5 Thoughts on Innovation in Organizations

Every organization must deal with change. The crux of the matter is not if change will take place, but if the organization can lead change rather than just react to it. The most common type of proactive change is innovation.

Innovation is simply an attempt to do something new or differently in order to achieve better results. It sounds simple, doesn’t it? But any leader knows well that introducing innovation in an organization is easier said than done. Volumes have been written on change, change agents, and organizational response to change. My purpose in this brief article is to discuss just one facet of change: introducing innovation to the organization.

Five Thoughts

Most organizations do not naturally embrace innovation. Those who therefore attempt to introduce it to the organization often meet both active and passive resistance. We must be astute students of innovation to understand how we can best move new ideas forward. Allow me to suggest five thoughts on the matter.

1. Leaders must lead and model innovation. New ideas and initiatives cannot just be theoretical rhetoric. Leaders must hold themselves accountable for introducing innovation on an ongoing basis. The leader must persistently push the organization to embrace innovation as a value and priority.

2. Innovation must be embraced by the organization as a wholeThis thought is naturally corollary of the first. Innovation cannot be autocratically dictated. Without ownership at all levels, innovation is likely to fail. Passive aggressive behavior is common unless people truly believe that innovation is critical for their own success as well as the success of the organization.

3. Leaders and others throughout the organization must resist the common objections to innovation. The challenge is that the objections are often valid. So it’s easier to yield to the objections rather than to find ways around them. Some of the more common words of resistance are: “We don’t have the capacity to do something new”; “We tried that before and it didn’t work”; “It costs too much and the payback is too long term”; and “We just need to focus on that which is already core to our organization.”

4. Innovation is a step of faith. Introducing innovation to the organization would never be problematic if we knew we had guaranteed success. So many organizations get involved in analysis paralysis to demonstrate why something won’t work.

5. Some innovation failure should be normative in organizations. It is unlikely that there will be any tolerance for innovation if there is little tolerance for failure. If the members of an organization expect that innovation failures will be punished, you can be sure that few, if any, will ever be innovators themselves. It is easy to fall back on the comfort of pain avoidance.

A Time for Change

The writer of Ecclesiastes reminds us “there is an occasion for everything, and a time for every activity under heaven” (3:1, HCSB). Never have I witnessed such a time of change. Sure, change has always been a reality. And certainly we have clear evidence that the rate of change is ever increasing.

But what our world and our organizations are experiencing today is seismic change. It is the type of change that will permanently alter the landscape of our reality. Those organizations that fail to grasp that reality and fail to respond to that reality are already on the path of failure.

Never before have organizations needed to change and innovate like they must do so today. Certainly the infusion of innovation must be measured and introduced with great discernment.

But the failure to innovate is a huge barrier for entering the future.

And it may be the beginning of a certain path to death.

Read more from Thom here.

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ABOUT THE AUTHOR

Thom Rainer

Thom Rainer

Thom S. Rainer is the founder and CEO of Church Answers, an online community and resource for church leaders. Prior to founding Church Answers, Rainer served as president and CEO of LifeWay Christian Resources. Before coming to LifeWay, he served at The Southern Baptist Theological Seminary for twelve years where he was the founding dean of the Billy Graham School of Missions and Evangelism. He is a 1977 graduate of the University of Alabama and earned his Master of Divinity and Ph.D. degrees from The Southern Baptist Theological Seminary.

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comment_post_ID); ?> Thank you for this information. I'm going to use this article to improve my work with the Lord.
 
— Abel Singbeh
 
comment_post_ID); ?> Thank you Ed for sharing your insights into the Church Growth Movement. I have my reservations with Church Growth models because it has done more damage than good in the Body of Christ. Over the years, western churches are more focused on results, formulas and processes with little or no emphasis on membership and church discipline. Pastors and vocational leaders are burnt out because they're overworked. I do believe that the Church Growth model is a catalyst to two destructive groups: The New Apostolic Reformation and the Emerging Church. Both groups overlap and have a very loose definition. They're both focus on contemporary worship, expansion of church brand (franchising), and mobilizing volunteering members as 'leaders' to grow their ministry. Little focus on biblical study, apologetics and genuine missional work with no agenda besides preaching of the gospel.
 
— Dave
 
comment_post_ID); ?> Thank you for sharing such a good article. It is a great lesson I learned from this article. I am one of the leaders in Emmanuel united church of Ethiopia (A denomination with more-than 780 local churches through out the country). I am preparing a presentation on succession planning for local church leaders. It will help me for preparation If you send me more resources and recommend me books to read on the topic. I hope we may collaborate in advancing leadership capacity of our church. God Bless You and Your Ministry.
 
— Argaw Alemu
 

Clarity Process

Three effective ways to start moving toward clarity right now.

Volunteer Culture: Debunking the Myth that Volunteering Takes More Time – Part 4

For the next several posts about creating and cultivating a volunteer culture, I’ll pull from my second book, Lasting Impressions: From Visiting to Belonging, to review some common myths that prevent people from stepping up to serve in the local church (or any organization).

MYTH #1: “There’s no room for me; it’s all being done already.”

  • You and I know nothing could be further from the truth. Unless it’s really true, of course. Maybe your staff is doing it all. Maybe you’ve structured things in such a way that there really are not new opportunities for new peeps. True or not, people tend to believe the myth.
  • For instance, at Granger our guests and returning guests pull into the parking lot where they are directed by a traffic team to an open parking space. At the front door of the building they are greeted by one or more volunteers who welcome them to the service. A team is ready at the children’s check-in area, with campus guides available if the family needs assistance getting to children’s launch zones or rooms. There are friendly teams of people throughout the children’s center and each classroom with a prepared room for the session’s activities. When they visit the restroom they discover that someone has cleaned the space, stocked tissue and deodorized.

In the auditorium they discover that someone has prepared a printed program, while someone else has prepared the space with seating, lighting and ambient music. During the service it’s clear that there were teams of artists who practiced and presented music, media and drama. The pastor was prepared with a message relevant to their world. Everything was thought of; everything was covered. “They must have all the volunteers and staff they need,” thinks the normal Granger attendee.

My guess is this is a common myth in your church as well. Every staff and volunteer leader knows it’s a myth. There’s always room for more volunteers.

  • Debunk MYTH #1
  • Talk about it. Don’t assume people will figure this out on their own. They won’t. Say the myth aloud from the platform. At Granger it’s a myth we frequently speak to, directly and simply: “There are abundant opportunities to make a contribution. There’s room for you.” And then we’ll point to the variety of areas where our people can jump in and make a contribution. It seems too simple: talk about it. But the simple is easy to overlook. So, I’ll say it again, talk about it.
  • “Chunk” new roles: In their book Simply Strategic Volunteers, Tony Morgan and Tim Stevens use this phrase to talk about breaking any volunteer project or role down to its many parts. If you have one volunteer responsible for getting the toddler space ready for the weekend, chunk the responsibilities to include more people: toy washers, floor cleaners, people who copy, cut or collate activity sheets. One person doesn’t have to do it all. As roles are chunked you create more opportunities for volunteers.
  • Make sure it’s a myth. If I hear a ministry area in our church boast of having enough volunteers, there’s generally a “come to Jesus meeting” called. If you have teams who can’t find ways to involve more people it needs to be addressed. In more cases than not, that team has stopped dreaming, become cozily settled in their “we four and no more” team of friends or hit a lull in their creative approach to include more volunteers. Only in our band where there are limited instruments do we occasionally find ourselves in a season of “enough.” Tony Morgan puts it this way: “The church can’t afford to have “Not Hiring” signs posted at the door.”

Adapted from Lasting Impressions, Group Publishing

Read Part 1,  Part 2Part 3

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ABOUT THE AUTHOR

Mark Waltz

Mark has spent the past 25 years serving and leading people. While many of those years were focused within the local church, he brings marketplace experience from retail management, as well as career development and training. Regardless of his work or ministry context, he is about investing in people, because he believes people really matter. Think of him as a "people advocate." A sought after consultant and trainer, Mark has helped local churches of all sizes improve their guest services experience. Today Mark serves as executive pastor at Granger Community Church where for the past fourteen years he has been a unifying force, overseeing adult relational connections, including groups, guest services and volunteer strategies. As Granger’s chief guest services practitioner he still inspires teams of volunteers who make Granger Community Church a relaxed, rejuvenating and relevant experience for members and guests. Mark also oversees Granger’s multisite campuses.

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Recent Comments
comment_post_ID); ?> Thank you for this information. I'm going to use this article to improve my work with the Lord.
 
— Abel Singbeh
 
comment_post_ID); ?> Thank you Ed for sharing your insights into the Church Growth Movement. I have my reservations with Church Growth models because it has done more damage than good in the Body of Christ. Over the years, western churches are more focused on results, formulas and processes with little or no emphasis on membership and church discipline. Pastors and vocational leaders are burnt out because they're overworked. I do believe that the Church Growth model is a catalyst to two destructive groups: The New Apostolic Reformation and the Emerging Church. Both groups overlap and have a very loose definition. They're both focus on contemporary worship, expansion of church brand (franchising), and mobilizing volunteering members as 'leaders' to grow their ministry. Little focus on biblical study, apologetics and genuine missional work with no agenda besides preaching of the gospel.
 
— Dave
 
comment_post_ID); ?> Thank you for sharing such a good article. It is a great lesson I learned from this article. I am one of the leaders in Emmanuel united church of Ethiopia (A denomination with more-than 780 local churches through out the country). I am preparing a presentation on succession planning for local church leaders. It will help me for preparation If you send me more resources and recommend me books to read on the topic. I hope we may collaborate in advancing leadership capacity of our church. God Bless You and Your Ministry.
 
— Argaw Alemu
 

Clarity Process

Three effective ways to start moving toward clarity right now.

7 Elements of a Strategy for a New Leadership Position

I am a month on the job in my new church. It’s been challenging and fun at the same time. I’ve met so many wonderful people, but there are more opportunities than time it seems. I believe this is going to be a great ministry assignment. Thank you God for the opportunity.

Several have asked what my strategy has been in the opening days. If you know me at all you know that I’m pretty strategic. I promised earlier on this blog to walk though this process publicly. I hope it helps others who are in or will be in times of transition. I’m happy for you to learn from my mistakes.

Here are 7 elements of my strategy for the beginning days:

 

Get to know key leaders – I am trying to get to know the staff and key Influencers in the church. I believe God uses the influence of others to build His church, so I want to know who I will be working with in the days to come. Think of it this way. If Moses was implementing the Jethro method, his primary energy would need to be communicating and investing in those leaders he enlisted to lead others. I’m using that approach. If I hope to make any substantial changes I’ll need these influencers support.

Let people get to know me – For an introvert it’s been exhausting, but I’ve been very visible in the early days. In fact, in my ministry I’m usually always very accessible, just as I am online. I have written before that I may not always be available but I can always be accessible. I want them to feel comfortable with me and trust my leadership, so I think they need to see me frequently, even more so in the beginning days of my pastorate.

Set my initial vision – People want to know where I am going with my leadership. I set an initial 7 part vision for the people. I really wanted 3 or 4 initial initiatives, but I landed on 7. They are all things I’m passionate about implementing. Some will gets started faster than others, but the church seems anxious to get behind all of them.

Identify quick wins – I’m looking for some things I can immediately impact and change for good. These are things I believe everyone can agree with, don’t require a lot of resources or long debates. There were a few minor paperwork nuisances that impacted staff were happy I changed, for example. I invested some energy in some areas of ministry that never received a lot of attention. Those areas are especially excited.

Do the unexpected – It seems like such a small deal, but I roam the balcony on Sunday morning. It takes a little more time, but it has proven to be a big deal. I talk to the person who will be changing my slides on the screen prior to the service. That’s been a surprise to them. They say it’s never happened before, but it’s proven to be a big deal. I’m roaming the halls of the offices during the day, walking into people’s offices, and allowing drop ins to my office when I’m available. All unexpected, but bringing very positive feedback.

Pace myself – I realize I’m only one person and although everyone wants some of my time right now and there are more ideas than we could ever accomplish, I know I will burnout if I don’t pace myself. That’s meant I am saying no to some things…really many things. It isn’t easy to say no to such eager people, for me or them, but I know it will prove best in the end if I’m able to last for the long run.

Move slowly on the biggies – Being honest, there are some big items I’d like to change now. I am wise enough, however, to know that some changes are too big to launch quickly. I could. I’m in a honeymoon period. I could probably “get away with them”, but the people don’t really know me yet. I may win a battle, but lose the war. (Not that there is a battle. Just using a cliche. Why do I even have to say that?)

Read more from Ron here.


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ABOUT THE AUTHOR

Ron Edmondson

Ron Edmondson

As pastor at Immanuel Baptist Church a church leader and the planter of two churches, I am passionate about planting churches, but also helping established churches thrive. I thrive on assisting pastors and those in ministry think through leadership, strategy and life. My specialty is organizational leadership, so in addition to my role as a pastor, as I have time, I consult with church and ministry leaders. (For more information about these services, click HERE.)

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Recent Comments
comment_post_ID); ?> Thank you for this information. I'm going to use this article to improve my work with the Lord.
 
— Abel Singbeh
 
comment_post_ID); ?> Thank you Ed for sharing your insights into the Church Growth Movement. I have my reservations with Church Growth models because it has done more damage than good in the Body of Christ. Over the years, western churches are more focused on results, formulas and processes with little or no emphasis on membership and church discipline. Pastors and vocational leaders are burnt out because they're overworked. I do believe that the Church Growth model is a catalyst to two destructive groups: The New Apostolic Reformation and the Emerging Church. Both groups overlap and have a very loose definition. They're both focus on contemporary worship, expansion of church brand (franchising), and mobilizing volunteering members as 'leaders' to grow their ministry. Little focus on biblical study, apologetics and genuine missional work with no agenda besides preaching of the gospel.
 
— Dave
 
comment_post_ID); ?> Thank you for sharing such a good article. It is a great lesson I learned from this article. I am one of the leaders in Emmanuel united church of Ethiopia (A denomination with more-than 780 local churches through out the country). I am preparing a presentation on succession planning for local church leaders. It will help me for preparation If you send me more resources and recommend me books to read on the topic. I hope we may collaborate in advancing leadership capacity of our church. God Bless You and Your Ministry.
 
— Argaw Alemu
 

Clarity Process

Three effective ways to start moving toward clarity right now.

The True Heart of the Father

There is a magical thing that happens in homes all over the world. When you have a child, you want your child to crawl, and then you want your kid to walk. My first child, Audrey, pulled herself to the coffee table. When she got to the coffee table, she began to bounce on her knees, and then she began to coast along. From there she started letting go and just being wobbly. At that point we began to get excited about the fact that Audrey was about to walk. Eventually she took her hands off of the coffee table, and we watched physics in motion.

God has created children, specifically young children, with gargantuan heads and tiny little bodies. So when Audrey let go of the coffee table, her gigantic head fell forward and suddenly she had a decision to make. She could stick that foot out to catch herself or she could die. So she stuck her foot out, and then she had momentum. It was step, step, step, fall. Do you know what we did? We exploded in celebration. We picked her up, spun her around, and kissed her face. Then we sat her down and pleaded with her to walk toward us again. After that we began e-mailing, Facebooking, taking pictures, tweeting, and all sorts of other things to get the word out that Audrey was walking. We did that with our son, Reid, and we’ve done that with our daughter Norah.

What I have learned as I watched all of our friends have children is that there is always an epic celebration around the kid walking. This is news to be declared. “This kid is walking!”

For all the people I have watched go through that process, I’ve never seen anybody watch their kid go step, step, step, fall and then say out loud, “Man, this kid is an idiot. Are you serious? Just three steps? Man, I can get the dog to walk two or three steps. Honey, this must be from your side of the family, because my side of the family is full of walkers. This must be some sort of genetic, shallow gene pool on your side of things.”

No father does that. Every father rejoices in the steps of his child. The father celebrates the steps of his child. I think what we have here is a picture of God celebrating us walking. So we step, step, step, and fall, and heaven applauds. At what? At the obedience of taking those three steps. The Father in heaven is crying, “He’s walking!” “She’s doing it!” And maybe the Accuser’s saying, “No, he only took a couple of steps. That’s nothing.”

But the celebration is in the steps, even if there are still falls. Here’s what I know about all of my children: they start to walk farther and farther and farther, and they begin to skip, they begin to run, they begin to jump, they begin to climb, and they begin to tear the house up. It’s beautiful. I knew even when they were step, step, step, falling that that process was the beginning of what would result in climbing trees, dancing, and sprinting. Knowing in my mind what’s to come, the three steps and the stumble were a celebration.

Moralists see the fall and believe that the Father is ashamed and thinks they’re foolish. So, more often than not, they stop trying to walk because they can’t see the Father rejoicing in and celebrating his child.

Church of Jesus; let us please be men and women who understand the difference between moralism and the gospel of Jesus Christ. Let’s be careful to preach the dos and don’ts of Scripture in the shadow of the cross’s “Done!” Resolve to know nothing but Jesus Christ crucified. We are not looking to conform people to a pattern of religion but pleading with the Holy Spirit to transform people’s lives. Let us move forward according to that upward call, holding firmly to the explicit gospel.

What we see in the Father’s heart in the Bible is its immensity, its bottomless depths. God’s heart is as complex and unfathomable as he is. Shouldn’t we stand firm in the gospel we believe and proclaim so that we reflect the bigness of God’s heart for a fallen world? The cross of Christ and his resurrection are cataclysms of the unsearchable judgments and affections of God. It is this immense gospel that spurs Paul to pray:

For this reason I bow my knees before the Father, from whom every family in heaven and on earth is named, that according to the riches of his glory he may grant you to be strengthened with power through his Spirit in your inner being, so that Christ may dwell in your hearts through faith-that you, being rooted and grounded in love, may have strength to comprehend with all the saints what is the breadth and length and height and depth, and to know the love of Christ that surpasses knowledge, that you may be filled with all the fullness of God. (Eph. 3:14-19)

The Scripture’s complementary perspectives of the gospel on the ground and the gospel in the air help us comprehend the breadth, length, height, and depth of God’s love. Neither perspective dilutes the other but rather shapes our vision of God’s saving purposes to the epic scope of biblical revelation. We are after a gospel that is resolutely centered on the atoning work of Christ and scaled to the glory of God. Let the explicit gospel drive us to worship with all “the fullness of God” (Eph. 3:19) and in awe of both God’s immense, universe-subsuming glory and his deep, personal love for sinners. May we never assume that people understand this gospel but, instead, let’s faithfully live out and faithfully proclaim the explicit gospel with all the energy and compassion our great God and King has graciously given.

Read more from Matt here.

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ABOUT THE AUTHOR

Matt Chandler

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comment_post_ID); ?> Thank you for this information. I'm going to use this article to improve my work with the Lord.
 
— Abel Singbeh
 
comment_post_ID); ?> Thank you Ed for sharing your insights into the Church Growth Movement. I have my reservations with Church Growth models because it has done more damage than good in the Body of Christ. Over the years, western churches are more focused on results, formulas and processes with little or no emphasis on membership and church discipline. Pastors and vocational leaders are burnt out because they're overworked. I do believe that the Church Growth model is a catalyst to two destructive groups: The New Apostolic Reformation and the Emerging Church. Both groups overlap and have a very loose definition. They're both focus on contemporary worship, expansion of church brand (franchising), and mobilizing volunteering members as 'leaders' to grow their ministry. Little focus on biblical study, apologetics and genuine missional work with no agenda besides preaching of the gospel.
 
— Dave
 
comment_post_ID); ?> Thank you for sharing such a good article. It is a great lesson I learned from this article. I am one of the leaders in Emmanuel united church of Ethiopia (A denomination with more-than 780 local churches through out the country). I am preparing a presentation on succession planning for local church leaders. It will help me for preparation If you send me more resources and recommend me books to read on the topic. I hope we may collaborate in advancing leadership capacity of our church. God Bless You and Your Ministry.
 
— Argaw Alemu
 

Clarity Process

Three effective ways to start moving toward clarity right now.

10 Elements of a Great Company Culture

Building a company culture of engaged employees takes years and requires consistent execution.  I boiled down our culture strategy into 10 essential components I call the “10 Cs of Culture.”

1. Core Values

I used to be very cynical about “core values.”  I thought these were just mottos written on plaques hanging on the wall.  But when we implemented our values strategy at Beryl about 10 years ago, I began to see how they guided everyday decision-making and how employees referenced them in meetings.  I came to realize they are essential guideposts when developed, communicated, and executed in a consistent manner.  Values are those behaviors that will never change no matter how the company changes.  Today, our values are not only painted on the walls, but also discussed from the first day an employee joins Beryl.  We start every big meeting with a conversation about values and tell stories about how our coworkers live by those values on a daily basis.

2. Camaraderie

Camaraderie is about having fun.  It’s about getting to know colleagues not just as colleagues, but what they’re like outside the office.  To do that, Beryl hosts dress-up days, parties, games, and events all the time.  We have annual traditions like family day, the Gong show, March Madness, the fall festival, and a holiday party.  We include not only employees, but also their families.  We publish a bi-monthly full-color magazine called Beryl Life that is sent to the homes of co-workers.  Kids of our employees compete to design the t-shirt for our annual family day and families even participate in our talent show

3. Celebrations

You can’t underestimate the importance of recognizing your team.  While it may be important for your people to hear from the CEO, it also feels great for them to hear from peers.  At Beryl, we developed a program we call PRIDE (Peers Recognizing Individual Deeds of Excellence).  This allows coworkers to recognize others for living up to Beryl’s core values.  We also have quarterly contests for people who have received PRIDE certificates.  We go out of our way to celebrate personal successes too, like baby showers, sports accomplishments, or educational milestones.

4. Community

Part of the fabric of a successful company culture is connecting with and giving back to the local community.  Even though Beryl is a national company serving national customers, we have dedicated countless hours to community service in Bedford, Texas (where Beryl is based) to help those in need.  This not only helps the organization’s Beryl support, but brings great pride to staffers.

5. Communication

At Beryl, I encourage formal and informal communication consistently and at all levels of the company.  I hold quarterly Town Hall meetings, which includes six meetings over two days.  This is a challenge since Beryl is a 24-hour call center; we make money being on the phone, not off it.  Yet I also have informal “chat and chews” where I bring in lunch for 12 to 15 people and just ask one question–How’s it going?–to get the conversation started.  I send a monthly personal letter to the staff with pictures of my family, and set up an internal website called “Ask Paul” for anyone that has a question not easy to share in a group.

6. Caring

Show your employees you genuinely care about them in the totality of their lives.  To do this at Beryl, we set up a program called BerylCares.  Any manager can explain a situation on an internal website that identifies a coworker, and lists what’s going on (birth, death, injury, wedding, among other things).  That submission generates an email to me that is my trigger to send a personal notecard, make a phone call, or visit someone in a hospital.  We also provide behind-the-scenes financial help to people who need extra assistance.

7. Commitment to Learning

Show your employees you’re committed to their professional growth. This can be done in small, incremental steps. You might set up a book club, say. But it can become more formal over time by subscribing to online learning programs or developing management training courses.

8. Consistency

Culture is based on traditions.  When you come up with great programs or events, make them regular events and do them consistently. One-time efforts to improve the culture will feel disingenuous.  This can take years, but makes a profound difference, that pays off when employees enjoy where they work and genuinely like their colleagues.

9. Connect

Don’t isolate yourself at the top.  Connect with people at all levels of your company.  Get out of your comfort zone.  At Beryl, I’ve starred in funny videos that put me in uncompromising or embarrassing positions.  If the staff plans a dress-up day or ping-pong tournament, I participate.  I laugh and cry with employees, too.

10. Chronicles

Does everyone in your organization know how the company started?  Do they know the personal stories of the founders and what led them to build a sustainable business?  People want to know they are part of something special and unique.  Greet new employees by telling the history of the company, and impart stories that led to current culture and strategies.

Read more from Paul here.

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ABOUT THE AUTHOR

Paul Spiegelman

Paul Spiegelman is founder and Chief Executive Officer of The Beryl Companies, which includes: BerylHealth, a technology-focused patient experience company dedicated to improving relationships between healthcare providers and consumers; The Beryl Institute, a membership organization that serves as the global community of practice and premier thought leader on improving the patient experience in healthcare; The Circle, a training company that helps businesses enhance employee engagement and develop more positive workplace cultures; and The Small Giants Community, a global organization that brings together leaders who are focused on values-based business principles. Paul is leading a unique, people-centric culture that has remarkably high employee and customer retention rates. BerylHealth has won nine “best place to work” awards, including the #2 Best Medium Sized Company to Work for in America. Recently, Spiegelman was honored with the Ernst & Young 2010 Entrepreneur of the Year award. Paul is a sought-after speaker and author on executive leadership, entrepreneurship, corporate culture, customer relationships and employee engagement. His views have been published in Entrepreneur, The Dallas Morning News, Inc Magazine., Healthcare Financial Management, Leadership Excellence and many other noteworthy publications, as well as in his first internationally published book Why is Everyone Smiling? The Secret Behind Passion, Productivity and Profit. His current book, written by Beryl employees, is called Smile Guide: Employee Perspectives on Culture, Loyalty and Profit. Paul practiced law for two years prior to founding Beryl. He holds a bachelor’s degree in history from the University of California Los Angeles and a law degree from Southwestern University in Los Angeles. He mentors MBA students at Texas Christian University and Southern Methodist University, as well as nurse executives in the Robert Wood Johnson Executive Nurse Fellows Program. He is a member of the American College of Healthcare Executives and on the board of the Entrepreneurs For North Texas.

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Recent Comments
comment_post_ID); ?> Thank you for this information. I'm going to use this article to improve my work with the Lord.
 
— Abel Singbeh
 
comment_post_ID); ?> Thank you Ed for sharing your insights into the Church Growth Movement. I have my reservations with Church Growth models because it has done more damage than good in the Body of Christ. Over the years, western churches are more focused on results, formulas and processes with little or no emphasis on membership and church discipline. Pastors and vocational leaders are burnt out because they're overworked. I do believe that the Church Growth model is a catalyst to two destructive groups: The New Apostolic Reformation and the Emerging Church. Both groups overlap and have a very loose definition. They're both focus on contemporary worship, expansion of church brand (franchising), and mobilizing volunteering members as 'leaders' to grow their ministry. Little focus on biblical study, apologetics and genuine missional work with no agenda besides preaching of the gospel.
 
— Dave
 
comment_post_ID); ?> Thank you for sharing such a good article. It is a great lesson I learned from this article. I am one of the leaders in Emmanuel united church of Ethiopia (A denomination with more-than 780 local churches through out the country). I am preparing a presentation on succession planning for local church leaders. It will help me for preparation If you send me more resources and recommend me books to read on the topic. I hope we may collaborate in advancing leadership capacity of our church. God Bless You and Your Ministry.
 
— Argaw Alemu
 

Clarity Process

Three effective ways to start moving toward clarity right now.

Before You Start Talking – Think

Uncertainty — market uncertainty, regulatory uncertainty — can adversely affect the success and growth of a company. But there’s another kind of uncertainty that takes a big toll on performance: the lack of certainty that exists within a company.

More than ever before, people at all levels of an organization need to understand the strategic aims that their leaders are pursuing. Equally important, they need to have a firm grasp of how their own work relates to those aims. No longer is it enough for employees just to “do their jobs.” And no longer is it enough for executives simply to issue orders. Instead, leaders must explain to their people the strategy — the sense of organizational direction — that underlies every operational directive. If your employees aren’t sure about where you stand, or about where your company is heading, then their uncertainty will hinder their ability to help move the company forward.

People within organizations enjoy a lower degree of strategic awareness than you might think; in any case, their level of strategic awareness is lower than it should be. A couple of months ago, we surveyed several dozen participants in an Executive Education program at Harvard Business School. (The program in question, Driving Performance Through Talent Management, gathers executives from every part of the globe, and from companies large and small.) The vast majority of these organizational leaders said that it was “not true” (30 percent) or only “somewhat true” (38 percent) that “employees at every level understand, and are able to discuss, the big-picture strategy” of their company.

Again and again in our research, we’ve observed variations on that finding. In 2007, for example, we surveyed roughly 1,000 employees at Fortune 500 companies about issues related to motivation and engagement. In that survey, we asked respondents to rate the degree to which their “manager communicates a clear strategic direction” to them, and the average score for that question was notably lower than the score for many other questions that we posed. (This survey took place before the 2008 financial crisis, and thus before the current moment of “uncertainty.” Clearly, the kind of uncertainty that bedevils organizations internally is a longstanding problem.)

To raise the level of strategic understanding within their company, leaders must learn to be intentional about the way that they communicate with employees. In other words, they must work to align what they say — and how they talk — with a clear pattern of strategic intent. The practice of communicating with intentionality is one element of a new leadership model that we call organizational conversation. In the more traditional model, leaders treat employee communication as a matter that’s essentially distinct from company strategy. Intentional leaders, by contrast, put a premium on integrating those two components of leadership responsibility.

Here are four ideas that will help you become a more intentional leader.

Read the rest of Before You Start Talking here.
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ABOUT THE AUTHOR

Boris Groysberg

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comment_post_ID); ?> Thank you for this information. I'm going to use this article to improve my work with the Lord.
 
— Abel Singbeh
 
comment_post_ID); ?> Thank you Ed for sharing your insights into the Church Growth Movement. I have my reservations with Church Growth models because it has done more damage than good in the Body of Christ. Over the years, western churches are more focused on results, formulas and processes with little or no emphasis on membership and church discipline. Pastors and vocational leaders are burnt out because they're overworked. I do believe that the Church Growth model is a catalyst to two destructive groups: The New Apostolic Reformation and the Emerging Church. Both groups overlap and have a very loose definition. They're both focus on contemporary worship, expansion of church brand (franchising), and mobilizing volunteering members as 'leaders' to grow their ministry. Little focus on biblical study, apologetics and genuine missional work with no agenda besides preaching of the gospel.
 
— Dave
 
comment_post_ID); ?> Thank you for sharing such a good article. It is a great lesson I learned from this article. I am one of the leaders in Emmanuel united church of Ethiopia (A denomination with more-than 780 local churches through out the country). I am preparing a presentation on succession planning for local church leaders. It will help me for preparation If you send me more resources and recommend me books to read on the topic. I hope we may collaborate in advancing leadership capacity of our church. God Bless You and Your Ministry.
 
— Argaw Alemu
 

Clarity Process

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Laypeople and the Mission of God – Killing the Clergy – Laity Caste System, Part 1

“Laypeople” is a common word we use around churches but I don’t like it. The word actually can be applied to any non-professional population as it relates to any profession (doctors, lawyers, etc.). But most often it is applied to church, including its primary definition. Today I begin a blog series laypeople and the mission of God. I hope at the end of the series you will see and do things differently for His mission.

The image that such terminology creates is of two classes of people inside the church. The first class (emphasis on “first”) is the professional clergy, referred to as “ministers” by some churches. The second class (I meant to say that) is the laypeople. I also see something that is not only unbiblical but I believe it sabotages the mission of God intended for ALL God’s people and teaches “lay people” that they are the ones who do nothing or are worth very little.

A closer look at the origin of the word “laity” reveals an issue at the root of the word itself. The word comes from a French word that comes from a Greek word that is pretty common to some of you. “Laos” was one of the first Greek words we learned, for those of us forced to study such in seminary. You know what it means? . . . “People.” Now, the laity that we have made second class citizens over the years strikes back. So, if we call our non-clergy “people” I guess the clergy would be called . . . not people? You get my point, I hope.

My fear is that we have created a class system in the body of Christ comprised of the “called” and the “not so much called.” Nothing could be further from the truth. The ministry assignment of the laypeople is not to simply “lay” around and tell the called what they should be doing. Laypeople are not to be customers of religious goods and services served by the storekeeper clergy. We are all called although our current assignments may vary dramatically.

Jesus said to an ordinary group of people, “As the Father has sent Me, I also send you” (John 20:21). These were not professionals, with the exception of professional fishermen and a professional tax collector. And if we hope engage and evangelize the world with the gospel, we cannot possibly rely on professionals to do it.

Laypeople often think that this means their job is to pay, pray, get out of the way. To make sure we are not communicating a low, irresponsible view of laypeople one thing is critical. We must create an atmosphere of expectation.

In all of our research on churches, people in transformational churches were taught that they were responsible for the ministry of the church. This was a recurring theme that they perceived, rightfully so, that they were the owners of the ministry.

To do this, we must begin by declaring the two class system of ministry dead– we may even have to kill it. A new level of ownership must be given to the people of God, and the people of God must embrace what they are given. God’s desire is to have a church made up of every day Christians living like missionaries.

The clergy-laity caste system is killing churches and hindering the mission of God. Let’s kill it.

Next time I will talk about why some pastors should resign and become full-time Christians, but in the mean time, how is your church empowering ALL God’s people “for the training of the saints in the work of ministry, to build up the body of Christ” (Eph 4:12 HCSB)?

Read Part 2 of this series here.

Read more from Ed here.

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ABOUT THE AUTHOR

Ed Stetzer

Ed Stetzer

Ed Stetzer, Ph.D., holds the Billy Graham Chair of Church, Mission, and Evangelism at Wheaton College and serves as Executive Director of the Billy Graham Center for Evangelism. He has planted, revitalized, and pastored churches, trained pastors and church planters on six continents, holds two masters degrees and two doctorates, and has written dozens of articles and books. Previously, he served as Executive Director of LifeWay Research. Stetzer is a contributing editor for Christianity Today, a columnist for Outreach Magazine, and is frequently cited or interviewed in news outlets such as USAToday and CNN. He serves as interim pastor of Moody Church in Chicago.

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comment_post_ID); ?> Thank you for this information. I'm going to use this article to improve my work with the Lord.
 
— Abel Singbeh
 
comment_post_ID); ?> Thank you Ed for sharing your insights into the Church Growth Movement. I have my reservations with Church Growth models because it has done more damage than good in the Body of Christ. Over the years, western churches are more focused on results, formulas and processes with little or no emphasis on membership and church discipline. Pastors and vocational leaders are burnt out because they're overworked. I do believe that the Church Growth model is a catalyst to two destructive groups: The New Apostolic Reformation and the Emerging Church. Both groups overlap and have a very loose definition. They're both focus on contemporary worship, expansion of church brand (franchising), and mobilizing volunteering members as 'leaders' to grow their ministry. Little focus on biblical study, apologetics and genuine missional work with no agenda besides preaching of the gospel.
 
— Dave
 
comment_post_ID); ?> Thank you for sharing such a good article. It is a great lesson I learned from this article. I am one of the leaders in Emmanuel united church of Ethiopia (A denomination with more-than 780 local churches through out the country). I am preparing a presentation on succession planning for local church leaders. It will help me for preparation If you send me more resources and recommend me books to read on the topic. I hope we may collaborate in advancing leadership capacity of our church. God Bless You and Your Ministry.
 
— Argaw Alemu
 

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We’ve Confused Leadership with Discipleship

Five years into North Coast Church, Founding and Senior Pastor Larry Osborne realized the programmed discipleship classes his Vista, Calif., church was teaching weren’t making disciples. In 1985, he implemented the church’s small group system, now one of the largest small group ministries in the nation, with 91 percent of the 8,000-plus attendees involved in a weekly Growth Group. In this Q&A, Osborne shares about the church’s shift from information to relationships and the “bur in his saddle” these days.

Last year you tweeted: “Discipleship is a rather simple concept: Obedience. Why do we make it so esoteric and complex?” How have we made discipleship complex?

The Greek word for disciple, mathetes, simply means follower. That includes people at the front of the line, in the middle, and at the back of the line. And there are good followers and not so good followers. But we have tended to confuse leadership with discipleship. I hear people over and over say, “Well, I define a disciple as … ,” and I have this sense that we probably ought to let Jesus define a disciple. He used the word mathetes. And in His definition of a disciple, He included some people who weren’t exactly stellar in all the things we think a disciple should do and be.

Jesus talked about obedience: If you love me, you’ll obey me. John talked about Here’s how to know that you know me—we will obey Him. And obedience isn’t perfection; it’s obeying the light we have. According to Prov. 4:18, the light gets brighter the more we follow the light we have. But we tend to look at maturity. We love the lost, we love the baby Christian and the on-fire, charge-the-hill Christian. But anybody struggling, the smoldering wick or bruised reed, we want to snuff it out or break it off.

So that has been a bur in my saddle as I’m watching the pendulum swing from an easy “believism” to raising the bar and thinning the herd. Essentially, we’re going back to the 1930s and ‘40s when my mom became a Christian. She grew up afraid of full commitment because she was always told, “If you do that, you’ll end up in Africa. The Christians take the hard path.”

What impact does/will this have on church leaders and their people?

It ends up in a lot of gift projection—trying to make people into us instead of what God’s called them to be. It leads to absolute lack of patience and bearing with one another. Basically, we become what I call an accidental Pharisee. That’s pretty much what the Pharisees did—you were either this or you weren’t. It was a very clear black and white line. We tend to take Jesus’ commands to an individual and make them into a command everybody must follow.

North Coast’s mission statement is Making Disciples in a Healthy Environment. How have you simplified this concept?

We’ve always avoided classes and a set of hoops to jump through or even disciplines to practice. For 27 years, we’ve tried to get people into weekly community groups because we believe that all the “one anothers” of Scripture and the things we’re supposed to obey are going to show up in community, whereas in a class all you’re doing is taking notes. There’s not a lab to live it out.

We’ve always had more than 80 percent of attendees involved. I think this year, we’re at 91 percent of weekend attendance. We believe everyone should be in a weekly community gathering of some sort. In our internal meetings, everything is about creating community. We’re very clear on what our core is—worship, teaching, community and mission. Everything else is just an ancillary offering.

Take us back 27 years. What was North Coast doing before small groups?

We did the typical classes. I led these things called Timothy Teams that I walked a bunch of men through, and they had notebooks full of information. But they weren’t necessarily treating their wives and children with any more biblical obedience and godliness. It was that way across the board. I looked around at our people, and they were becoming more rigid and prideful, and they weren’t really becoming more obedient. I just didn’t see a lessening of sin corresponding to an increase in information.

In 1985, I realized that people didn’t need more information and class time; they needed more lab work. The people who had a lot of information weren’t living it out. That’s when we decided to stop the classes and get people into small groups, which we consider the hub of our ministry.

What steps did you take to make the shift from information to relationships and secure buy-in from both church leadership and the congregation?

I got the approval of the elder board and informed the congregation we were going to cancel some of our “come and fill your notebook” classes and that we were going to get into small groups where we could live out our faith and talk about the application of what we heard on the weekend. I said we were no longer going to do classes; we were going to do life.

How did you know if this shift was effective at making disciples?

When the church was small, you could measure effectiveness anecdotally. Now we measure hard numbers. But in the early days, we started watching for community to take place. Were people expecting the organized church to minister to them in a crisis, or was the small group picking up the ball? Were people expecting the church as an organization to do things out in the community? Or were they getting out and serving with each other.

The other thing we tried to measure, again anecdotally, was sin because I can’t measure righteousness. You can fulfill all the spiritual disciplines and be in the middle of an affair. Three of my six mentors were Type a, jump-through-every-discipleship-hoop personalities, and three of them had affairs. That’s when I began to say all this little checklist stuff isn’t creating godly people. So I came to the conclusion that I can’t measure righteousness; I can measure sin. A doctor can’t tell me I’m healthy. He can say there’s no discernible illness. So what I look for is sin. That’s the sign there’s something wrong. But I don’t want artificial measurements of righteousness—did you read your Bible every day, did you talk to a non-Christian about your faith, did you journal, did you go out and do community service? I’ve seen too many people in the middle of abusive relationships, affairs, addicted to porn, etc., that were dong all these things. They were jumping through the hoops. But the Gospel wasn’t taking root.

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ABOUT THE AUTHOR

Larry Osborne

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COMMENTS

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Josh — 05/02/17 4:17 am

Always great to learn from the journey of others. Thanks

Renee Haupt — 11/28/12 1:51 pm

Spot on!

Tony — 11/02/12 1:25 pm

I really appreciate this concept of discipleship as an active, obedient living concept, not just a learning/absorbing posture. I would be curious about the specific distinction that you make between a leader and a disciple. Is leader a subset of disciple, as in all leaders are disciples, but not all disciples are leaders? Or simply defining as leader as someone with more motivational, forward movement-oriented gifts? Or is it something completely different?

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comment_post_ID); ?> Thank you for this information. I'm going to use this article to improve my work with the Lord.
 
— Abel Singbeh
 
comment_post_ID); ?> Thank you Ed for sharing your insights into the Church Growth Movement. I have my reservations with Church Growth models because it has done more damage than good in the Body of Christ. Over the years, western churches are more focused on results, formulas and processes with little or no emphasis on membership and church discipline. Pastors and vocational leaders are burnt out because they're overworked. I do believe that the Church Growth model is a catalyst to two destructive groups: The New Apostolic Reformation and the Emerging Church. Both groups overlap and have a very loose definition. They're both focus on contemporary worship, expansion of church brand (franchising), and mobilizing volunteering members as 'leaders' to grow their ministry. Little focus on biblical study, apologetics and genuine missional work with no agenda besides preaching of the gospel.
 
— Dave
 
comment_post_ID); ?> Thank you for sharing such a good article. It is a great lesson I learned from this article. I am one of the leaders in Emmanuel united church of Ethiopia (A denomination with more-than 780 local churches through out the country). I am preparing a presentation on succession planning for local church leaders. It will help me for preparation If you send me more resources and recommend me books to read on the topic. I hope we may collaborate in advancing leadership capacity of our church. God Bless You and Your Ministry.
 
— Argaw Alemu
 

Clarity Process

Three effective ways to start moving toward clarity right now.

Conquer Big Creative Projects Using Past, Present, and Future Focus

In the past 25 days, I have written five chapters for my first book, which currently stands at 35,554 words of text. This writing has happened around also taking three out-of-town trips, working with clients, writing my newsletter, completing guest posts, giving virtual training courses, keeping in touch with family and friends, and still sleeping an average of 6.5 hours a night (the amount I need to be at my prime). At first, I feared that I might lose my typically peaceful approach to work because of the enormity of the project and the tight publisher’s deadline. But by using the techniques described below, I’ve found it possible to manage a huge increase in my workload without becoming frantic. Here are my secrets to using past, present, and future focus to tackle a large creative project with a fixed deadline:

Past Focus: When to Look Back

Big Picture: Looking backward plays a critical role in making your overall project plan. Before you begin, take some time to review any similar creative work. For example, if you were an illustrator taking on a new commission to illustrate a brochure, you might think back to a previous project in which you had to generate a similar volume of work. Then, based on the hard numbers from this past experience, you can estimate about how long you think it will take you to complete your current project and block out the time accordingly.

Day-to-Day: Once you have your overall plan in place, assess your actual versus estimated progress on a daily or weekly basis and adjust the plan accordingly. For instance, you could make a goal of finishing 1 of 10 illustrations this week and set aside 8 hours to do so based on your previous experience. If you get to the end of the week and haven’t gotten the work done even though you put in 8 hours, you can decide how to allocate your hours the following week to finish the first drawing and keep on schedule for the other 9.

Looking backward plays a critical role in making your overall project plan.

Read the rest about present and future focus from Elizabeth here.

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ABOUT THE AUTHOR

Elizabeth Grace Saunders

Elizabeth Grace Saunders is a time management life coach who empowers clients around the world to go from feeling frustrated, overwhelmed and guilty to feeling peaceful, confident and accomplished with how they invest their time. Find out more at www.ScheduleMakeover.com.

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comment_post_ID); ?> Thank you for this information. I'm going to use this article to improve my work with the Lord.
 
— Abel Singbeh
 
comment_post_ID); ?> Thank you Ed for sharing your insights into the Church Growth Movement. I have my reservations with Church Growth models because it has done more damage than good in the Body of Christ. Over the years, western churches are more focused on results, formulas and processes with little or no emphasis on membership and church discipline. Pastors and vocational leaders are burnt out because they're overworked. I do believe that the Church Growth model is a catalyst to two destructive groups: The New Apostolic Reformation and the Emerging Church. Both groups overlap and have a very loose definition. They're both focus on contemporary worship, expansion of church brand (franchising), and mobilizing volunteering members as 'leaders' to grow their ministry. Little focus on biblical study, apologetics and genuine missional work with no agenda besides preaching of the gospel.
 
— Dave
 
comment_post_ID); ?> Thank you for sharing such a good article. It is a great lesson I learned from this article. I am one of the leaders in Emmanuel united church of Ethiopia (A denomination with more-than 780 local churches through out the country). I am preparing a presentation on succession planning for local church leaders. It will help me for preparation If you send me more resources and recommend me books to read on the topic. I hope we may collaborate in advancing leadership capacity of our church. God Bless You and Your Ministry.
 
— Argaw Alemu
 

Clarity Process

Three effective ways to start moving toward clarity right now.

Reactive vs. Creative Leadership

“Obstacles cannot crush me. Every obstacle yields to stern resolve. He who is fixed to a star does not change his mind.” ~ Leonardo da Vinci

In my free ebook Leadership That Changes the World (if you don’t have a copy yet, you can download it here), one of the things I talk about is the difference between a Reactive Leader and a Creative Leader. A Reactive Leader is one that habitually focuses on the many problems, obstacles and other forms of resistance that regularly show up in leadership. They are drawn to see what’s not working, what’s broken, what’s missing, and so on, and spend the bulk of their energy attacking these issues. They are the leaders who say (even proudly) that leadership is problem solving, and if you aren’t solving problems, you aren’t a leader. While there is certainly some truth to that statement, I think it’s a particularly weak and narrow view of what leadership is and can be.

Conversely, while a Creative Leader certainly does address problems and obstacles that arise in leadership, that isn’t her primary focus. Rather, the Creative Leader is laser-focused on the vision she wants to create. She’s fueled by the inspiration of positive action toward a compelling dream of what could (and what she would say, must) be. Instead of spending her energy moving away from what she doesn’t want (i.e. fending off unwanted obstacles and problems that arise on the path), she focuses the bulk of her passion on moving toward what she does want ~ her compelling vision made real.

I really enjoy snowboarding, though I confess I’m no shredder. Still, I do love a challenging run. I especially enjoy boarding through the trees. The challenge and art of weaving my way through a dense patch of giant conifers is both exhilarating and strangely peaceful to me. But on my first attempt at boarding through a forest, I couldn’t slide more than five feet before crashing into a trunk. Same thing happened on my second attempt, and my third, and my eighth, and my tenth. It was like these trees had some extra gravity or something; no matter what tactic I tried, they kept sucking me in. It was not only frustrating; it was exhausting!

Finally, I humbled myself and asked a buddy of mine (who boarded effortlessly through even the darkest of dark woods) to take a run with me and watch me to see if he could diagnose what I was doing wrong. We didn’t have to go more than two crashes in for him to see exactly what the problem was.

“You’re looking at the trees,” he said.

“Of course I’m looking at the trees,” I said, a little incredulous. “I’m trying to avoid the trees.”

“That’s the problem. You’ll go where you’re looking. To ski through the forest, don’t look at the trees. Keep your focus on the spaces between the trees.

On my next run, I made it all the way through the woods without a single crash.

That’s the essential difference between a Reactive and a Creative leader. The Reactive Leader keeps a vigilant watch on the trees, and so keeps slamming into them. The Creative Leader knows the trees are there, but keeps his focus on the spaces between them, on where he wants to go (not where he wants to avoid going). When you do this, the trees can actually become part of what makes the journey fun.

I think this is part of the lesson Jesus was trying to teach Peter when he walked on the water.Get obsessed with the waves, and you’ll lose heart and start to sink. Keep your focus on the compelling vision in front of you, and miracles happen.

So, if you’ve been stuck in a reactive leadership paradigm, how can you make the shift? Here are a few tips I often suggest to my clients:

  • Make Your Vision Truly Compelling. And by “compelling,” I mean it sucks you in, gets you excited, awakens your courage and sense of wonder, strikes you as beautiful, and genuinely compels you to action. If your vision doesn’t do that, it isn’t compelling enough to hold your attention when obstacles and problems appear to distract you off focus.
  • Leverage Your Vision to Solve Problems. When challenges arise, instead of putting your full focus on them, keep one eye trained on your compelling vision. Imagine what your team will be like once your reach your goal. Imagine the way they’ll interact, the confidence they will stand in knowing that the vision has been made real. What would that “future team” do to resolve this problem? How would they handle it? The more you can lead your team (and yourself) to stand in that future reality, the more creatively you will deal with problems and the more quickly  you will reach your goal.
  • Reframe Problems as Possibilities. When problems arise, do some personal wisdom sleuthing. Ask yourself: What’s the opportunity this problem opens up for us? What’s the gift here? How can this problem be leveraged to create something beautiful/powerful/in service of our vision?
  • Stop Resisting Problems as Things That Shouldn’t Be Happening.Problems, obstacles and resistance are a normal, healthy part of any change process. In a way, problems in an organization are analogous to pain signals in an athlete’s body. When problems arise, it’s a pain signal pointing to a danger that something isn’t working the way it needs to work to reach the goal. It isn’t evil or unfair; it’s a natural and expected part of growth. Accepting this can go a long way toward reducing your fear when problems show up.
  • Hold Daily Personal Strategy Sessions. As a part of your daily devotional time, take a few minutes to look at your schedule for the day ahead and ask yourself: What do I want to create today? What attitude do I want to inspire in my team? What blessing do I want to leave in my wake? How can I remind my people of our compelling vision today? Based on your responses, choose one or two actions you will take each day to train yourself to lead from a creative rather than reactive stance.

 

The bottom line is this: To be a Creative Leader, don’t focus on what you’re trying to avoid. Instead, look at what you want to create, and lead from there.

Read more from Michael here.

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ABOUT THE AUTHOR

Michael Warden

Michael is a leadership coach and team dynamics expert who partners with Christian leaders to help them become better leaders and help them change the world.

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COMMENTS

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VRcurator — 12/04/13 12:34 pm

Thanks Rosalie! Great personal applications everyone can learn from.

Rosalie — 12/04/13 11:45 am

I'm not a leader or church employee, but I love the concept. Same with bowling--don't look at the pin, aim for the space between the pins and you'll be more likely to score better because you'll knock more out. I'm going to do this on a personal level: "as part of your daily devotional time, take a few minutes to look at your schedule for the day ahead and ask yourself: What do I want to create today? What attitude do I want to inspire in my [environment]. What blessing do I want to leave in my wake?" I'll try to relate it to physical, spiritual, environmental, relational, financial, and paid work areas.

Recent Comments
comment_post_ID); ?> Thank you for this information. I'm going to use this article to improve my work with the Lord.
 
— Abel Singbeh
 
comment_post_ID); ?> Thank you Ed for sharing your insights into the Church Growth Movement. I have my reservations with Church Growth models because it has done more damage than good in the Body of Christ. Over the years, western churches are more focused on results, formulas and processes with little or no emphasis on membership and church discipline. Pastors and vocational leaders are burnt out because they're overworked. I do believe that the Church Growth model is a catalyst to two destructive groups: The New Apostolic Reformation and the Emerging Church. Both groups overlap and have a very loose definition. They're both focus on contemporary worship, expansion of church brand (franchising), and mobilizing volunteering members as 'leaders' to grow their ministry. Little focus on biblical study, apologetics and genuine missional work with no agenda besides preaching of the gospel.
 
— Dave
 
comment_post_ID); ?> Thank you for sharing such a good article. It is a great lesson I learned from this article. I am one of the leaders in Emmanuel united church of Ethiopia (A denomination with more-than 780 local churches through out the country). I am preparing a presentation on succession planning for local church leaders. It will help me for preparation If you send me more resources and recommend me books to read on the topic. I hope we may collaborate in advancing leadership capacity of our church. God Bless You and Your Ministry.
 
— Argaw Alemu
 

Clarity Process

Three effective ways to start moving toward clarity right now.