Equipping

“We dropped the ball.”

“The left hand does not know what the right hand is doing.”

“I didn’t know we were going to do that.”

“Whatever happened to….?”

“Whatever happened about…?”

“What are we supposed to do?”

We have all spoken or heard comments like these from time to time. Unfortunately, they do not reflect well on the work of a team. They each are synonymous with an admission that the team that you serve on is not communicating well. John G. Miller talks about four levels of communication for teams. They are:

Denial: This is the team where every-one is on their own. No designed staff meetings take place. No one knows where the other members are much of the time. Some team members are difficult to get into contact with. The team simply does not talk. Or at least they only talk the minimum amount required to stay afloat. Miller calls this place “dysfunction junction.”

Debate: This is a step up. The team is talking but they pull against one another instead of pulling together. Debate inherently calls for a winner or for someone to be proven right. The team at least meets together occasionally but when they do so, it is not well-planned or well led.  Those who think they are always right might not even recognize the weak level of communication taking place.

Discussion: This team likely has a planned and well led staff meeting several times a year. Challenges are acknowledged and team members are more willing to set aside personal agendas (being right) for the best interest of the team. The environment is healthy, team members are well informed, and the team is working well.

Dialogue: This team has planned times together and likely takes a retreat or two a year to really hunker down on issues. This team not only discusses any and every conceivable issue that affects their ministry and the organization, they are solution oriented. They listen to one another, seek to understand other points of view, respect one another, and are more concerned with getting the job accomplished than with who will get the credit. They enjoy one another in formal and informal settings. They are a team!

Where does your team fit on this scale. Do your part to move your team to the highest level of communication. The result will be an experience and an organization that is “outstanding!”

Adapted from Chapter Thirty-Two of John G. Miller’s Outstanding: 47 Ways to Make Your Organization Exceptional

 

If you ask someone “why they (did something),” you may or may not get a completely truthful answer. I do not say this to suggest that people are dishonest, although admittedly, sometimes some people are. The person may not be forthcoming because of a relationship with someone and choose to withhold a brutally honest response so as not to reflect negatively on someone they care about. The answer may be skewed by a person’s unique experience which is not ordinary or generally applicable to the circumstance. Then you have people like me. I don’t generally volunteer answers to surveys unless you ask me directly. Therefore, if I am not personally asked by someone, my opinion or experience is not likely to be given consideration. Effective church leaders learn to ask “why” to a particular question to a large number of people.

If you ask two or three people, you may or may not get to the real truth to the answers you are seeking. When you ask the same question of ten, twenty, or thirty people, the truth will begin to emerge. If I ask my mom to share what she perceives to be my greatest flaws, she will smile, tell me that I have none, and pinch my cheek. Yes, I am still her baby boy. If I ask that question of twenty people, the real truth will begin to bubble up.  Are you asking “why” and are you asking a lot of people.

The methodology can be formal or informal. Asking people why can be done over the course of time in personal conversation. Likewise, it can be done in fifteen minutes by giving an audience a survey. It can be accomplished through hosting one or more focus groups. Likewise, it can be done through on-line surveys or questionnaires. Why do people leave your church? I am not asking why people leave “churches,” but why they leave your church. You need to know the answer to that question. The truth, not your opinion, can be powerful in helping you lead changes that need to take place.

Why do people visit your church? Again, not why do people visit churches, but why your church? Why do some guests attend only once and never return? Why do people join your church? Why are your members not personally sharing the gospel? Why is there an atmosphere of apathy in your congregation? Hopefully there is not one. But if it is there, you need to ask why? Don’t guess. Use a method like described above that seeks truth and edification and not just an opportunity to complain. Are you asking “why?” What is the question you need to be asking “why” about at this point of your ministry? Don’t be afraid to ask. Be afraid of not really knowing. Knowing why is critical to maximizing your leadership!

We are reminded in Galatians 6:7 that we reap what we sow. It is biblical. It is true. No one is beyond getting discouraged as they live day to day and struggle to keep up with responsibilities at home, work, church, and in their community. You will notice that people tend to complain by nature and as you encounter people you can become emotionally drained. Sometimes you need to be encouraged. That “sometimes” is actually more often than not. How do you get the encouragement that you need in order to stay energized and motivated? You see the answer in Galatians 6:7. You reap encouragement when you sow encouragement because you reap what you sow.

John G. Miller states; “Having a culture in which people feel valued and appreciated is a big part of what makes an organization outstanding. Words of support among teammates go a long way toward making that culture a reality.”

There is a “therefore” to this brief leadership lesson. Therefore, go and encourage someone. Don’t stop there. Someone else needs to be encouraged too. You don’t have to get all “mushy” about it. But look for opportunities to say;

Thanks.

I really appreciate all you do

You do a great job.

You are a great example.

I don’t know what we would do without your leadership/support.

You are a great friend.

Encourage one another!

Adapted from Chapter 35 of John G. Miller’s Outstanding; 47 Ways to Make Your Organization Exceptional.

First steps are always very important. The way you begin a task can equally generate or drain forthcoming opportunities for momentum. Those who read my blog are likely aware that I have spent many years leading and equipping those who lead Bible study groups. In a local church setting I always set up a major launch in August to get the groups off on the right foot. What is your plan?

The task can be accomplished in a variety of ways. You could plan a major morning, afternoon, or evening of equipping for your leaders. You could bring in a specialist in leading groups to train and inspire your leaders. You could take your leaders to a training event offered by your denomination or a group that specializes in equipping Bible study leaders. You could plan a special morning service that focuses on the attributes of healthy Bible study groups. You could meet one on one with all of your leaders to provide mentoring as tedious as that might be. These ideas are not exhaustive, but to my point, what is your plan?

You have no plan? That is a recipe for ineffectiveness and momentum in your Bible study groups will be next to impossible to generate. Here is one way I can help. Let me help train your leaders. I have written three books that are designed to give your Bible study leaders the tools and skills they need to be effective. It is a trio of books called the “Sunday School That Really….” Series. The word “Sunday School” is used descriptively in this case. No matter what you call your Bible study groups, your leaders will be inspired. The books are:

Sunday School That Really Works which is a 101 introduction to what makes Bible study groups effective.

Sunday School That Really Responds is your 911 guide to tackling the most common leadership emergencies related to the leadership of Bible study groups.

Sunday School That Really Excels is your 411 tour of forty top Bible study ministries from across North America that illustrate how to be effective in almost any situation.

Sunday School That Really Works has been a perpetual best seller for Kregel Publications and on Amazon since it was published in 2010. You would do well to get these books into the hands of your Bible study leaders and directors. You can find them at your preferred on-line retailer, on Kindle, your local Christian bookstore, or if you would like to purchase directly, I am offering the books in a bundle for those who read my blog at the lowest price available since their release. You may purchase in sets of three (one of each, three of any edition, or in multiples of three) for $25 per bundle of three in softcover (The retail value is $45) plus shipping cost. Email me at sparrgbc@yahoo.com and I will get them on the way. It is close to time to launch your Bible study groups. What is your plan?

Vine, Flickr, VK, Instagram, YouTube, Google+, Pinterest, LinkedIn, Twitter, Facebook. Those represent the current leaders in social networking options. How many of these had you even heard of a decade ago? Likely, none of them. Which sites will be in the top ten five years from now? Who knows? Many who are reading this recall the time when you had never heard of the internet, had no cell phone and limited calls from your home or business to avoid long distance charges. Times have changed indeed.

I overheard some leaders this past week boasting of the fact that they do not participate in any social media interactions. While they take pride in their disconnection, they are ignoring a fact that is severely limiting their leadership or to think of it another way, limiting their influence. Let me acknowledge that I am not the most tech savvy person. However, I do desire to be relevant. Do not think my desire is born of any seed of narcissism. The root of my motive is the fact that I believe in the gospel and do not want any unnecessary impediments to my ability to communicate the message. Here is the problem with a leader who socially disconnects, even when done electronically. Many younger adults and teens interpret that disconnection as incompetence and/or irrelevance. Social media is now sown into the fabric of our current culture and ignoring that fact does not expand your influence. On the contrary, your influence is limited and therefore so is your witness for the gospel.

I will admit that I struggle with the degree to which I should engage with social media and about a year ago stepped back and got much more strategic. I do not utilize every source but have personally determined to tap into the more common sources to have a presence in the electronic world. The result? I am ministering to people who are several states away including someone in Michigan last week. I had opportunity to share my faith a few days ago with someone via social media. Perhaps you are wrestling with how or whether to engage, if like me, you grew up in simpler times. My advice: keep wrestling and engage with social media on some level. Like most things in life, social media can be used for evil or for good. I choose to use it for good. I believe that is relevant to the life of anyone who desires to maximize their influence.

I love football season!!! I cannot tell you when it began but I have loved the game of football as long as I can remember. I loved playing when I was younger and can boast that I lined up against George Rogers who went on to be the Heisman Trophy Winner while playing for the University of South Carolina and later a first round selection for the NFL. When I played against him in High School I can honestly report to you that he gained only 35 yards against us while I was on defense…. on that particular play. He would have gained more but his cleats got stuck in my chest.

To give some perspective to the majority of us who have Georgia ties, George Rogers is the Herschel Walker of the University of South Carolina.  You may or may not know who he is but he is the equivalent of the hall of fame type star that plays or played for your favorite team. I must confess however that I do not know who played left guard or right guard as he piled up record yards while in college. I do not remember who played center or the left tackle position when he was rolling for the New Orleans Saints as a pro. But I do know this. He would not have gained a yard had it not been for those somewhat anonymous linemen. This is a good reminder. Whenever someone succeeds it is because he or she is supported by quality people within the organization. Many of these people are not visible to the public. The Running Back (or Quarterback) may get more attention in the public than the lineman but neither can accomplish anything without the other.

What is your job? What are your responsibilities? In the ministry where I serve, we have only one Executive Director and we are truly blessed. Many of our employees will never be featured on our website, called upon to address pastors, have a fancy title, or be assigned a big office….but the ministry we have cannot function without the service they provide day in and day out. If they don’t block and tackle well, the Executive Director will never be able to lead the team down the field and across the goal line. Every player counts.  Every position matters. Every person makes a difference whether visible to the public or working behind the scenes. When everyone understands this concept, their leadership is maximized!

Adapted from Chapter Twenty-Seven of John G. Miller’s Outstanding; 47 Ways to Make Your Organization Exceptional

“When you come to a fork in the road, take it!” That is one of many memorable quotes by the infamous Yogi Berra. Life will bring you to many forks in the road at which point you must decide whether to go to the left or bear to the right. Sometimes the decision is whether to continue or whether to quit. Whether at work or in a volunteer role such as service in a local church, the time for decision will ultimately confront you and you must determine whether or not to quit. Leaders understand that the way you choose to quit can be equally as important as the decision to quit. How do leaders quit?

First, leaders do not walk away without notice. They take responsibility for the transition and go to great pains to make sure bases are covered even after they are gone and have no further obligation or responsibility. Therefore, they never walk away without giving their leader, supervisor, or organization ample notice to cover all bases and to begin steps for transitioning to new leadership. I have known leaders to resign on the spot or to announce they are walking out the door and won’t be back. This approach is particularly difficult for the leader who has been mistreated or gone through a difficult experience. But when leaders take the fork in the road, they seek to take the high road on the way out.

Second, leaders do not quit without honestly seeking to resolve personal disputes. People do disagree and there are always two sides to every story. Perhaps the circumstance is irreconcilable. However, for the spiritual leader, it will not be the result of lack of humility, lack of effort, or a genuine attempt to make things right even if he or she knows they will be moving on to other areas or places of service. The reconciliation may be attempted immediately or sometime later after a season to allow things to cool off. No one is served by holding a grudge and the spiritual leader seeks to “be at peace with all men.”

Third, leaders do not quit without a plan to serve elsewhere. I am not talking about retirement at this point. More specifically, I see this often happen with volunteers. For example, in the life of the church, I have seen Bible Study leaders quit with no new place to serve. To make matters worse, I have occasionally known some who dropped out of church altogether. Here is the problem. They undermine everything they have taught their followers about commitment and obedience while they were leading the Bible Studies. In reality, spiritual leaders never quit. They simply move from one opportunity to another but you never find them quitting with no new goal, challenge, or task in mind.

Whether at work or in a volunteer role, everyone will quit eventually, and most often with good reason. Don’t just think about whether to quit but how to quit. Be cautious not to undermine your influence and leadership by quitting the wrong way. Otherwise you will fail to maximize your leadership.