oh, yes, I noticed how many were women. In any other context, these acts would not be noticed, valued or recorded. But in God's kingdom, any movement of any heart toward Him is noticed, valued and even recorded in His eternal records.

As you think about today, remember God honors the little things we do on His behalf: a kind word, a helping hand, a loving gesture, a financial gift, or just sitting for a while with our savior in His presence.

Who does God honor? Those whose hearts are turned toward Him. It is never unnoticed. Even a cup of cold water to parched lips in His name!

The power of focus

Those of us who lead others have a special responsibility to keep those they lead focused on the most important missional activities - those activities and priorities which will help accomplish your mission.

Mission drift often occurs because our attention is diverted from the most important to ancillary issues. Or, because we are too busy with all of the stuff that comes our way - email, phone calls, meetings, problems that need solving - we simply lose focus on what is most important.

The leader of a church of 7,000+ told me not long ago that he realized that their church had been on "auto pilot" for the past year because his attention had been diverted to other things. He owned the issue and again took the helm to lead but it he acknowledged that when he went on auto pilot so did everyone else and significant momentum was lost by the diffusion of purpose.

If leaders do not stay focused those they lead will not either. Because this is often the case, many ministries settle for OK results instead of great results.

Don't get me wrong. It is not that we are not busy. It is that we are so busy that we are not focused on what is most important.

I asked some senior leaders recently how they stay focused on what is most important for their organization. One of them has a white board in their office that reminds him of the most important things he needs to pay attention to. Another said that regular dialogue with a colleague on missional issues was the most helpful to keep him focused. One indicated that he took one day a month to think through his Key Result Areas and remind himself of his priorities.

Staying focused on the big rocks is a challenge even for the most competent leaders because of the incessant demands that divert that focus. What is necessary is developing a strategy to refocus on a regular basis.

Of course this assumes that leaders have clearly defined the priorities of their organization or team and have a clear picture of their priorities and direction.

Imagination

Imagination is a powerful and wonderful gift from a creative God. Lack of imagination is one of the great sins of Christian ministry.

God has a great imagination and sense of humor. If you doubt that, check out these strange animals! You have to wonder if God wasn't just having a lot of fun when he created the dinosaur, the octopus or the blow fish or the caterpillar turned butterfly. Can you tell me why that one? If God had tear ducts, would he have been laughing to tears among himself?
And, then, in making men and woman in His image he passed on the ability to imagine and dream and create new possibilities - but how often do we simply settle for the paradigms that are rather than consider what could be? Failure of imagination is a failure of living out the full potential of God's image in our lives and ministries.

Innovative churches and innovative ministries become that because they take the time to dream and imagine what could be. They ask the question, what could we do differently if we really wanted to catch the attention of people and challenge their thinking? They are like Apple or Google who keep reinventing themselves to catch the attention of consumers - only for ministries, the stakes are much higher.

When we simply settle for how things have always been done, without asking the question, is there a better way, we have shelved our imagination. When we start to dream and imagine what God has in store for us we are living more fully who He made us to be for He is an imaginative and creative God.

In our organization, ReachGlobal, we are praying and believing that God would allow us to influence one hundred million people for the Gospel in the decade that started in 2007. Many would consider that a crazy dream. But, that dream has caused us to think much more creatively about how we do what we do in missions, how we partner, how we multiply our efforts and how we leverage kingdom opportunities.

Without that dream and goal we would have settled for what was instead of asking what could be. It has caused us to bring the best thinking and strategy to the table. It has forced us to be creative and think differently.

What is your dream and are you using all the creative energy God gave to your ministry? Do you take the time to dream and imagine and create new ideas and paradigms? Imagination is a God given gift to be used for His purposes.

Are we focused on what we can control or do we spend too much time worrying about what we cannot control?

There are times and seasons in our lives where we waste a great deal of emotional energy worrying about situations or circumstances that we have no control over. It is a mistake! What we ought to focus on are those things that we can control and do something about and leave the other to God - who is in control of all things.

Here is the irony: While we can spend a great deal of time worrying about things that are beyond our control - or complaining about them - there is nothing we can do about them. At the same time there are so very many things that we can control and do something about.

Try this simple exercise. Take a piece of paper and draw a line down the middle. On the left hand side write down all those things that are beyond your control but that you worry about. Then on the right hand side make a list of all the things you can control and actions you can take. The point is that there are many things we can do to affect our lives and that needs to be the focus of our time and energy. 

This exercise can be helpful in our marriages, our jobs and our ministries. Too often our attention is focused on the wrong side of the page. The left hand side of the page is God's business and the right hand side is our business. Focus on that and leave the rest to God - who is in control of all things.

A homeless man, street walker, con guy and Mary Ann's former students

Thirty three years ago November was the first Thanksgiving that Mary Ann and I celebrated as a married couple. We had almost no furniture (although a bunch of books) and a little apartment that we paid $90 dollars a month rent for. We wanted to so something special so a few days before Thanksgiving we went down to Micky's Diner, a fixture in downtown St. Paul and told the waitress that we would be there at noon on Thanksgiving and would take anyone who showed up to our house for a Thanksgiving feast.

We will never forget that dinner. First, it was amazing how much these folks ate! Then there was the transparency about their lives. One of the woman was a streetwalker, another guy lived in a building basement downtown where he would warm his food on a radiator. One guy was obviously casing our house and the others warned us about him (there was nothing to take and I didn't think he would want our books). When we had a short devotional after dinner, the tears rolled down faces as they sang songs they remembered from church as kids.

And then there was the con-man. His mother was in critical condition in Duluth, Minnesota and he had no money to get there. So I offered to buy him a Greyhound ticket. Thinking I was pretty smart, I took him to the station, bought the ticket and decided to wait till he got on the bus (If I was getting conned, he was at least going to Duluth). But I made the mistake of giving him the ticket and when I turned around he was gone! Oh well.

We will never forget that dinner. Or the individuals who joined us. Or the stories they told us. Or the sad circumstances that led to their situations.

Fast forward. Until a few years ago my wife worked as a school nurse in a middle class suburb of St. Paul with a student population of over 2,000 students. Every day she would come home with another story of kids in pain. Unplanned pregnancies, kids who had not eaten in days because their parents were on meth and all the money had gone to feed the addiction, kids who were shuttled from parent to parent, relative to relative, no one wanting them. Kids who were abused. No soap opera can compete with the stories Mary Ann heard.

Once Mary Ann threw a birthday party for a sixteen year old girl. She didn't know what to do. She had never had a birthday party in her life!

The kids called her their second mom! She always had food in her office for kids that were hungry. She would always listen and always tell them the truth. She loved them unconditionally and they know she was in their corner. She took parents to court to resolve issues and negotiated numerous "special plans" to help kids graduate. They loved their second mom!

Here is my point. We do not need to go to Mickey's diner to find hurting people. They are in our neighborhoods, our schools and our communities. Pain has no boundaries except those we erect because we "wall ourselves off" from the realities of our world, feeling much more comfortable in our Christian ghetto - commonly called the church!

Now that I think about it, the homeless guy, streetwalker, con-man and Mary Ann's hurting students sound like the folks Jesus intentionally went out of his way to meet and love. If we open our eyes, they are all around us, hopeless, hurting, alone, sad, and not knowing that there is One who loves them. When we choose to love the hurting - and the unlovable - they experience Christ's love. Messy work that will never leave us unchanged. That is the cool part. When we share the love of Jesus in tangible ways we become changed, we become a little bit more like Jesus. How cool.

Remember it was the pharisees who didn't want to engage the "sinners" of the world. Jesus engaged them all the time. He was hard on the pharisees because they were hypocrites. He was never hard on sinners, wooing them with his love, acceptance, grace and mercy. How are we doing? How is our church doing?

This is how Isaiah put it:
"Is not this the kind of fasting I have chosen:
to loose the chains of injustice and untie the cords of the yoke,
to set the oppressed free
and break every yoke?
Is it not to share your food with the hungry
and to provide the poor wanderer with shelter -
when you see the naked, to clothe him,
and not to turn away from your own flesh and blood?
Then your light will break forth like the dawn,
and your healing will quickly appear;
then your righteousness will go before you,
and the glory of the Lord will be your rear guard."

Bold or timid church leadership

As one with leadership gifts, I can think of no arena more exciting to use them in than in the church of Jesus Christ. Amazingly. with all the ensuing challenges, difficulties and problems, Christ has chosen the local church as His means to reach the world with His good news. He has never given up on the church, and we can never give up on the church. Our challenge is to grow in our ability to lead well so that the leadership is a joy rather than a burden, and to lead in ways that allow Christ to fulfill His mission for our congregations in the expansion of His Kingdom.

Because many boards have not grappled with critical leadership issues, they live with a high degree of frustration. But there is hope. Over the past decade, I have watched many frustrated boards become energized, active and even high impact as they have made the choice to lead with greater boldness. This can be true for your board as well.

With many boards, there is a significant fear factor that prevents bold leadership. This is the church, after all. What if our decisions make some unhappy? Some probably will; leadership always gets 'pushback' of some kind. But consider the alternative!

Unfortunately, the local church, in general, is one of the most leaderless institutions in America. We have not learned to lead boldly, and we have paid too little attention to the selection of leaders. We have more fear than courage.  You may take issue with me. However, think about it: Why is it that despite all of our churches, we make so little impact on our communities in terms of the gospel? Satan must rejoice over this general condition. Timid leaders don't threaten him. Bold and healthy leaders keep him highly occupied.

Almost without exception, congregations that are truly making a difference in their community and experiencing real life change within their body are led by a godly, healthy, bold, energized leadership team - pastoral and volunteer. Leadership matters. It matters to God because the quality of our leadership has direct impact on the depth of His disciples and the effectiveness of His mission.

Many of us do not have training in leadership (and seminaries are not stepping up to the plate). This is often true of pastors. Even though much of a pastor's ministry relates to leadership, few have received leadership training or mentoring. The good news is: We can learn to lead! There are few natural-born leaders. Most of us are 'leaders in training' and will always be learning to lead more effectively. As Paul said, if you are going to lead, "govern diligently" (Romans 12:8). Lead Boldly.

A happy man and a happy (well used) book

Tools for dealing with significant criticism

Everyone in leadership faces the challenge of those who are their critics whether for good reasons or not. The question is not whether we will face our critics but how we will respond to our critics and that response makes all the difference to our leadership.

Critics can be our best friends or become our worst enemies and which it is depends ironically not so much on them as it does on us. It often depends on how we react. Often even with the worst critic whose actions are unhelpful and whose bite is painful there is something for us to learn - if nothing else - how to respond to someone who is angry with us.

Job one with an angry, frustrated or critical individual is to de-escalate the situation. Usually angry people are frustrated. Something has punched their button. 

Nothing brings down the level of frustration, anger or conflict like a non-defensive reaction: Something like, "I am really sorry I have caused you that frustration. I would never do so intentionally. Help me understand the issues and what you would suggest if you were in my place." That kind of response immediately takes the wind out of a critics sails, opens up dialogue and asks them for their counsel. It is so rare that it will surprise those who have significant issues with us.

Often times, people want to be heard, to be understood: they do not intend to hurt - even if their criticism hurts. Opening up a dialogue allows that to happen. Asking their counsel, whether you can follow it or not, allows them to be heard. 

Asking the next question, "how can I rectify the situation" allows them to speak into the issue that has caused them angst and allows one to stay in relationship even if one cannot come to a fully satisfactory mutual solution. Most people can live with differences if we can stay in relationship with them. That is why defensive reactions are so deadly - they push people away rather than bring them closer together; from you rather than to you.

Further, explaining one's own self (without being defensive) often allows the other party to understand our heart, our perspective and the reasons behind our actions. If they realize that we are not meaning to cause them angst or hardship they will often soften their tone and attitude.

I personally see criticism and conflict as a challenge: Not to win the day necessarily but to do all that I can to win the person. If I want to win them rather than the argument my approach will be very different - and healthier. You won't win all over but you can increase your chances.

A leadership fable

"Keep watch over yourselves and all the flock of which the Holy Spirit has made you overseers. Be shepherds of the church of God which he bought with his own blood. I know that after I leave, savage wolves will come in among you and will not spare the flock. Even from your own number men will arise and distort the truth in order to draw away disciples after them. So be on your guard! Remember that for three years I never stopped warning each of you night and day with tears."
-Paul in his farewell address to the elders of Ephesus, Acts 20

'Pastor Bill' moved to Pennsylvania as the first pastor in a church plant. Soon after, staff members from the larger 'mother' church stopped by for a visit. Before they left, they said, "We're really praying for you."

At first Bill assumed that they were simply praying for ministry success. Soon, though, he began to realize that they knew something he didn't.

Bill noticed that at the leadership board level in the new church, an individual who was one of the founding members seemed to have veto power. He also noted that when decisions were made that "Chris" didn't like, Bill started to hear the board's confidential discussions become common knowledge among Chris' friends in the congregation, a violation of board policy. These friends would then lobby Bill and others to move in a different direction.

Over several years, Bill watched the elder-board meetings become increasingly difficult and sometimes downright ugly, with language and attitudes from several of the members that shocked him. As well, some on the board who had been close supporters began becoming distant and critical as Chris moved in on those relationships Bill could only conclude that his leadership was being undermined behind the scenes, slowly but surely. He came to deeply dread board meetings after becoming a target on numerous issues.

Pastor Bill was in a conundrum. The church was growing rapidly from a group of about 60 to well over 300. Most members had little idea of the pain behind the scenes, but Bill was increasingly discouraged. He began to see Chris as an arsonist who lit fires all over the church but was never around when the firemen came to extinguish them.

At one congregational meeting, after a vote to overwhelmingly support Bill against a group of dissidents headed by Chris, one of those who wanted Bill to leave loudly stated he was going to withdraw all financial support from the church because of its decision. He then stalked out of the auditorium.

Bill started to ask questions of pastors at the mother church and found that Chris had a problematic history there as well. In fact, the pastor had vowed that Chris would never serve in leadership there again. Chris and his friends were no longer even attending Bill's church but continued sowing seeds of discord and dissension among friends and acquaintances still there.

Eventually, Bill and his wife made the painful decision to leave. His board was not ready to place the two main dissidents under discipline, although board members had been strongly encouraged to do so by many from whom they sought counsel. Bill left, discouraged and clinically depressed.

The congregation was increasingly becoming aware of the underlying power issues. In response to Bill's leaving and the lack of resolution to those power plays, more than half of the congregation left after a series of congregational meetings even as Chris returned to the church and reclaimed a leadership role.

A new pastor was called, and he was out of the ministry within a short number of years. A third pastor was called, and he, too, left amid power issues within a short number of years.

Finally, the local bishop intervened on the same issue where the church board had not acted, insisting that Chris could no longer serve in any leadership position in the church. The church had churned up three pastors and left numerous wounded members it its wake. One individual who had watched the destruction observed that this church had hurt more people than it had helped.

How many of us have watched similar situations where leaders have not had the courage to confront toxic, divisive individuals who wound the sheep and divide the bride of Christ? Even those who hide behind a mask of 'spirituality' and 'concern' for the church. One of the primary roles of a shepherd is to protect the flock from harm. David actually fought lions to protect his flock, but we are often unwilling to confront divisive individuals who do as much damage as a lion loose among the sheep!

Those leaders' reluctance to confront was an egregious but common failure. Amazingly, church leaders often allow behavior to flourish that would not be permitted in the secular business workplace.

Conflict will occur in the church, even those with attentive shepherds. So how we handle conflict is important. The scriptural principle (see Matthew 18, 1 Corinthians 5, 2 Corinthians 2:5-11 and Galatians 6:1-2) is to start gently and with prayer in the hope that we can persuade those causing harm to move away from their sin. If this is not successful, we are to apply successive steps of pressure, always seeking resolution and a restoration to fellowship. When all else fails, Scripture calls for the individual to be put out of the body - again, with the hope that this action will cause him or her to turn back to God. All confrontation is to be done in love, accompanied by firmness.

Most people do not like conflict and confrontation (beware of those who do). We live in a day of political correctness, where it is not popular to label behavior as "wrong." We are told that it not right "to judge" others. None of us sign up for leadership to deal with sinful people and ugly situations.

The question is: Do we love God's flock as much as He loves His flock? When we confront false teaching, sinful behavior or division in the body, we are simply acting on His behalf as shepherds of His flock and in obedience to His command in order to protect His sheep for whom He gave His life. Are we willing to put up with momentary discomfort in order to protect people for whom Jesus was willing to die? This is an unwelcome but necessary part of the leadership calling.

SDR: For mature audiences only

OK, I acknowledge up front that a few who read this blog will possibly be distressed by the language. That being said, I will write it anyway.

Every organization should have a rule about bad stuff that happens - and it will. The bad stuff might be an employee who gets into trouble, a stupid decision that leads to unintended consequences or some other "bad news."

The rule is that leaders and supervisors and boards do not like surprises so when bad stuff happens - and it will, they need to be told immediately, no matter how bad the situation is.

In our organization we call it SDR. It is the Sh*t Disclosure Rule. I use SDR intentionally among our staff because it is something they will not forget - since that is not language we normally use.

What I tell them is that I recognize that bad stuff happens. When it does I want to know immediately, not later, not after they have tried to contain it but immediately. I will be more unhappy if I don't hear about it or if it comes later as a surprise. Likewise, if anything bad happens in my division of our organization, I send my boss an SDR email or make a phone call. 

Why do I want to know? Because I don't want a surprise and because I want the option of either myself or another leader helping to manage whatever situation it might be. SDR goes with another embedded rule, "No surprises." No leader likes surprises or wants to hear from others what he or she should have heard firsthand from someone in the chain of supervision.

When the church hurts people

A friend asked recently, do you have a book on Christ's love for the church? She is a pastor's spouse who is feeling deep ambivalence about her husband's ministry having experienced deep pain - inflicted by - yes - churches they have served.

She was looking for some reinforcement that Christ does in fact love His bride because her experience with the bride has been very painful and there are days that her love for the bride borders on something less than love.

It is deeply ironic that all to often the church which is here only because of the pure, unrelenting, grace filled and mercy bathed love of Jesus is a place of pain, hurt, dysfunction and sometimes actual abuse of those who are a part of it. Explaining this away with a casual "we live in a fallen world," while true, is a poor excuse since the body of Christ is a redeemed people who are supposed to look like Christ - exuding like him that pure, unrelenting, grace filled and mercy bathed love toward one another.

In his high priestly prayer of John 17, Jesus prays that those who believe in Him "may be one, Father, just as you are in me and I am in you. May they also be in us so that the world may believe that you have sent me." "May they be brought to complete unity to let the world know that you sent me, and have loved them even as you have love me."

Our love and unity, according to Christ is the proof of His divinity. That is what He says. If that is true, then the corollary is also true: our disunity and our lack of love communicates that He is not indeed God. Love and unity in the church breeds faith in those who see it. Lack of love and disunity in the church breed atheism in those who see it. One is proof of His divinity, the other effectively denies his divinity. One reflects Christ and the other denies Christ.

How many churches reflect Christ? How many deny Him?

I have the privilege and opportunity to visit many churches. When I walk into some of them the welcoming, grace filled and loving culture is evident from the time I enter till the time I leave. There is a transparency among people, a felt unity and a highly engaged worship service - which happens when there is unity.

Others are cold, sterile, formal, non-transparent, filled with politics and congregations that are unresponsive when I speak (OK, maybe it is my preaching). Which of these kinds of churches is likely to attract people? Which is likely to be on that causes people pain? It is not hard to figure out.

I am not down on the church. Those that act like the Bride that they are are wonderful communities to be a part of because they reflect the grace, love and relationships of the who died for her. Those that don't act like the bride - they hurt people and they hurt Christ and they give His Bride a bad name.

I wish my friend did not need to find a book on Christ's love for the church. I wish the church so demonstrated His love, mercy, grace and character that it would be enough proof of His divine presence and power.

When it may be time to leave a church

Some would say that church loyalty is one of the greatest values and certainly jumping from church to church is unhealthy. However, there are legitimate reasons to leave a church and look for another. Just remember that there are no perfect churches.

Consider these reasons:

• The church is inward focused and having little or no influence outside of its walls
• There is a legalistic spirit which is anathema to what grace is all about
• You don't feel comfortable bringing unbelieving friends
• The congregation is controlled by one or more church bosses and politics is prevalent
• You have been marginalized by a leader or leaders and don't feel that you can make a positive contribution
• There is a high control factor to keep church members "in line" with the prevailing group think
• The church board is highly dysfunctional and cannot lead the congregation into healthy and productive ministry
• Independent voices are quickly stifled
• You are not hearing the Scriptures lifted up in the messages but rather psychology and self help

There are no perfect churches but there are churches that see far more Gospel fruit and changed lives than others. With the short time we have we want to make the most impact for Jesus that we can. If that means changing churches it is an OK thing. I have done it for some of these very reasons. 

Congregations, especially dysfunctional ones make it hard for one to leave. They may use guilt and pressure of various kinds to keep one connected. Many take it personally when someone leaves a church. Remember, though that the church we attend is a choice we make and when the choice is taken from us we are no longer in a healthy place. Friendships do not need to go away because we don't attend the same church. If they do, they were superficial friendships in the first place. We will spend eternity together. Sometimes we need to change our location on this side of eternity!

Character: The hidden self

What people see of us is a small portion of who we really are. Our thoughts, motives, intentions, intimacy with Christ, or lack of it, the habits that we practice, or don’t, the practices we cultivate in our hidden lives are the powerful but hidden core of who we are and they form the character that flows out of us. Too often we focus on ensuring that what people see ‘looks good’ rather than focusing on the hidden character that ensures instead that what people see is ‘genuine.’

What would happen if we concentrated on cultivating the deepest part of who we are rather than cultivating the ‘image’ we want others to see?

Proverbs 4:23 puts this into perspective: “Above all else, guard your heart for it is the wellspring of life.” Everything we truly are flows from our heart – that hidden part of us – so if we want to be everything God wants us to be and made us to be the first focus of our lives will be in protecting our hearts and growing into the likeness of Christ.

Who we really are comes out when we are under pressure or in pain. What will flow from our minds, lips and actions will be what we have cultivated in our hearts. Nothing more, nothing less.

What is success? Certainly we value accomplishing the job we have set out to do, being intentional in our lives, fulfilling our Key Result Areas and Annual Ministry Plans (see previous posts) and being productive. But none of these rises to the level of importance of guarding our hearts and growing into the likeness of Christ.

Solitude, time alone and without distraction where we can quiet our hearts, spend time in the presence of our Father, listen to his voice, be nourished with is word and think deeply about our hidden selves is the most important thing we do. For out of the heart will flow what we really are. Nourishing our heart is the key to real success for without the nourishment we are nothing more than spiritual anorexics.

Why do we find this so difficult when we know it is so important? Because it is hidden! Others do not see what is in our hearts, and the demands of life and work are so pressing. But we ignore our hearts to our peril. The public ‘us’ is only an extension of the private ‘us.’ Just as the iceberg we see is only an extension of the greater part of the iceberg we don’t see. Character is what we are when no one is looking – and character is formed in the dark, before we need to exhibit it.

Jesus regularly withdrew to “a private place to pray” and spend time with the Father. How often do we follow his example? Is there room in our busy lives to do ‘soul work,’ allowing Him to mold our thinking, our priorities, our passions and our innermost hearts? Is our private life ‘robust and healthy’ or ‘anorexic and stale?’ The answer to that question will contribute to our success or failure more than any other issue.

Take some time – alone – and think about it.

Relational resets

There are times when relationships have gone sideways and have become dysfunctional enough that it takes an intentional reset to get them back on track. I have been involved helping a number of individuals recently reset critical relationships.

A reset is not pretending that the issues that caused the dysfunction or conflict is ignored. In fact, it is only when both parties are willing to acknowledge the damage and the reasons for the dysfunction that one can realistically reset the relationship. Without truly honest dialogue parties can sometimes agree to live in peace but a relational reset requires truly honest and candid conversation.

It starts with the ability of both parties to tell one another the truth about how they truly feel and why. In most cases this conversation will need to be brokered by a skilled facilitator who can draw out the issues and ensure that they all get put on the table. In that conversation it is critical that all issues that have become problematic are put on the table so there are no elephants that remain. Getting it all on the table is the first step toward a relational reset.

The second step is to talk through the issues that have been identified without defensiveness on either side. Non defensiveness invites dialogue and without dialogue, parties do not have a chance to understand one another. When we can listen to one another and seek to understand one another it allow us to ask probing questions in order to understand one another and to push into attitudes or practices that have hurt the other party or ourselves.

The third step is to discuss what kind of relationship the two parties desire. Write it down and clearly define the preferred relationship.

Step four is to ask the question, "If we are going to reset the relationship in the way we have defined it, what changes are necessary for each of us?" This may involve, communication issues, keeping short accounts, changing attitudes, not questioning motives and any number of other changes. These identified changes need to be written down as well.

This may not be a short conversation. It could take a day or longer depending on how deep the divisions are. I can tell you from personal experience that it can make a great difference for us, for relationships and for the Kingdom.

Is your organization a ministry or a collection of different ministries?

That may sound like a funny question but my observation is that many organizations are not one organization but many different organizations doing different things with different values and independent leaders. In other words, each team or division is doing its own thing in its own way. That is not an organization! It is a collection of organizations with a common name.

It happens with churches, mission agencies and other ministries. Usually it happens because:

• There is not clarity so leaders and people do their own thing
• There is not a leader at the top who is committed to alignment
• There is not adequate time and effort put into choosing leaders who are committed to a common cause and know how to lead their team in that direction
• There is not accountability for common results allowing leaders and teams to do their own thing

Of course the cost to the organization is high. It is like a boat race crew where every crew member is rowing at their own pace rather than in a synchronized way. When members of an organization pull the oars together there is amazing speed. When members don't pull the oars at the same time the water splashes, the oars clash and the boat languishes.

Which boat characterizes your ministry?

It takes only one leader to hijack a team and cause great pain to your ministry

I often write on the issue of alignment within organizations. I know from both personal experience as well as from working with numerous organizations the pain that an unaligned leader can bring to the organization.

Unaligned leaders essentially hijack their entire team from the rest of the organization. It happens in churches, missions and other ministry organizations. Unfortunately, when this happens, and the leader is redeployed, (often outside the organization) it often takes great time and energy to bring the team back into alignment with the organization as a whole. As a senior leader who has had to deal with this on a number of occasions I know the harm it does and the incredible effort it takes to rectify the situation.

Ensuring alignment throughout an organization is one of the most important jobs of a leader and one of the most critical issues to constantly monitor. When senior leaders allow leaders in their organization to drift or act as independent contractors they take their staff in the same direction. The longer it is allowed to exist the longer it will take to rectify. 

How do you ensure that your leaders are in alignment? Alignment always requires great clarity as to what the organization is about and what the non-negotiables are. Without clarity there will never be alignment.

Second, Senior leaders must spend quality time with leaders throughout the organization, dialoging, asking questions, probing and observing those who lead throughout the organization. And, asking questions of staff throughout the organization. 

If one knows or senses that there are alignment issues, push into it. It may well be that the issue can be resolved. Sometimes resolution means that a leader who is operating as an independent contractor needs to be moved out of their role. Remember though that where nonalignment occurs it impacts everyone on that team or in that division and therefore hurts the organization as a whole.

Philosophically I deeply believe in empowering leaders in our organization and our leaders have a huge degree of freedom. What I cannot do is to delegate and ignore issues of alignment. I never take it for granted, guard it constantly and talk about it regularly.

If you are dealing with alignment issues you may want to read Leading From the Sandbox which deals with clarity, healthy teams and healthy leaders.

A theology of relationships: 7 Biblical guidelines

Scripture has a great deal to say about relationships - principles that are often violated and which leads to all kinds of dysfunction, misunderstandings and conflict. If, on the other hand we lived out the relational counsel of Scripture there would be far less relational chaos in our world.

Speaking the truth in love
Speaking truth to others is incredibly important. Truth is about honesty. Not being fully truthful is a form of dishonesty which does no parties any good. Of course there are two temptations here. The first is not to speak the whole truth and the second is to speak the truth harshly (without consideration and love). Both will get us into relational trouble

Self definition
This is about the ability to speak the truth to others even when we know that others will disagree. There is often the temptation to tell others what they want to hear rather than what we really think. When Jesus says, "Let your yes be yes and your no be no," He is speaking to the issue of personal honesty (Matthew 5:37). When we give people the wrong impression of what we are actually thinking we sow the seeds of future misunderstanding.

Forgiveness
It goes without saying perhaps except that there are many who refuse to forgive those who have wronged them or for a perceived slight. Not only do we end up unable to restore the relationship when we don't forgive but we start to live in a prison of bitterness of our own making. A fallen world demands relational resets that can only take place when forgiveness is extended.

Making assumptions about motives
Much relational disconnect comes from assuming the motives of others - something we cannot do because we cannot know the thoughts and hearts of another. When Jesus tells us not to judge others but pay attention to the issues of our own hearts he is going to the heart of no making assumptions about the motives of others. We can judge behaviors but we cannot judge hearts and when we do we are usually wrong.

Extending patience and kindness
The fruit of the Spirit: Love, joy, peace patience, kindness, gentleness, and self control ought to be the guiding relational attitudes we bring to bear in every relationship and interaction. It is not easy and they are not called the fruit of the Spirit for nothing - they require the Holy Spirit in our lives to live out. Think of how much relational disconnect would be avoided if we lived that out!

Conflict resolution
When Jesus says not to let the sun go down on our wrath he is indicating that keeping short accounts is critical. The Scriptures say a great deal about peace between individuals and Paul tells us to live at peace with one another - at least as it depends on us. This is a choice we make. Matthew 18 makes it clear that to resolve conflict we must go to the one with whom a relationship has been broken and not to others.

Humility
A posture of humility, seeing ourselves realistically and treating others as worthy of honor is a huge asset in good relationships and one that was modeled by Christ. Pride and needing to be right and have our own way hurt relationships every time. By definition, pride destroys healthy relationships as it is now about me rather than about us.

Who needs to grapple with leadership issues of an organization?

Every organization has significant challenges and many senior leaders believe that they need to come up with the answers to those challenges. Every senior leader must engage in those issues but the truth is that it is equally important that senior leadership teams engage in those issues together. Who is responsible to solve organizational issues? It starts with the senior leadership team together.

Wise leaders allow organizational issues to be discussed and problem solving done by the leadership team as a whole. The more the senior leader dominates the discussion the more the rest of the team will allow the issue to rest on his/her shoulders. The less they dominate, the more the rest of the team will take corporate responsibility.

This requires a leader to allow transparency on issues the organization faces. Either hiding issues or not wanting them to be carefully scrutinized - usually because the senior leader takes personal responsibility - is a major mistake. If you want significant dialogue the team needs to know exactly what the issues are and the true picture. Bad news or problematic news means that there is significant opportunity for improvement. Hiding the bad news prevents the very dialogue that makes it possible to solve problems.

The key to a senior leadership group taking responsibility for an organization's issues is a senior leader who is willing to share the facts, willing to engage the team in problem solving and has the humility to admit that he/she does not have all the answers. That humility breeds others who become problem solvers with you - for the good of the organization.

Trust busters and builders

There are practices that contribute to cultures of trust and those which contribute to cultures of mistrust. Leaders of others set the pace by choosing practices that support cultures of trust.

Trust Builder: Choosing to trust.

Trust Buster: Starting from mistrust

You can count on me to trust you unless you give me a reason not to do so. In the event that trust is broken, I will clarify how trust can be re-established.  I will always start from a position of trust rather than a position of mistrust

Trust Builder: Being candid and up-front.

Trust Buster: Being vague and fuzzy

You can count on me to tell you what I am thinking, what my expectations are, how I perceive your strengths and weaknesses and if there is a performance issue, what you need to do to solve it. You may not always agree with me but you can count on me to be clear a bout what I am thinking and why.

Trust Builder: Keeping my promises

Trust Buster: Breaking my promises

I will commit to those things that I can commit to and you can count on me to follow through with my commitment. If for some reason I find myself unable to carry through on a promise, I will tell you. I will not commit to those things that I know I cannot deliver on.

Trust Builder: Acting consistently

Trust Buster : Acting inconsistently

My life will match my words and you can count on me to be consistent in how I treat those who report to me, in the pattern of my life and in living out the commitments of the organization. Inconsistency will be an exception rather than the rule.

Trust Builder: Listening carefully

Trust Buster: Not engaging in real dialogue

I will respectfully listen to and dialogue with you and will be candid in my responses. This means that there is always opportunity for dialogue, questions, clarification and my commitment is to carefully consider your opinions and suggestions even if in the end I choose a different path.

Trust Builder: Being fair and equitable

Trust Buster: Giving preferential treatment

You can expect me to act with your best interests in mind and to always seek to be fair and equitable in decisions that impact you.

Trust Builder: Caring for people

Trust Buster: Using people

You can expect me to genuinely care about you as a whole person and never simply use you for my or the organization's purpose. This means that I will also seek to engage you in your sweet spot where there is convergence between your gifts and our needs.

Trust Builder: Self disclosing 

Trust Buster: Secretive or unable to 'read'

You can expect me to be appropriately self disclosing about who I am, what I am thinking, where I am going and my own challenges.

Trust Builder: Empowering

Trust Buster: Controlling

Where you are given responsibility I will empower you to carry it out within clearly articulated boundaries rather than micromanage you or control you.

Trust Builder: Clarifying

Trust Buster: Making assumptions

If it appears to me that you have violated my trust or acted inappropriately, I will ask you for clarification on what happened and why rather than assume that you deliverately chose to do something unwise or inappropriate.

Don't resaw the sawdust

How many of us live with high levels of regret: issues from the past that continue to haunt our minds, our hearts and our conscience! Yet we know intellectually that God has taken care of all that has been forgiven and sin which we have forsaken. But our intellectual knowledge often does not match our heart acceptance.

The regrets of life are like sawdust and you cannot resaw sawdust. It is dust that has already been sawn and now is good for nothing but to be swept up and left in the sawdust bin.

God's grace covers all of our sin and all of us have plenty of sin to cover, and his grace is always greater than the amount or severity of our sin. He has made sawdust of that sin removing it from us as far as the east is from the west.

The evil one wants us to continue in our guilt and shame. Both which have been lifted and paid for. Don't let him.

The next time you think of those regrets, remind yourself, "You cannot resaw sawdust." God shredded it, leave it in the bin. It is a simple reminder that can free us from what God has already paid the price for.

Healthy teams

Consider this definition of a healthy team: A high impact ministry team is a group of missionally aligned and healthy individuals working strategically together under good leadership toward common objectives, with accountability for results. All of these same criteria apply to healthy church boards as well.

A team is not simply a random group of people thrown together because there are slots to fill - at least healthy teams are not built that way. Think of the team you are on or the team you lead and consider these key elements of healthy teams.

Healthy teams are missionally aligned.

They are made up of people who are all committed to the same mission and understand with great clarity what that mission is (see the last blog on alignment). Mission is the true glue that holds the team together more than any other factor. Non aligned teams are not teams because by definition they cannot be moving together in the same direction (the arrows don't all point in one direction).

They are made up of healthy individuals.

Too often we ignore the issue of Emotional Intelligence (EQ) when building team. Healthy individuals are open to the opinions of others, lack defensiveness, are aware of who they are and how others perceive them, are able to release people rather than control them, can engage in constructive and robust dialogue and have the ability to abide by common decisions.

When you consider the definition of a healthy person above, you realize how critical that is for a team to function well because in the absence of that kind of health teams will be dysfunctional and dysfunctional teams are never high impact.

They work strategically together toward common objectives.

Good teams are those where the members are committed to working syneristically together rather than simply doing their own thing and showing up for meetings and pretending it is "team." This means that team members embrace the objectives of the whole team and take the whole team into consideration in decisions that they make. It is about "we" not "me." Teams that are about "me" rather than "we" are not true teams and do not see the same results.

They have good leadership.

Teams are not led by committee. Someone must lead and provide the necessary clarity and direction and accountability but in an open, collegial atmosphere where robust dialogue is practiced and the team has ownership of their objectives. But there must be leaders. In fact, good leaders are those who can do just that.

Passive leaders cannot lead healthy teams and in the absence of leadership someone else will step in or the team will exist as a "gathering" but will not be team.

This requires team leaders to put a lot of time into team meetings for the sake of missional alignment, increasing the health quotient of team members (development), white boarding strategy together, determining common objectives and ensuring that there are real results. Team leaders cannot treat team meetings lightly if they want to lead a healthy team.

They hold members accountable for results.

This is not very popular or common in ministry circles. We focus more on relationships than we do on ministry results and do not exercised the discipline which teams in the marketplace must exercise in order to stay viable. It is sad, however, because the mission of the church and other ministries has eternal implications not just quarterly returns. Thus results matter, quality matters, discipline matters and measurement of how well we are doing matters.

Where there is no accountability for results, there cannot be healthy team. Nor will you attract or keep high quality ministry personnel who want their lives to count.

How healthy is the team you lead or the one you serve on? What could you be doing differently to raise the level of its healthy and effectiveness?