7 reasons why so many church leaders are having breakdowns or deconstructing their faith - Premier Christianity

7 reasons why so many church leaders are having breakdowns or deconstructing their faith

Cures for the racially divided church

It is said that the most segregated hour of the week in the United States is Sunday morning church. This need not be but unless there is a concerted effort to change our thinking and practices it will continue. Here are some suggestions to consider.

One. Do the MacDonald's or Wallmart test. When you go to either place, look at who is there. They usually reflect a pretty good cross section of the local community. Or, look up the demographics of your city and you can get accurate information. Because we often hang with people who look like us we often don't realize how diverse our community is.

Two. When you hire, be intentional about trying to build a staff that looks like your community. This will take extra work but businesses have been doing it for a long time. If we only fish in the pools we know this will not happen. If you intentionally find bigger and more racially diverse pools to hire from, you can build a staff that looks like your community. Why is this important? Because when we see someone like "us" (whatever racial group we belong to) on staff at a church, we feel more comfortable and know that the church values diversity.

Three. Be intentional about diversifying your church leadership both in terms of age and those racial groups represented in your community. Until we open our hearts to those unlike us, work and pray with them and allow them to influence our ministries we will not become a racially diverse church. Until we are willing to take this step we should not assume that we will achieve congregational diversity.

Four. Change up your worship to represent different racial groups and their traditions rather than asking them to live with your groups traditions all the time. Every group has a rich tradition in worship. It is in this diversity that we catch a glimpse of what heaven will be like as people from every tribe and nation and language worship together before the Lamb. 

Five. Develop relationships with ethnic churches in your community and find ways to interact with them. Invite them to speak in your church, do community projects together and pray together. Nothing changes our own hearts like friendships across ethnic lines. 

In a nation that is becoming more and more polarized, the church should be the one place where people of all ethnic groups can come together around Jesus and the gospel. It can happen but only if we are intentional about it and possess a kingdom heart.

Helping individuals and organizations go to the next level
AddingtonConsulting.org

Joshua Harris, former mega church pastor and popular author rejects Christ and Christianity

Author Joshua Harris Kisses His Faith Goodbye: ‘I Am Not a Christian’

Helping individuals and organizations go to the next level

AddingtonConsulting.org

Nancy Beach's response to the Final Willow Meeting

THE MORNING AFTER THE “FINAL WILLOW MEETING"

July 24, 2019

Helping individuals and organizations go to the next level
AddingtonConsulting.org

Leaders need to stay in their lane too!

One of the things about leadership is that they have the authority to speak into the affairs of others. This can be helpful if they do it judiciously. However, when a leader gets out of their lane and into areas that are the responsibility of others; go around supervisors to give direction; micromanage the work of others or get into areas that are not in their skill set they hurt the organization they are leading.

Leaders have a lane just like others in the organization and they are most effective when they stay in their lane. Many leaders, however, believe that everything that happens is their responsibility (bad assumption) so they feel compelled to poke into the work and strategies of others (bad behavior) and in doing so cause problems for the staff and therefor the organization.

It takes some careful thought to determine what one's lane is, especially in leadership where our authority gives us options. Many of those options are not good options, however, because they do not fit our unique skill set. We need to determine the specific work we will do as leaders given our wiring and the team we have around us. Often other team members can speak into the answer through their observations of what we do well and what we do poorly. Of course this only works if we are willing to listen to feedback about our best play.

I once did a staff audit of a church and almost to a person they pointed to their senior pastoral leader as the one who caused the most dysfunction on staff. He was a great preacher and therefor thought he was good at everything. Actually, he created a highly toxic workplace because he refused to stay in his lane or to listen to his senior staff or board about how he disempowered others. The result was a major exodus of key staff members that was unnecessary had he listened and been disciplined to stay in the lane he was made for.

One of the reasons that leaders are apt to stray from their lane is that they have seen success in some area and assume that they will be successful in other lanes as well. Unfortunately that is a poor assumption. We are generally successful at two or three things that define our lane and much poorer at everything else. Those things that are not strengths (we each have a few strengths) are weaknesses (of which we all have many). Learning to stay in our strengths and out of our weaknesses is a key to great leadership.

In my own leadership, it was often the people around me who were best at helping me understand my strengths and my lane. As a leader of a large organization, we talked openly about the unique role I could play and then empowered members of a senior team to play their unique role. Even as the senior leader, I had a lane and we were most successful when I stayed in that lane.

Helping individuals and organizations go to the next level 
AddingtonConsulting.org

The practice of thinking the best of others

This is a discipline because our first instinct when evaluating the behavior of others is often to suspect ulterior motives. In most cases we are working from ignorance since we cannot see into the mind of others. 

The problem with assuming the worst about the actions of others is not only that we are almost wrong, but that it causes us to respond in ways that are not helpful to a good relationship. After all, if I suspect that an individual has poor motives, I will respond with suspicion, distance and possibly even anger. My distancing from that individual in turn causes others to distance themselves as they watch our attitude. We influence others when we assume the worst rather than the best. Sometimes it is not possible to undo the impressions we share with others. 

Buckingham has it right: Find the most generous explanation for each other's behavior and believe it. Doing so allows us to operate from a position of trust and regard rather than mistrust. We don't have to like all the behaviors of others but the reality is that they probably don't like all of ours either. But we always hope that they will assume the best because we intend the best. 

In evaluating the actions of others it is worth considering that we can quickly jump to negative conclusions about them that we would never want them to have toward us. It is a superior attitude rather than one of humility, recognizing our shared humanity. 

Jesus had it right when he told us to "Do to others as you would have them do to you (Luke 6:31)." That includes our assumptions about others and our generosity toward their motives. Jesus said in the same conversation, "Be merciful, just as your Father is merciful (Luke 6:36)." Both are keys to good relationships and to a less judgmental attitude toward others.

Creating Cultures of excellence
AddingtonConsulting.org

The top ten traits of Christian leaders

Leaders come with many different kinds of wiring and lead with varied styles. I celebrate those differences. When hiring or promoting, I care much about how a person leads but I care even more about what lies behind their leadership. There are ten traits that I look for in leaders that are for the most part personal traits that spill over into how they lead.

A Kingdom heart
In ministry settings a kingdom heart is crucial. Our leadership is not about ourselves but about Jesus and what He wants to accomplish on this earth. A kingdom heart is one that understands we are not building something for ourselves but for Him.

Humble
Humble leaders can focus on others and the mission because they are not building a kingdom for themselves. Humble leaders have the capacity to live and lead with personal transparency and have a "nothing to prove and nothing to lose" attitude. They are open and non-defensive when challenged.

Intentional
There are two ways one can live: intentionally or accidentally. The best leaders understand how God has wired them, what He has called them to do (and not do) and organize their lives around the most important rather than simply responding to life. Everything about their priorities and time management is intentional and focused.

Clarity
Clarity is required for intentional living. Clarity about how God has gifted and wired us, clarity in our leadership priorities and organizational clarity all contribute to the ability to be deeply intentional. 

Accountable
Those who lead others and expect them to be accountable must be accountable themselves. To lead one must be willing to follow! Lack of accountability is about hubris while accountability is about humility and a healthy commitment to health. This includes accountability for results

Reflective
The best leaders are deeply reflective people: about themselves, others, the organization, methodology and life in general. They are thinkers rather than simply doers. Their actions come out of thinking and reflection rather than simply responding to events around them. They are thinking, reflective practitioners.

Inquisitive
The best leaders are deeply inquisitive, always asking questions, probing people in their organization and in others, desirous of learning and growing. They ask the question "why" often and don't assume that conventional wisdom is always wisdom. 

Team focused
Healthy organizations are formed around teams that work synergistically together under good leadership with accountability for results. Thus leaders must be willing to work with and through team rather than working independently.

Generous
Leaders give themselves away to help others be successful and the organization reach its objectives. They are servants to those they lead and understand that it is as others succeed that they succeed. Thus they mentor, coach and help others grow with a generous spirit.

Healthy EQ
Unhealthy EQ is the greatest killer of leadership as it creates relational chaos in its wake. No matter how brilliant an individual is, if there are EQ issues, they will not end up on one of our teams. Healthy EQ, on the other hand builds healthy relationships which leads to healthy collaboration and the building of healthy teams.

Creating cultures of excellence
AddingtonConsulting.org