Mirror, Mirror, am I a Manager or Leader? Both?
July 14, 2008
Have you ever wrestled with the thought of how you are wired up to serve? Have you ever thought about the basics of managing versus leading and how you might lean one way or the other?
These are the kinds of issues that Marcus Buckingham raises in his book The One Thing You Need to Know…
This clear read quickly defines some important distinctions in leading and managing, and he gives advice that is easy to digest and implement.
As I read the book there were some aha moments, some confirmations, and definitely areas to address and stretch.
What are you reading to help you lead?
Summer’s up, the interns are going…
July 9, 2008
Summer brings a flurry of activity, particularly in the preschool through youth ministry of a church. Camps, VBS, daycamps, sport-camps, white-water rafting…whew! Thank goodness for young interns who are ready to learn and engage in energetic ministry. This summer we have been blessed with a number of interns from around our area, and also around the world.
So what will they take with them?
Yes, interns are here to learn. Thank the Lord for the ministers who took me under their wing to literally watch them work. I have been shaped greatly by those early encounters in ministry. So some things come by watching, some by doing, and some by a combo, literally trial and error at times.
Yet, make sure that you have some way of closing the loop. In other words, without being too heavy, how about an exit interview. Instead of hoping they “caught” some things, actually say them. Instead of wondering about how things went or what could have helped or been better, ask.
Try prompters like:
1. What has God taught you this summer about your call and gifting?
2. What stretched you the most?
3. What do you wish you could have experienced and did not get to?
4. If you were planning an intern experience/track for the future, what would you make a part of the training?
5. Because of this experience, you know you need to learn more about…
6. What could I do as a Minister/Leader to better equip interns?
Crisis Care
April 19, 2008
I was recently forwarded a fantastic resource for insights on all types of issues and circumstances you may face in ministry. It is from the capable hands of those at the Billy Graham Evangelistic Association. Check this out:
Please let me know if you have come across anything similar that could be of benefit.
God bless you as you serve Him when times are smooth, and in crisis.
Leaders lead, and not just at work
January 17, 2008
I have recently had the opportunity to serve on a board of an institution. I appreciate the honor of being asked,
Why?
1. When you are asked to lead somewhere, they don’t just need a warm body, or someone to read through reports, but someone to execute. Make decisions, give advice, comment, dream, plan, promote, inspire, share wisdom, agree, disagree. You get to add value to something not connected to you per se (your dream, job, vocation). Look for opportunities to serve.
2. This is a forum to stretch your strengths and weaknesses. Folks on boards and committees may not see you as the normal coworker, boss, or role you may have slipped into at your workplace. It could reveal a need to dust off how to connect with folks again, how to listen well, and how to be alert to group dynamics. Serve well, think and work hard, and then take your fresh self back to your own job/staff meeting.
3. Glean insights of good processes within the board. Perhaps you realize some steps to agendas that would be of benefit where you work, or perhaps the opposite, you realize how not to do meetings. Either way, just say no to boring, pointless meetings.
The world needs strong Christian leaders. Get out there!
Easy Sunday School Training Tools
December 31, 2007
Are you looking for some user friendly, clear, and purposeful training resources for your Sunday School Leaders? Check out these:
1. Sunday School Done Right by Allan Taylor. He is the Minister of Ed at First Woodstock, GA. He is certainly fired up about Sunday School.
2. Power Up Your Sunday School by Bob Mayfield, state Sunday School Leader for Oklahoma. Bob is the real deal, and he is passionate about people finding a relationship with Jesus Christ.
Most of all, remember with whatever you use, as the leader, your enthusiasm and passion will communicate most powerfully!
Being the Boss?
December 24, 2007
If you find yourself as the team leader on your church staff (Pastor, Associate Pastor, Minister of Ed, Executive Pastor, Lead Pastor, etc.), you do have a choice in how you lead:
1. Realize you are the leader. I love a cool passage about Solomon that says that he “took a grip” (msg) of the kingdom, with the Lord’s help. I think that is a fantastic balance. Get a grip, understand that you are the guy. If you don’t know you are the person responsible, no one else will. BUT before you get the big head, and potentially become an arrogant abusive leader, realize it is only by and with the Lord’s help that you are doing what you do. He can replace you any time.
2. You can be Buddy. In this laissez faire style, you will probably have good relationships, but poor direction, and if something critical comes up, which it will, your group will splinter, until they find the real leader.
3. You can be Bossy. In this overty demanding and disconnected style, relationships are the last thing on your mind. Your word is king and you want to see folks hopping no matter the circumstance. No decisions are made without you. Oddly, groups will splinter and they will search for the real leader. Someone who really cares about them.
4. I prefer Balance. When you are the boss, recognize it. There are times when you make the call. No one else. Everyone has chimed in, but now everyone is looking to you. At the same time, build healthy relationships. One leadership coach helped me to move away from talking about staff as “family.” I want good and rich relationships with staff, but I can’t fire my family; my brother/dad will always be that. Instead, think of staff as being on your team. Coach, lead, inspire, develop, and create vision.
Lead and lead well!
When staff members leave…
December 20, 2007
As team members leave your particular ministry keep these important thoughts in mind:
1. Reflect on any changes that you need to make in this particular job and its description prior to any future search, that way you’ve made adjustments prior to visiting with candidates, and quite frankly, you know who you should be looking for.
2. Take time to visit with the staff person in an exit interview, when appropriate and possible, and listen for things that will make your team and this position even better and more effecient in the future. Put down your guard and listen.
3. Find meaningful ways to bless staff in their coming, and in their going. For instance, some churches already have established monetary gift levels according to years served, so that there is no awkward thought of what to do when someone goes.
4. If it is the unfortunate circumstance of a termination, don’t simply “move on,” carefully think about your part in the problem: poor hiring process, poor team leadership and management, or poor communication to name a few. Use a consultant to help you and/or your team think through the issue in an objective way.
Don’t go on auto-pilot in this process and simply wait to fill a spot, but use it as a powerful moment to strengthen you and your ministry. What do you wish you could experience at places as you leave? Make it happen for your exiting employees.
Tips in the hiring process
December 20, 2007
Isn’t it great when you are given the opportunity to hire a new staff person for a new ministry? But you may also find yourself in the spot of replacing someone. Here are some very important issues in hiring team members:
1. Pray. Make sure you are proceeding in the direction the Lord has for you and your church. For example, we have been blessed by hiring a person for a ministry area that is anticipated to grow versus hiring a person for a position when it looks like you “need” them.
2. Review the job description or create the new one.
3. Make an adequate and appropriate search. Get the word out. Contact folks in similar fields of work.
4. Work within the constructs of your ministry in hiring, that is, use a search committee when necessary, but always team up with someone in the interviewing process. Utilize the personnel and finance committees of your church in the process when possible.
5. Collect resumes of candidates. Narrow to the top 3 or so.
6. Only interview one candidate at a time from your #1 choice on. If there is a “no” either way, communicate this clearly. Do not leave folks guessing or hanging on if the committee is moving on.
7. Remember that candidates are observing the church and staff team as much as you are observing them in the interviewing process. So, just as they are making first impressions and are working on stating objectives, goals, values, vision…you should as well.
8. Background checks. Get the information and do the search.
You be blessed in the hard work of a great hiring process!
Revealing
November 10, 2007
Recently, a colleague directed me to a most interesting site. Willow Creek Church in Chicago recently spent considerable time and effort to really take a hard look at the growth of the people they lead. It has helped me in a number of ways, like, am I currently thinking about where people are in their maturity with Jesus Christ? Do I have a way to really describe them? Am I actively aware of and facilitating growth for folks at these different levels of maturity?
But, you’ll also be confronted with some issues that I sensed were present in ministry, but I had difficulty describing, and therefore, improving.
Take just a few minutes, and watch this video.
Ministry Staff: How to handle conflict.
October 3, 2007
Conflict happens in all groups. It has to, or someone is not voicing their opinion at some point. We cannot all agree all the time. Think of the missed opportunities, or even potential saves, if folks had just voiced their heart and mind.
Instead two things can happen in conflict that can make forward progress difficult:
1. Passive aggressiveness-When someone doesn’t feel like they could speak up, or are passed over, there could be efforts to sabotage what the rest of the team is doing through inactivity, or checking-out. Basically saying verbally and non-verbally “whatever.”
2. Aggressiveness-When someone doesn’t feel like a decision is good and overtly attacks with sarcasm, anger, or belittling. Frequently personal.
The best response is assertiveness-giving your whole-hearted, honest appraisal and input in a way that is not a personal attack, but issue focused, and solution focused. An assertive person is also prepared for potential rejection of their idea to go with what the team decides.
As always, pray. Pray for your team to be unified. John 13:34-35.