Are You Ready to be a Leader?

Are You Ready to be a Leader?

April 9, 2013 from http://www.ronedmondson.com/2013/04/are-you-ready-to-be-a-leader-2.html

Elegant leader

I had a young man ask me recently, “Do you think I’m ready to be a leader?”

I said:

Great question. Glad you’re asking.. But, honestly, I don’t know that I’m the one to answer.

It might help if I ask you some questions:

Are you ready to stand alone at times?

Are you ready to push through fear?

Are you ready to do the right thing even when it’s the unpopular thing?

Are you ready to be misunderstood sometimes…okay…many times?

Are you ready to sacrifice for your team?

Are you ready to see things others may not yet be able to see?

Are you ready to enter the unknown…first?

Are you ready to keep confidences?

Are you ready to delegate?

Are you ready to see all sides of an issue?

Are you ready to sometimes feel like the weight of a vision is on your shoulders?

Are you ready to face conflict?

Are you ready to have your integrity closely observed by your followers?

Are you ready to receive criticism?

Are you ready to defend your team?

How’d your answers go?

Are you ready to be a leader?

Five Love Languages of Pastors

Shel – Thom has a funny and true one here.

 

Five Love Languages of Pastors  from thomrainer.com by Thom Rainer

With apologies to Gary Chapman for playing on his well-known “Five Love Languages” theme, I asked 24 pastors how a church member might speak to each pastor in his own love language. And though 24 persons do not constitute a massive survey, I was amazed at the consistency of the responses.

To fit the theme of five, I determined at the onset that I would only report the top five responses. To my surprise, there was an obvious break between the fifth and sixth most frequent responses. The five love languages thus were a natural fit.

So how can you speak a love language to your pastor? Here are the pastors’ top five responses in order of frequency. I offer a representative response from one of the pastors for each of the five.

  1. Books. “I have a limited family budget, so I can’t just go out and buy a bunch of books. But I sure do love books. One year a deacon gave me a $200 gift card to a Christian bookstore. I was ecstatic! Now the church gives me a $300 book allowance each year. I know it’s not much for the type of books I get, but I sure am grateful.”
  2. Encouraging notes. “I treasure every word of affirmation I get. It helps to soothe the pain of the criticisms. I keep all of my notes of encouragement in a box, and I sometimes read many of them at one time just to remind myself how blessed I am. I particularly appreciate handwritten notes. I know the church member took some time to write that to me.”
  3. Time guardians. “My most encouraging church members are those that try to help me protect my time. They do everything they can to make sure I have enough time to prepare sermons and to spend time with my family. They are able to speak to other members about my time constraints in a way that I’m not able to.”
  4. Compliments about children. “There are times that I really feel sorry for my three kids. They are really good kids, but they aren’t perfect. They live in a glass house, and any wrong move they make usually gets the attention of a church member. But I have a few church members who go out of their way to tell me the good about my children. One sincere compliment about one of my three kids will make my day.”
  5. Defenders. “You know, I deal with critics, and I realize that in any leadership position, you will have critics. My greatest hurt takes place when my supporters remain silent in the face of intense criticism toward me. They are more afraid of rocking the boat than speaking the truth. But I have one guy in the church who will always speak a defending word for me unless he thinks I’m wrong. Then he speaks to me privately. I could use a dozen church members like that.”

Pastors, are these five your love languages as well? What would you add to the list? Church members, do you speak love languages to your pastor? Tell us your stories.

What Would Jesus Make of “Passion” (Conferences)? Guest Blog by Austin Fischer

A repost from Roger’s Blog January 9, 2013: http://www.patheos.com/blogs/rogereolson/2013/01/what-would-jesus-make-of-passion-conferences-guest-blog-by-austin-fischer

What Would Jesus Make of Passion? by Austin Fischer (Teaching Pastor, The Vista Community Church, Belton/Temple, Texas)

 Hooray Excellence!

 At the moment I’m writing this, there are 60,000 college students gathered inside the Georgia Dome in Atlanta. They are singing worship songs, listening to sermons, and gathering what will no doubt be a massive offering that will go towards combating human trafficking. It’s pretty unbelievable stuff, but the Passion conferences specialize in the unbelievable.

Cutting edge media, excellent musicians, famous speakers. If we’re going to be candid, it’s refreshing to see something “Christian” also be something of such exceptional quality. You could invite an agnostic friend to it and not blush at the prospects of asking him to pay a couple hundred bucks to attend something that feels like a home-school prom. I like excellence, you like excellence, we all like excellence, and I think Jesus does too. Hooray excellence!

That said, as I was reading the tweets of a number of my students who are at Passion, a question kept bouncing around inside my head. Maybe I was asking it of God or maybe God was asking it of me—I often can’t tell the difference. But either way, the question was, “What would Jesus make of Passion?”

Now I know, I know. The question is both loaded and brutally anachronistic, but it just kept asking itself to me. Spoiler alert: I have no idea what Jesus would make of Passion. But here’s some stuff I threw up against the wall. Maybe some of it sticks.

Thought #1…Temple = Georgia Dome

I remember the first time I went to a Passion conference. I was a senior in high school and together with my youth pastor and a few friends, we made the trek to Sherman, Texas. And from the beginning, the trip had a certain vibe to it, a vibe I’ve since learned is the anticipation of pilgrimage.

Religious pilgrimages—as far as I can tell—stretch back to the beginning of human history. There’s something primeval and elemental about the act of going on a journey to a place where we believe we will encounter something transcendent. In the Hebrew Bible, we see God commanding the Jews to make yearly pilgrimages to “appear before the Lord God” (Exodus 34:18-23). Once the Temple was built, these pilgrimages would culminate there, the place where heaven and earth came together. Indeed for a Jew, the Temple was the holiest place in the whole universe. They traveled there because God was uniquely there.

And by way of crude parallelism, it would appear that what the Temple was for an ancient Jew, the Georgia Dome is now for many young-adult, American evangelicals. They take a yearly pilgrimage to the Dome because they feel it is a place where God is uniquely present.

“Cleansing” the Temple?

So what do we make of this? The first thing that came to my mind was Matthew 21 and Jesus’ “cleansing” of the Temple. I put cleansing in quotations because contra popular belief, NT scholars point out that Jesus is not cleansing the Temple so much as he is shutting it down. Flipping over the tables of the money-changers and seats of the dove-sellers (21:12)—these are not acts of purification but condemnation. The exchanging of pagan coins for Jewish coins and the selling of animals for sacrifice were both essential for Temple worship. The Temple didn’t need rehabilitation. It needed to die.

But not because God hates buildings; rather, the Temple needed to die because Jesus was replacing it. Jesus was a one-man, walking Temple; the place where heaven and earth came together and God was uniquely present to his people. As N.T. Wright says, “What the gospels offer us is a God who is in the midst [of us] in and as Jesus the Messiah…Jesus himself is the new Temple at the heart of the new creation…And so this Temple, like the wilderness tabernacle, is a temple on the move, as Jesus’ people go out, in the energy of the Spirit, to be the dwelling of God…”[1]

Now from one angle it’s tempting to connect these dots. Jesus shut down the Temple because he was replacing it. The Georgia Dome has become a new Temple. Jesus would walk into the Georgia Dome and flip over the merch tables and slam Chris Tomlin’s guitar, Garth Brooks style. And while that sort of simplistic reasoning certainly won’t do, I do think it raises some interesting questions regarding the pilgrimage/Temple mentality that so clearly permeates the Passion ethos. So here go a few thoughts…

(c)hurch

Jesus didn’t shut down the Temple because it was evil. He shut it down because it was obsolete and no longer needed. God was doing a new thing, was making himself present to his world and his people in a new way, and the Temple didn’t have a place in this new creation. God was now present to his people through the Spirit and was present to the whole world through his Spirit-filled community = the church. And I put church in lower case on purpose. Local churches made up of normal people doing normal things…this is the God-appointed medium of God’s presence and grace to the world. Not a Temple. Not a yearly pilgrimage. And dare I say, not a trip to the Georgia Dome.

To be sure, many Passion attendees love their local church and their pilgrimage to the Dome is a noble period of spiritual refreshment. But I don’t mind going out on a limb and suggesting that for a great many attendees—perhaps the majority—Passion is the most spiritual moment of the year. It is the standard by which all other spiritual moments will be judged. They’ll have to wait a year to feel this close to God again because it’ll be a year before they’re back here, singing the resounding chorus to an awesome song, having just listened to a sermon from their favorite celebrity pastor, all while their eyes are dazzled by the glitz and glamour of it all. It will be a chore to wade through the ordinariness of actual church life for another year.

As I once told a college student, if Passion is the most spiritual moment of your year, a.) I feel bad for you…b.) you’re not going to be able to love and serve your actual church.

And that’s because your actual church actually has to be the church. It has to deal with crying babies, botched song transitions, average sermons by not-famous people, and a budget for the year that is half that for 4 days of Passion. It’ll never measure up and so you’ll probably bail and look for a church that will feed your Passion addiction (if only Passion could be a church…or wait…it is ;) or you’ll stay and complain and never put down any real roots.

I inhabit and am thus aware of a rather small sliver of reality that I know as my life, and speaking from here, this is not hypothetical. I work with college students, I watch it happen, and I deal with the aforementioned phenomena. For the longest time, I didn’t quite know what to call it and I still don’t. But I know it involves a skewed understanding of the spiritual life in which a streamlined, hyper-spiritualized gathering has replaced the gritty reality of incarnation, of learning to be a human, among other humans, through whom God is reconciling the world to himself. It invigorates the spiritual life to be sure, but it does so by immersing them in something that just doesn’t seem to bear much resemblance to the real world.

And so as ironic as it may sound, maybe what Passion is doing is not progressive or ground-breaking so much as it is, well, antiquated. That’s hyperbolic to be sure but maybe, just maybe, Passion needs to make sure it doesn’t build something that Jesus already tore down. And I really hope it doesn’t build it on top of the church.

Thought #2…Going Vegan in a Steakhouse

Maybe you don’t buy the “Passion or church” thought above. Maybe you think you can have your cake and eat it too. I’m not so convinced most people can, but moving on, thought #2 is something I hope we can all agree on, even though it is uncomfortable.

So I’m told that at the beginning of this year’s Passion conference, Louie Giglio got up, surveyed the energy and buzz of 60,000 students packed into the Dome and said, “Is this not incredible?” He went on to talk about how Passion has become a global movement, impacting millions of lives and followed that up by telling the story of a student who had been addicted to drugs, but as a result of last year’s conference is a year clean. Louie then said, “The testimony of these days in the Dome will be, ‘I know that He is the Lord,’ and ‘I know He can do immeasurably more because He did it in my life,’ and ‘I don’t need an event, I don’t need a Dome, I need Jesus’.”

“I don’t need an event. I don’t need a Dome. I need Jesus.” Amen! See, Louie and company know it’s about Jesus and not an event. But let’s allow ourselves to sit with the irony for a moment. Louie stands before a crowd of 60,000 people, in the Georgia Dome, talking about how this is a global movement, telling a story about how this event helped a guy be sober for a year…and he says, “I don’t need an event, I don’t need a Dome…” But Louie, you’re in the Dome, at an event, hyping the event. We hear you saying something about not needing a Dome, but it’s hard for us to take you seriously when your face is being projected on that 5-story tall LED screen suspended in the middle of the Dome.

Perhaps it’s something like taking a group of people to the best steakhouse in town, providing them with a buffet of the finest cuts available, all the while telling them that eating meat is wrong and we should all go vegan. You can talk to people about the virtues of going vegan all day long, but as long as you’re feeding them steak, I doubt they’re really listening to you. And perhaps even more importantly, I question whether you really want them to listen to you.

Means = Message

There is a more technical way to say all of this: your means is your message. When delivering a message, our words are not the only things that communicate. Everything communicates, and in particular, the “way you do things” communicates, perhaps the loudest. I’ll borrow an example from an excellent book.

Kent Carlson and Mike Lueken were the pastors at one of those suburban, fast-growing, soon to be mega-churches. Fearing they were bordering on becoming a “seeker-sensitive” church, they started really emphasizing discipleship from the pulpit. But they noticed it wasn’t changing the culture of their church. It was still trending towards consumerism and impotent discipleship. What was the problem? In their own words, “We couldn’t merely change the words we used to communicate the gospel because there were too many other messages ingrained in the Oak Hills culture that would contradict our words.”[2]

In other words, you want to make sure you’re creating disciples and not voyeuristic consumers? Then you’re going to need more than words spoken in a context that contradicts everything you’re saying. It’s naïve to think we can hook people with a massive, consumer experience, and then not expect them to act like consumers. As Carlson and Lueken say, “Our attractional methods are not neutral. We are training people as we attract them.”[3]

Some Conclusions

So what would Jesus make of Passion? I don’t know. I think he’d enjoy hearing 60,000 people singing to him. I think he’d love a massive offering taken up to combat human trafficking. I think he’d rejoice in the refreshment and repentance taking place. And as mentioned earlier, I think he’d enjoy the excellence of it all. These are—in and of themselves—indisputably good things. But I’m not sure what he would think about the new Temple we’ve constructed, the celeb-pastor cults, or the Passion fever. But deconstruction is easy, so how about a little reconstruction.

I suggest this: Do some massive downsizing for Passion next year. Minimal media, no celeb-pastors or musicians. Get people who are good, just not famous…they’ll cost less. Maybe just leave the regular lights on. Maybe you could charge $50 instead of $200. By my calculations, that’s somewhere around $10 million dollars you’ll save the attendees. Then, challenge everyone who attends to put that $150 they saved at Passion towards their local church’s budget. Or if they really hate their local church and don’t believe in it enough to give $150, then give it to Compassion, International Justice Mission, etc. And then maybe Louie could stand up in the Dome in front of 60,000 people and say, “I don’t need a dome, I don’t need an event, I just need Jesus”, and we’d actually be able to hear him.

And one more thing. We Christians do have an unfortunate tendency to be cynical towards things that are doing well—especially when it’s not “our” thing. Whatever the psychology behind it, it’s all too easy to be swept away by some latent notion that if it’s Christian and successful/excellent than there must be something wrong with it. The success and excellence of Passion should be something we rejoice in. But success and excellence—from a truly kingdom perspective—are things only achieved through ruthless self-evaluation and continual repentance. Like most things, I don’t think the Passion conferences are all black or all white. Like most of us, they do some good things and bad things. So here’s to exposing the hype and nourishing the good.

 

 


[1] N.T. Wright, How God Became King, 239.

[2] Carlson and Lueken, Renovation of the Church, 57.

[3] Ibid., 67.

Thom Rainer: Seven Characteristics of an Effective Critic

Shel – This is so very good.  Many people think they have a gift of “criticism” here is what a person with a real gift looks likes…

 

Seven Characteristics of an Effective Critic by Thom rainer

December 10, 2012

A few days ago I had a long conversation with a critic of me. Actually, it would be better to say that he is a critic of a decision I made. He would not want to describe himself as a critic of me in the general sense.

Rare is the person who actually enjoys criticisms. I certainly would not be among that unique group. But this man made the criticism tolerable. And he certainly gained my respect by the way he handled it.

Immediately after the conversation, I began to think through how he had approached me. I thought about his words, his body language, and even his preparation for criticizing me. I realized I had a case study on effective criticism. I also was able to note seven of the characteristics of this conversation where he criticized me.

  1. He had no pattern of having a critical spirit. Some people are perpetually critical. Their negativity is known and often avoided. Such people have little credibility. Even if they have something worthy to say, it is often ignored because of their patterns in the past. That was not the case with this man. He was not known as a negative person. He did not speak or write in a critical way on an ongoing basis. Because of this pattern, I was inclined to listen to him.
  2. He prayed before he criticized. In fact, this man prayed every day for two weeks before he ever approached me. He asked God to stop him if his mission was not meant to be. He did not take the moment lightly. To the contrary, he treated it with utmost seriousness.
  3. He communicated concern without anger. This critic did not once raise his voice. His body language did not communicate anger. He was passionate in his position while maintaining his composure.
  4. He avoided any ad hominem attacks. My critic wanted to be certain that I knew he was not attacking me personally. He affirmed me in many ways. He voiced respect for my character. But he did not waver in his expressed concern. Never once did I feel like I was under attack personally.
  5. He asked for my perspective. Frankly, most of my critics through the years have not expressed any desire to hear my side of the story. They are so intent to communicate their position that they leave no room for me to speak. Such was not the case with this critic. He asked a surprising question early in the conversation: “Thom, why did you make this decision? I really want to hear your thoughts straight from you.”
  6. He listened to me. Undoubtedly you’ve been in those conversations where the other person really does not indicate any desire to listen to you. Even while you are speaking, it is evident that he or she is formulating the next response rather than hearing your words. This critic not only asked for my perspective, he really listened as I spoke. The only time he interjected was to ask clarifying questions.
  7. He was humble. One of the primary reasons we get defensive when we are criticized is the attitude of the critic. They often seem to have an all-knowing and condescending spirit. To the contrary, my critic was genuinely humble. He was not a know-it-all. He did not act like the smartest man in the room. Frankly his humility was humbling to me.

You can’t be a leader without being criticized. Leaders have to make decisions, and it’s rare that everyone will agree with your decisions. While dealing with critics is not the most pleasant part of leadership, it is a necessary part. Sometimes leaders must discount the message because of the lack of credibility of the messenger. But, in my case, I heard from a critic who truly made me pause and consider his position. Not only did I hear his position, though, I learned even more about being an effective critic and recipient of criticism.

For those reasons, this fallible leader is very grateful.

Five Types of Critics in the Church from thomrainer

Five Types of Critics in the Church  from thomrainer.com

 All pastors and other church leaders have their critics. No leader in the church can escape the sting of criticism. Indeed, dealing with critics is one of the great challenges pastors have in ministry.

Though the pain of criticism cannot be removed, it can be handled constructively. One way to deal with the issue is to make every effort to understand the mindset of the critic. In doing so, church leaders can respond redemptively and pastorally. Take a look at these five types of critics.

1. The constructive critic. This person really wants what’s best for you and the church. He or she does not have a personal agenda or vendetta. Most have prayed about talking to you or writing you before confronting you. The best response is to listen, discern and, if necessary, make changes. The challenge is that it is often difficult to discern the voice of constructive words in the cacophony of other criticisms

2. The negligent critic. This person makes an offhand comment and does not think much of it. He does not realize that his words really stung you. He truly was not making the issue a personal matter. In my own leadership position, I have made critical comments that I did not realize were so hurtful. And I would have never known my error unless others had told me. It is likely that if you let these critics know of your hurt, they will be both surprised and remorseful.

3. The hurt critic. Pain is pervasive in our world, and church members are not exempt from it. From their pain, these critics often lash out at pastors in moments of deep frustration and anger. Unfortunately, pastors are often the most visible and convenient targets for the hurt and angry critic. If pastors can discern this mindset of these critics, they should have a twofold response. First, they shouldn’t take the criticism personally. Second, they should make every effort to respond with compassion, concern, and love.

4. The sinful critic. Yes, everyone is a sinner. But there are some church members living in a state of rebellious and unrepentant sin. Their criticisms are attempts at deflection. They refuse to face their own rebellious ways, so they try to make you feel like the guilty party. If a pastor knows about the unrepentant sin in a church member’s life, he should confront him on it. Unfortunately, pastors often do not know these facts at the moments in which they are criticized.

5. The self-serving critic. This critic is having a thinly-disguised temper tantrum because he is not getting his way on some issue in the church. He doesn’t like the music. He doesn’t approve of the budget the church voted on. Somebody changed “his” order of service. So he lashes out at you because you are the leader who either led or accepted these changes. These critics are, in many ways, the most challenging.

Pastors and other church leaders would serve themselves well to consider two major ways to deal with critics. First, realize that criticism is inevitable. Anyone in a position of leadership will face criticism. Deal with it prayerfully and courageously, but accept it as a part of your leadership that it will never go away.

Second, make every attempt to discern the type of critic with whom you are dealing. In many cases, the criticisms will benefit your life and ministry. In other cases, you may have the opportunity to deal with the critic in a pastoral and redemptive way.

All criticisms sting, at least for most of us. But not all criticisms are bad for us. Indeed, in many cases our leadership and ministry can be more effective if we deal with critics in more redemptive ways.

 

Pastor to Pastor is the Saturday blog series at ThomRainer.com. Pastors and staff, if we can help in any way, contact Steve Drake, our director of pastoral relations, atSteve.Drake@LifeWay.com. We also welcome contacts from laypersons in churches asking questions about pastors, churches, or the pastor search process.

Tom Rainer: Listening to Negative People Will Make You Dumb

shel boese – enjoy…

Tom Rainer: Listening to Negative People Will Make You Dumb

 We all know those “energy drainers.” They are the people that seem to have a perpetual cloud hanging over their heads. They have the keen ability to turn good news into bad news. Yes, they are the kind of people you avoid asking “How are you?” for fear they will give you an answer. Some are critics. Some are simply just negative people.

Brain Studies and Negative People

Minda Zatlin reports in Inc. magazine that new research in neuroscience demonstrates how negative and critical people affect us. She notes that “being exposed to too much complaining can actually make you dumb. Research shows that exposure to 30 minutes or more of negativity – including viewing such material on TV – actually peels away neurons in the brain’s hippocampus. That’s the part of your brain you need for problem solving.”

So what is the result of exposure to negative and critical people? “Basically it turns your brain to mush,” the article notes. It has the same effect even if you are passively listening to them.

What’s a Leader to Do?

Those in leadership positions are in a dilemma it would seem. Every position of leadership will always be exposed to negative and critical people. It goes with the responsibility.

Though leaders cannot avoid negative people entirely, we can incorporate some tactics that will help us deal with the matter more effectively.

  • Discern the difference between the negative critic and the constructive critic. You really want to hear the latter person. You want to avoid the former if at all possible.
  • Avoid negative media. Many leaders are drawn to negative television, radio, print media, and blogs like an onlooker is drawn to a car wreck. We just want to look. Before you begin reading or listening to the negativity next time, just remember that you will walk away dumber.
  • Have a spirit of rejoicing. The Apostle Paul writes this imperative in Scripture: “Rejoice in the Lord always. I will say it again: Rejoice!” (Philippians 4:4). The mandate is not only to rejoice, but to rejoice at all times. If we are allowing thoughts of rejoicing into our minds, we don’t allow the words of negative persons and critics to enter.
  • Choose your friends wisely. Avoid friends who are negative and embrace those who are not. You are likely to spend a lot of time with your friends. Make certain the time is well spent.
  • Be a positive person. You will attract other positive people. And you may dissuade the negative person from being so negative.

Leadership Requires Focus

One of the greatest dangers a leader faces is to lose his or her focus. Much is expected of leaders. Indeed much is demanded of leaders. A constant barrage of negativity can prove to be extremely harmful to the leader and to the organization he or she leads.

And now we have medical and scientific evidence that shows the detrimental effects of negativity on the brain. It’s not a pretty picture.

So next time you are confronted with a negative or critical person, consider practicing some of the tactics noted above. You might come away a happier person. You might come away a better leader. And you might even come away a bit smarter or, at the very least, not any dumber.

3 “Don’ts” When Dealing with Complainers

shel – very good and spot on!

3 “Don’ts” When Dealing with Complainers

“Our small group curriculum is too much fluff!”

“I can never find out what’s going on around the church!”

“Why do we sing so many old hymns?!”

If you’re a church leader, you’ve likely heard each of these complaints, or some variation on these themes.

The point is, as a leader (and especially as a church leader), dealing with complaints is part of the territory. What’s important is how you deal with them, and even more so, how you don’t deal with them.

Here are three vital “don’ts” when it comes to dealing with complainers.

1.   Don’t take on every complaint yourself
A common mistake made by inexperienced leaders is to assume that simply because someone brought a complaint to your attention, that it now becomes your problem to solve.

Instead, listen politely, discern the nature of the concern, and immediately point the person toward the person on the team best equipped to respond.

2.   Don’t get defensive
Effective leaders know that even within the shrillest sounding complaint, there can be a kernel of truth worth listening to. But if your skin is so thin that you immediately reject any complaint out of hand you can miss out on information that could help you improve your leadership or the ministry of your church.

Learn to look for the nuggets of truth contained within any complaint.

3.   Don’t miss out on a teaching moment
When a complaint comes forward, even one laced with sarcasm and hurtful language, you have an opportunity and responsibility to coach and correct.

First, deal with the content of the complaint in whatever appropriate manner you choose.

Then, separate out the tone or manner with which the complaint was brought forward. If it was presented in a respectful manner, affirm and reinforce that tone.

But if the complaint was presented in a mean-spirited, hurtful manner, deal with that. Deal with that clearly and unequivocally. To let such behavior go unchallenged will only lead to more problems in the future.

Complaints happen. And as a leader in the local church you will deal with them more often than you’d probably want to.

And so since you can’t avoid them, you might as well grow through them.

What leadership lessons have you learned in dealing with complaints?

Seven Questions to Help Leaders Avoid Committing Sins of Omission

Seven Questions to Help Leaders Avoid Committing Sins of Omission by Thom Rainer

 I confess. I shouldn’t have this nagging fear, but I do. I am sometimes haunted by the possibility that I failed to make a critical decision as a leader, and I missed the opportunity to make a difference in this world.

It’s easy sometimes not to make a decision, to let the perceived status quo become our daily agenda. Instead of becoming a leader who is a change agent, we become managers who carry out routine tasks.

Frankly, I don’t want to live my life in the world of “what if?” I don’t want to look back on this brief time God has given us, and realize that I failed to act or to make key decisions. I don’t want to be guilty of one of the most damaging types of sins, the sins of omission.

So how can we leaders make certain we are not seeking the comfort of sameness and committing sins of omission? What checks can we have to remind us that we must ever be vigilant lest we fail as a leader who acts and takes risks? I suggest we constantly ask ourselves these seven questions.

  1. Do I take initiative or do I wait for an assignment to be given to me? Leaders who rarely want to make their own decisions or take actions on their own are not leaders at all. It is a comfortable place to be where you are not responsible for any of your own initiatives. But comfort is the place where most sins of omission take place.
  2. Am I constantly seeking ways to break out of the status quo? It is cliché to say that this world and culture is changing rapidly, but it is true. Those who attempt to hold onto to the way we’ve always done it will be left behind. The irony is that the status quo is no longer a reality, and those who attempt to hold it tightly are holding on to an illusion.
  3. Is my approach to leadership only incrementalism, or do I at least on occasion seek to lead major changes? Leading by incremental change is okay for most seasons, but there are times when leaders must take major risks. I love the oft-told story of Thomas J. Watson, Jr., and the introduction of the IBM 360. On April 7, 1964 IBM introduced the 360, the first large family of computers to use interchangeable software and peripheral equipment. It was a bold and courageous departure from the monolithic, one-size-fits-all mainframe. Fortune magazine dubbed it “IBM’s $5 billion gamble.” But the gamble paid off, and the world was changed by that decision.
  4. Am I willing to make a decision even if I don’t have all the facts? No one would suggest a leader make a major decision without good information. But many decisions must be made with some level of uncertainty and without all the desired facts. Ultra-conservative leaders who keep waiting for all the facts to come in usually have a good rear view of other leaders who have passed them by,
  5. Am I willing to accept criticism? You can play it safe and avoid criticism. In fact, you can join the legion of Monday-morning quarterbacks who take great delight in pointing out where risk-taking leaders failed. But those second-guessers have stopped leading when they make decisions to minimize the criticisms.
  6. Am I willing to fail? You can choose not to act, not to take initiative, and not to take risks. In doing so, you will not fail at a particular task because you have attempted nothing. But you will ultimately fail as a leader. Every true and seasoned leader can attest to some failure in his or her life. That is the price we pay when we lead and take risks.
  7. Do I really want to make a difference? If the answer is yes, there is a price to pay. I have briefly enumerated some of them. We can’t merely declare that we want to make a difference. We must be wiling to accept the pain that often comes with bold and courageous leadership. For the true leader, it is price worth paying.

We have such a brief time to make a difference in this life. If God has given you a place of leadership, consider that opportunity a sacred trust. Don’t live this life wondering “what if.” Don’t look back on key life points and realize you failed to act, that you committed sins of omission.

May the words God gave Joshua become His words for our lives today: “Haven’t I commanded you: be strong and courageous? Do not be afraid or discouraged, for the Lord your God is with you wherever you go” (Joshua 1:9, HCSB).

What are some of the common sins of omission you observe in some leaders? What are some other checks we can have to avoid committing these sins?

The Death of Elitist Leadership

Shel Boese – Tom has such good leadership stuff – this is right on the money!  Pay attention baby-boomer leaders who have not figured this out yet.

The Death of Elitist Leadership

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It is indeed an understatement, but it’s true. Leadership is changing. Some point to technological advances as the great equalizer. Others say it is the social media facet of technology that is key. Still others point to the Millennial generation and their changing expectations of leaders and life in general. Some would say that the failure of political and business leaders led to the change.

There is undoubtedly truth in all explanations, and there are probably many more explanations to the changing role of and demands on leaders. The overall thrust of the changes is that elitist leadership is dead; at the very least it is dying. The demand for greater transparency, honesty, and just plain decent behavior has never been higher.

Elitist leaders will not survive this new era. And though this new open leadership model has its challenges, the move away from elitist leadership is a positive development for our organizations and society. Look at some of the implications.

Leaders Can No Longer Assume They Are the Smartest People in the Room

Just when a leader thinks he has put in his time and efforts toward his leadership status, some young guy or gal comes along who revolutionizes our organization or our world. Humility demands that we recognize there are others smarter than we are. If not, we leaders could really be embarrassed.

Leaders Can No Longer Make Unquestioned Demands

Elitist leaders act like they are generals in the military. They bark orders, make demands, and expect no pushback. After all, what the leader says is the way it will be. No more. Every significant decision a leader makes today is scrutinized, questioned, and evaluated. There is no such thing in our world today as unquestioned leadership (unless you belong to a cult).

Leaders Can No Longer Be Protected from Criticism

Elitist leaders surround themselves with sycophants. If you are not a yes-man or a yes-woman, you are removed from the leadership circle, and perhaps from the organization. When criticism comes to the organization of the elitist leader, he or she makes certain someone else takes the blame. That era of leadership is virtually over. The technology and Internet revolution means that anyone can criticize a leader anytime. If someone desires to avoid criticism as a life goal, he or she should avoid leadership roles at all times.

Leaders Can No Longer Be Cloaked in Secrecy and Privacy

I enjoy reading biographies of leaders of the 60s and 70s, the years of my childhood and adolescent. What amazes me is how many of their indiscretions were never made public. Most of them would not have lasted a month in today’s very public scrutiny. Elitist leadership allowed for indiscretions, bad business decisions, and just weird behavior to be swept under the rug. Not so today. Leaders are under the microscope every day.

It’s Tough Leadership, But It’s the Right Leadership

Elitist leadership is easier, but it’s not good leadership. The reality is that no leaders in the years ahead will be able to function in that manner. And though there are challenges and problems with the high level of scrutiny a leader must endure today, the trend is healthy.

We are indeed moving toward more open and transparent leadership.

We should celebrate, not mourn, the death of elitist leadership.

How has the new era of leadership changed how you lead?

Ten Keys for Spotting a Potential Leader

Ten Keys for Spotting a Potential Leader

from Your Journey Blog by Gary Rohrmayer

GreetersAll of us have distant mentors.  Those who have influenced you through their writings or speaking.  Fred Smith, a business leader and regular contributor to the Leadership Journal, greatly influenced me during my 30′s.  The following article had a profound affect on me as I sought to invest in the next generation of leaders. HT

Here are his 10 signs for spotting potential.

1. Leadership in the past. The best predictor of the future is the past. When I was in business, I took note of any worker who told me he was superintendent of a Sunday school or a deacon in his church or a Boy Scout leader. If he showed leadership outside of the job, I wanted to find out if he had some leadership potential on the job.

2. The capacity to create or catch vision. When I talk to people about the future, I want their eyes to light up. I want them to ask the right questions about what I’m talking about.

The founder of Jefferson Standard built a successful insurance company from scratch. He assembled some of the greatest insurance people by simply asking, “Why don’t you come and help me build something great?”

A person who doesn’t feel the thrill of challenge is not a potential leader.

3. A constructive spirit of discontent. Some people would call this criticism, but there’s a big difference in being constructively discontent and being critical. If somebody says, “There’s got to be a better way to do this,” I see if there’s leadership potential by asking, “Have you ever thought about what that better way might be?”

If he says no, he is being critical, not constructive.

But if he says yes, he’s challenged by a constructive spirit of discontent. That’s the unscratchable itch. It is always in the leader.

People locked in the status quo are not leaders. I ask of a potential leader, Does this person believe there is always a better way to do something?

4. Practical ideas. Highly original people are often not good leaders because they are unable to judge their output; they need somebody else to say, “This will work” or “This won’t.”

Brainstorming is not a particularly helpful practice in leadership, because ideas need to stay practical. Not everybody with practical ideas is a leader, of course, but leaders seem to be able to identify which ideas are practical and which aren’t.

5. A willingness to take responsibility. One night at the end of the second shift, I walked out of the plant and passed the porter. As head of operations, I had started my day at the beginning of the first shift.

The porter said, “Mr. Smith, I sure wish I had your pay, but I don’t want your worry.”

He equated responsibility and worry. He wanted to be able to drop his responsibility when he walked out the door and not carry it home. That’s understandable, but it’s not a trait in potential leaders.

I thought about the porter’s comment driving home. If the vice-president and the porter were paid the same money, I’d still want to be vice-president. Carrying responsibility doesn’t intimidate me, because the joy of accomplishment-the vicarious feeling of contributing to other people-is what leadership is all about.

6. A completion factor. I might test somebody’s commitment by putting him or her on a task force. I’d find a problem that needs solving and assemble a group of people whose normal responsibilities don’t include tackling that problem. The person who grabs hold of the problem and won’t let go, like a dog with a bone, has leadership potential. This quality is critical in leaders, for there will be times when nothing but one’s iron will says, “Keep going.”

Dale Carnegie used to say, “I know men in the ranks who will not stay in the ranks. Why? Because they have the ability to get things done.” In the military, it is called “completed staff work.”

With potential leaders, when the work comes in, it’s complete. The half-cooked meal isn’t good enough.

7. Mental toughness. No one can lead without being criticized or without facing discouragement. A potential leader needs a mental toughness. I don’t want a mean leader; I want a tough-minded leader who sees things as they are and will pay the price.

Leadership creates a certain separation from one’s peers. The separation comes from carrying responsibility that only you can carry. Years ago, I spoke to a group of presidents in Columbus, Ohio, about loneliness in leadership.

One participant, president of an architectural firm, came up afterward and said, “You’ve solved my problem.”

“What’s your problem?” I asked.

“My organization’s always confused,” he said, “and I didn’t know why. It’s because I don’t like to be lonely; I’ve got to talk about my ideas to the rest of the company. But they never know which ones will work, so everybody who likes my idea jumps to work on it. Those who don’t, work against it. Employees are going backward and forward-when the idea may not even come about at all.”

Fearing loneliness, this president was not able to keep his ideas to himself until they were better formulated. A leader must be able to keep his or her own counsel until the proper time.

8. Peer respect. Peer respect doesn’t reveal ability, but it can show character and personality.

Trammell Crow, one of the world’s most successful real estate brokers, said that he looks for people whose associates want them to succeed. He said, “It’s tough enough to succeed when everybody wants you to succeed. People who don’t want you to succeed are like weights in your running shoes.”

Maxey Jarmen used to say, “It isn’t important that people like you. It’s important that they respect you. They may like you but not follow you. If they respect you, they’ll follow you, even if perhaps they don’t like you.”

9. Family respect. I also look at the family of a potential leader: Do they respect him or her?

Fifteen years ago, my daughter said, “Dad, one thing I appreciate is that after you speak and I walk up, you are always attentive to me. You seem proud of me.” That meant a lot to me.

If respect isn’t there, that’s also visible. At a church-growth conference, a well-dressed preacher approached me after I had spoken. A few steps behind him trailed his wife. He said, his chest swelling, “How would you like to come to my church and speak to a thousand people Sunday night?”

I couldn’t resist saying, “I would have liked that in an earlier day, but I’ve given up speaking to smaller groups.”

His wife’s face lit up like a Christmas tree. Her body language revealed what she thought of her husband’s egotism. The family’s feelings toward someone reveal much about his or her potential to lead.

10. A quality that makes people listen to them. Potential leaders have a “holding court” quality about them. When they speak, people listen. Other people may talk a great deal, but nobody listens to them. They’re making a speech; they’re not giving leadership. I take notice of people to whom others listen.   HT