One year ago, Dr. Tom Crites and I were honored to launch the book, Why They Stay. I hope you are well acquainted with this work by now and I must say that we are delighted at how it has been impacting church leaders and parents alike. Just in case you are unacquainted, the book is based on a national research project of 26-39 year olds who grew up attending church. While much has been written about why young adults are leaving the church, Tom and I took a different approach by analyzing why those who grew up and have remained faithful into their adult lives have “stayed.”

The results of the groundbreaking research revealed 15 major issues that church leaders and parents can tap into that magnify the likelihood that their children will remain committed to church into their adult lives. If that is your heart’s desire, I trust that you have read the book or perhaps this has piqued your interest. For those who have read the book, you can help propel the impact of the findings in a couple of ways. Amazon reviews carry a large amount of influence and Tom and I would be very appreciative if you would take a few moments to personally post one. Larger numbers of reviews lead to larger numbers of readers and larger numbers of readers result in more changed lives. Thanks for taking time to do so.

We are also pleased to announce the release of an eight part video teaching series. It consists of eight- thirty minute teaching sessions along with downloadable leader and participant guides. The videos can be used as a ten week (including an introduction and celebration session) Bible study, or in a retreat setting, or a parent conference. Discussion questions are included. Many thanks to Hebron Baptist Church in Dacula, Georgia for embracing this project and funding the professional filming and editing. Did I mention it is free for churches to use? If your church has purchased copies of Why They Stay, you can stream all sessions and download the resources at no charge. This is a great value (about $299) and is our way of giving back and investing in more parents and church leaders in the coming year. Visit www.whytheystay.com to learn more and I hope your church will use these videos with parents and church leaders in the coming months.

For anyone willing to post a formal review on a blog or widely read publication, we would be honored to provide a complimentary copy of the book. Let us know if you or someone you respect would be interested. Researching and writing is one of the ways I seek to maximize my leadership. I hope you are encouraged as I pour into you each week with maximized leadership articles.

Does the name Babe Ruth ring a bell? The avid sports fan certainly knows who that is. Even the less acquainted are likely aware that he held the Major League Baseball record for home-runs for almost forty years before being surpassed by Hank Aaron. During the three years prior to Ruth’s dramatic hitting career, a young pitcher on the same team recorded a 2.28 earned run average as a starter and had a winning percentage of .671. Do you happen to know who that was? Yes, you sports geeks know exactly who I am talking about. The young pitcher was none other than Babe Ruth. Ruth was on his way to perhaps becoming a Hall of Fame pitcher with stats like those.

However, he did not continue to serve the team as a starting pitcher. The coach determined that he would be more valuable playing every day, going to the plate four to six times per game, to drive in runs and give the offense a punch. He did not know that he would set the record for home runs when the change was made. What if he had balked at the decision? (I could not resist the pun.) You may have never heard of him. Who knows how the rest of his career may have gone as a pitcher. He may have excelled or he may have flopped. We will never know. What if he said, “I don’t want to play every day. I like pitching every fourth game.” What if he liked the spotlight of being before the crowd for every pitch instead of only five or six plate appearances?

What about you and your role? Do you like your position in the organization? You should at least have some affection for it and there is no harm in aspiring to greater things. However, a leader should never have the attitude of “I don’t know what I would do if I could not do this job (hold this position).” A growing leader is capable of holding several different positions with a degree of effectiveness and will excel where he or she is placed in the existing organization or in another organization for that matter. For one to possess the attitude that they cannot thrive in any other positon or any other place than where they are is not flattering. Hyper-specialization should not be confused with limited skill sets and lack of personal development. You serve your organization to help accomplish the mission. The mission must be superior in priority to your position. Otherwise, unhealthy internal competition, diminishing competence, and the undermining of your own credibility will result. You will best help those you serve now and in the future by placing more emphasis on the mission and less emphasis on your position. It is commitment to the mission that will get your organization to where it needs to be no matter what your position may be. The mission must take precedence over your position!

What would you do? What would you do if you had a Bible study leader that needed to step down? That may be putting it politely. Perhaps action needs to be taken to remove the leader because of a serious issue. How do you remove a volunteer? Here is the first of two parts to help you navigate this touchy situation.

Diagnose the severity of the issue

The urgency of any action and the consequences of inappropriate behaviors are not the same in every circumstance. The way in which you should address failure of a teacher to show up one Sunday and a severe moral failure on the part of another teacher will not be the same. Begin by diagnosing the severity of the issue. Consider the following questions to assist in your evaluation:

1. Is the issue related to the skills of the teacher? Proceed slowly if this is the case. The objective in this situation is to provide instruction, training, and resources to help the teacher develop the needed skills. Keep the leader in place as long as there is willingness and progress in developing the needed skills. Assign a mentor or coach if needed to aid in assisting them in their growth.
2. Is the issue related to the commitment level of the teacher? Proceed deliberately with deference to your church’s written guidelines and standards in this circumstance. If your church does not have any written guidelines then their actions are not the root of the problem. You have left guidelines to their own interpretation and they may not understand that there is an issue. Meet with the leader to discuss the concerns if the guidelines are being violated and give them opportunity to explain the circumstances, to recommit, or to come to agreement if the issue is negotiable.
3. Is the issue related to a doctrinal error? Proceed deliberately with deference to your church or denominational doctrinal statements in this circumstance. The Bible itself certainly takes precedent when considering doctrinal concerns. The challenge may be one of interpretation or opinion. A summary of doctrinal beliefs can serve to clarify the understanding and conviction of your church. You should respond immediately if the error contradicts a doctrinal essential such as the deity of Christ or the exclusivity of Christ for salvation. You should respond cautiously if the error is not essential to Christian faith such as timing of events like the rapture or the meaning of symbolism found in the apocalyptic scriptures. You may need to agree to disagree while coming to an understanding that the leader will not deliberately or overtly contradict the local church’s conviction on the issue. You should respond with grace if the issue is related to preference. Believers sometimes take their own experiences or traditions and elevate them to a level of conviction that is not supported by scripture. Be cautious not to alienate a great leader over issues such as music style or preferred furniture for the worship center.
4. Is the issue related to a severe violation of scripture or moral failure? Take action immediately when a leader is involved in a moral failure or commits a severe violation of scripture. The aim should always be to bring believers to repentance and restoration. However, leaving someone in a role of leadership when they have deliberately chosen to engage in actions in direct violation of scripture can have an adverse effect on the ability of your congregation to minister in your community. Pray for discernment with the understanding that while the error cannot be overlooked an appropriate degree of privacy and confidentiality should be maintained when and if possible.

Work with key leadership through the process

Addressing the problems of volunteers is somewhat different than those who are compensated for their service. Accountability cannot be totally ignored but the leverage for dealing with difficulties is lesser with volunteers. A person who receives compensation may have a designated supervisor or team with the authority to take swift action when difficulties arise. Taking unilateral action to remove a volunteer is not ordinarily acceptable in most volunteer organizations such as a church.

Bringing key leaders into the process has several benefits. First, accountability for evaluating the circumstances with accuracy is enhanced by bringing others into the process. Perhaps other leaders have awareness of information that an individual does not. Secondly, objectivity is maximized by including other leaders. Addressing problems unilaterally may be interpreted to be personal when the actual issue at hand is sincerely the problem. Thirdly, involving others adds gravity to the concern. The fact that a group of leaders has a concern rather than an individual helps the offender understand the seriousness of the concern. Fourthly, bringing in other leaders provides protection for you as the leader of the Sunday school ministry.  Moving from inquiry to potential action may require the endorsement of the pastor or other key leaders to accomplish the task at hand.

To be continued…

This article is taken from my book Sunday School That Really Responds.

Two weeks ago, I walked you through the first two principles of what needs to happen when a church leader finds it necessary to dismiss a volunteer. While the context was specifically about the need of a addressing a volunteer Bible study leader, the concepts have wider application. Here are more ideas to work through should you find yourself in this difficult situation:

Consider implications without compromising convictions

Suppose you have been serving in your leadership role for only a few months. What if the volunteer that needs to be dealt with has been serving for fifteen years? You would do well to proceed with much caution in this circumstance. The swiftness of action will be dramatically different if you have been on the staff for fifteen years and the volunteer for only a few months. What are the implications for your leadership if you confront a long-tenured Bible study leader if you are new in your position? Do not hesitate to tackle issues related to moral failure, severe scriptural violations, or teaching that contradicts essential doctrines immediately in order not to compromise convictions. However, other issues may need to be overlooked or addressed more casually at this point so long as those convictions are not violated. You may, for example, not appreciate that a Bible study leader is often late but you may or may not want to make an issue of it at this point. Pray for wisdom in knowing which problems to confront and when to confront them.

Another possible implication is the loss of members. You always risk losing the volunteer as a leader even if the issue is minor. They may take offense at the confrontation no matter how mild. In addition, you may lose the person that is confronted as a member of your church. Is it possible that they will influence others in the congregation and that division will arise or families may be lost? I am not suggesting that you do not need to address the leader, and the more severe the issue the more important it is that corrective measures are taken. The key is to consider the implications prior to taking action. The congregation may actually be better served if the person is removed or chooses to leave. Place the protection of your church’s biblical convictions and reputation first but do not neglect to weigh implications when addressing issues which although important are negotiable in the short term.

Take caution against neglecting scriptural precepts

What does the Bible have to say about the issue at hand? What does the scripture teach about the restoration of believers who have failed? The teaching of the scripture absolutely takes precedent in all of the circumstances described in this article. The suggestions that I am sharing are based on experience, wisdom, and practical application for dealing with volunteers. Ignoring problems or failing to confront difficult situations will not make them go away. Balancing compassion and confrontation is a challenge for all leaders. Study the scripture, pray for wisdom, and seek to address problems with integrity that is Christ-honoring.

Talk through the process before there is a problem

What would you do? Confronting problems can be awkward, stressful, and detrimental to relationships and the reputation of a church if not handled correctly. Sometimes it is better to talk about a problem when there is not a problem. Consider taking leaders through potential scenarios in the absence of specific problems and discuss them at a meeting with your leaders. You can conduct the discussion somewhat more objectively in the absence of an actual real time crisis.

Get insight from your current leaders on the manner and procedures for addressing problematic situations henceforth. You might consider taking what is learned in the discussion to develop agreed upon guidelines for future reference. A team can be designated from among your leaders and in turn you can present to your volunteer the process for dealing with difficulties in the future. A process such as this will not eliminate conflict but may reduce some of the stress involved since the manner for addressing problems was developed and agreed upon by volunteers or Bible study leaders from your church.

Establish written standards and guidelines for Bible study Leaders

Written standards can assist you in dealing with problems much more objectively. Although you may be objective it is easy for someone to take your opinions as a personal attack. Applying church guidelines will lessen, though not eliminate, the personal nature of any confrontation. Do you have leaders who arrive late each week? Take a moment to find the document that describes what time their arrival is expected and underline that section. Do you have leaders that do not participate in training? Take another moment and underline the section of the document that describes the number of hours or frequency of involvement in training expected by your church. If you cannot place your hands on these documents you are postured for greater difficulty in addressing leadership concerns. Many problems that churches have with Bible study leaders and volunteers are simple failures of communication.

Call together a group of leaders to serve on a team. Assign at least one leader from all of the life stages: preschool, children, students, and adults. Ask them to develop minimum standards to serve as guidelines and expectations of Bible study leaders as well as procedures for dealing with difficult situations.

You will find that it is awkward, stressful, and unsettling to deal with most problems severe enough to consider releasing volunteer or asking them to step down. Do not neglect to address issues on one hand and do not proceed rashly on the other. Above all, pray for God’s wisdom and always remember that restoration is preferred whenever possible.

This article is taken from my book Sunday School That Really Responds.

One of my favorite sayings about idea generation is as follows: Every good idea eventually degenerates into work! That is so true. In organizational life, great ideas require the time and energy of team members to prepare, promote, implement, and maintain. You need to ask some questions prior to the investment to maximize the likelihood of success or effectiveness. Begin by recognizing three myths about new ideas:

• If the idea is new, it will work.
• If the idea is creative, it will work.
• If prominent organizations or churches are doing it, it will work.

I have seen so many ideas flounder in my years of leadership simply because the thinking was that newness, creativity, or what turned out to be an anecdotal success story were indicators of a “no miss” idea. When an idea does take root and flourish, it Is not because it is new, creative, or because it worked somewhere else. It is important to ask the right questions before implementing a new idea. The answers can save headaches, false starts, failures, and wasted effort. Here are the first two with others to follow next week:

1. How will the new idea help you to accomplish your purpose? I served as a student pastor for over a decade. I often received requests and suggestions that the group conduct fundraising activities for a variety of needs ranging from cancer research to assistance of wounded veterans. These causes are certainly compelling and worthy of the time of volunteers. However, I never allowed these types of ideas to take root. Why not? It was outside the scope of the ministry that I was called to lead. The purpose of the ministry was to make disciples with an emphasis on evangelism and spiritual development of teenagers. While it may have been a good idea, it was not a good idea for the ministry I was called to lead. Effective leaders only accept and generate ideas that are consistent with the purpose of the group or ministry.
2. What is your process? Some ideas need to be vetted through others. In your organization or church, does the idea need the approval or consent of anyone else? Is there an executive leader who needs to sign off on it? Is there a team that you are accountable to? If so, how do you get their permission or affirmation? How do you present the idea to them? How is your relationship with them? That really matters because the better the personal relationship, the greater the trust, and in turn the faster and more likely the idea can move forward. The process can also add accountability and perhaps enhancement to the idea. Some ideas will work best with an overwhelming “buy in” from the members of the organization. How will you make that happen? What is the process?

The point of this is not to “throw cold water” on your ideas. The point is to get you prepared for success. Anybody can have an idea. It takes an effective leader to make it happen. Check back next week as I share four other important questions to ask before adding something new.

I personally have mixed emotions about technology and social media. I enjoy the way that both have enhanced my communication (sending and receiving) and despise that I have to be married to some of it in order for it to make a difference. Someone said to me at lunch recently, “I bet you really are into technology and social media.” I’m actually impressed that he thought so because that means I am accomplishing something that I intend. Technology and social media are actually somewhat frustrating to me. However, both are emerging, growing, and becoming the reality of our culture. Any leader who chooses to ignore this fact does so at their own leadership peril. I find that leaders broadly fall into one of three categories on technology and social media.

First, those who ignore it or are “tech ignorant.” They have their excuses and justification but the reality is that their influence is waning because they are viewed more and more as irrelevant. It is sad that they are not willing to grow and learn.  Second are those who are “tech savvy.” These leaders are early adopters and know the ins and outs of the newest devices, web sites, blogs, and gadgets. For some who are younger it actually comes naturally. They are advantaged in their leadership because they can take full advantage of emerging communication sources.

I fall into a third category which I consider the minimum for a leader in today’s culture. I explained to my friend at lunch that I am “tech aware.” I am not a first adopter, I don’t know how everything works, I don’t tap into every technological option, but I do know the language, I utilize the more broadly used technical and social media sources, and I keep my ears open. I try to be coachable. Failure to be coachable is a failure to lead. I recognize that something new will emerge in the next year that I have never heard of and I will need to understand and utilize whatever it is to be viewed as relevant. Does that matter to me? It does because I believe I have a message to share and there is no point in sharing if no one will listen. I want to be coachable. How about you? The point of this post is not about technology. It is about willingness to grow and change. When you fail to do so, when you fail to be coachable, you inadvertently undermine your own credibility and effectiveness. Be coachable and you will maximize your leadership.

I will leave you with one of my recent tweets. The Lord occasionally blesses me with modern proverbs that help make my point. Here you go:

ALWAYS BE YOURSELF, BUT NEVER STOP IMPROVING ON IT.

Be coachable.

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

 

Well… at least they shouldn’t anyhow. I want to be clear that I am speaking from the perspective of leadership within the Christian realm although application could be made in business at large. If I were to beg anything of you, it would be that you embrace the gospel and trust Jesus to be your Lord and Savior. Apart from that, I have learned that effective leaders never beg.

First, never beg someone to join you. If you must beg then you are getting a half-hearted follower, member, or employee at best. I would rather have a couple of fully devoted, totally engaged, loyal, passionate members than a room full of half-hearted people that I have to beg to come alongside. In addition, they will always treat you as if you owe them something more and they will feel entitled to give you less since they sacrificed by giving in to your pleading.

Second, never beg anyone to stay.  I hate to lose good employees, faithful members, or friends (who feel called to other opportunities). When the person has talent or when you have grown close personally, it is especially difficult. I am thankful that it does not happen often and if it does you should spend intensive time in self-evaluation (of your church, ministry, or business). “I’m leaving.” Those words can hurt. Here is my typical response when those words are spoken;

“We’re going to miss you. “

“We sure hate to lose you.”

“I wish you all the best.”

If I beg them to stay and they do, I have painted one or both of us into a contradicting theological box. If I can convince them to stay then they are acknowledging that they were not hearing God clearly when they felt compelled to depart and I may be retaining someone who is not walking closely with the Lord. If I can convince them to stay, and they were hearing from the Lord, I am attempting to usurp His will and bend them to mine. People are certainly entitled to a change of heart and even if they do return after stating they are leaving, you need to spend serious time in debrief and deep consultation regarding good decision making skills and understanding the will of God.

Here is what leaders do instead of begging.

1. They share a compelling vision that people want to be a part of. People do not want to miss it. They want to be a part of a movement that is bigger than themselves. They would have to be dragged away.
2. They invest deeply in personal relationships with members, team mates, or employees. The love runs deep, the times together are filled with joy, obstacles are overcome, and departure would be too painful to bear.
3. They create an environment that is challenging and fulfilling. Every organization has a culture. That culture is created by the decisions, investments, relationships, and leadership style of those at the front. Effective leaders are in tune with the morale and culture of the organization.

 

Can God call someone away from an environment like that? He can and He does. And when it happens, while the parting is sorrowful, the influence of the existing organization is magnified. One more thing…People are waiting in line to fill the vacancy in that kind of environment.

I won’t beg you to follow my advice because leaders never beg. But I do hope this word of exhortation maximizes your leadership!