Leadership

Outstanding organizations are known for being fast. That does not mean they are “sloppy” with their work or that they are not deliberate in decision making. But people are drawn to them because they get good service and get it in a timely manner. When I am in a restaurant, I love my meal to be freshly prepared. But, I don’t want to wait three hours in order for that to happen. Being fast is not easily definable but you know when an organization is slow or unresponsive. We are admittedly the victims of a culture that is technologically advanced and has an expectation of quick quality service. Microwave ovens, cell phones, Google, and express lanes are just a few examples of modern technological factors.  Cultural advances have raised expectations and that expectation is growing rather than diminishing. That begs the question: What does it mean to “be fast” in your area of service or ministry?

 

1. It means those who contact you by any means can expect a prompt and timely response. You may not be able to bring their question, concern, or need to a quick resolution, but you can get started on the resolution quickly. In the worst-case scenario, you should respond the next business day. You should strive to make an initial response on the same day you receive contact. The ideal is to get back with them very quick. “But my workload is so great!” you might say. That does not change the expectation of those making contact. Those who contact you for ministry and service are “your work.” You must work with your team to find a way. Remember that a quick acknowledgement of their need and a commitment to follow through will suffice if you are in a crunch. But you must follow up soon.
2. It means that you meet deadlines and that you communicate on those occasions when it is not possible to meet the deadline. I work from a task list and I rarely schedule something to be done the day of or the day before it is due. If something is due on Friday, I put it on my task list for Wednesday (or even earlier if it is a larger project). I am typing this post on Wednesday to go out next week. That builds in a buffer for me in the event of unforeseen demands on my schedule. Meeting deadlines is directly related to your time management skills and that is an area you must always seek to develop given the demanding culture in which we serve.
3. It means that you seek to provide an environment where quick decisions can be made. That is a tall task in a larger organization. Develop relationships and systems that allow for quick decisions to be made so that your team and your constituents can get a timely response to their ministry needs.

That went by fast! Until next time….

 

I once read an interesting metaphor describing church strategies. It noted that Dakota tribal wisdom says:

“When you discover you are riding a dead horse, the best strategy is to dismount.” 

However, churches often find themselves trying other strategies.  Consider the following ten ways that churches and organizations deal with the problem of riding dead horses:

10 – Provide additional funding to increase the horse’s performance.

9 –   Provide training to teach people how to ride dead horses.

8 –   Appoint a committee to revive the dead horse.

7 –   Change the person riding the horse.

6 –   Say things like: “This is the way we always have ridden this horse.”

5 –   Appoint a committee to study the horse.

4 –   Harness several dead horses together for increased speed.

3 –   Pass a resolution declaring: “The horse is not dead.”

2 –   Arrange to visit other sites to see how they ride dead horses.

1 –  Buy a stronger whip.

Churches and organizations are really good at starting programs but have much difficulty stopping them. One of the keys to your progress may be to put a ministry or program to rest.  Is it really making a difference for the Kingdom? Questions you should ask about each program or ministry:

1. Does this fit within the framework of our purpose? If not, it should be put to rest. You cannot pour energy into everything and surely should not waste time on those things that do not fit what you are called to do.

1. Do we have enough leaders to do it well? In some cases ministry or programs may need to be suspended if adequate leadership is not in place. A ministry done poorly can sometimes do more harm than if the ministry is not even functioning at all.

1. Do we have enough resources to do it well? Not everything requires money. But, some things do. The comments above apply here once again.

1. Do we have a passionate person providing leadership? When something is everyone’s responsibility, it tends to be no one’s responsibility. Someone must take the lead and must do so with passion.

1. Is it essential, important, or good? If it is good, stop doing it and focus on those things that are essential and important.

Many churches and ministries struggle because they try to do too many things, and/or they do too many things poorly. What is the last ministry you stopped doing? It may be time but it sure will not be easy. Check in next week to learn more about stopping ministry. It is a skill that is lacking in many churches and organizations.

“What we have here is a failure to communicate.” Those were the infamous words of “The Captain” (prison warden) in the 1967 classic “Cool Hand Luke” starring Paul Newman. It is often repeated by leaders and team members in any organization. Communication is the hub around which all elements of organizational leadership are built. When done well the wheels of the organization turn smoothly and when not, the squeaking sound you hear is the organization steering towards dysfunction. Here are the four key layers that effective leaders always maintain and improve upon.

1. From the leader to the team. This may be the most important layer. Failure here ultimately flows out to the other layers hindering forward progress. The words of “the leader” carry more weight than all others, inspires or discourages, serves as a compass, and can make or break an organization. He or she must speak with clarity, conviction, wisdom, hope, and consistency. How are you doing communicating to your team?
2. From the team to the leader. Do the team members have access to the leader? How quickly can they have interaction? Are they free to ask or say difficult things without fear of reprisal? Is there time designed where team members can speak to the leader? If not, the wheels or your organization will turn much slower.
3. Between team members. Are there standards related to how team members communicate with one another? Is your organization seeking to minimize and eliminate silos between different departments or ministry areas? Is a timely response between members a core value or clear expectation? Are there systematic gatherings that encourage interaction? Are some of the interaction built on fellowship or relationship building to increase trust and enhance peer to peer communication? The answers to these questions can say much about how well the wheels of your organization turn.
4. Between the team and the public. The public could be customers, members, or the community at large. The tools, methods, and strategies are quickly evolving in a fast-changing culture. The reputation of your organization depends on this as well as the level of involvement or sales in a for-profit circumstance.

Are you attending to all four layers? How is it going? What is your next step? Answer these questions and you will be much more likely to maximize your leadership!

The four points are adapted from chapter fourteen of John Maxwell’s The 17 Indisputable Laws of Teamwork.

Leaders who do not invest time in training those who serve on their team take the greatest of risks. What team members do, how they do it, and when they do it is left to their own imagination. Effective leaders take the initiative to equip members, to “coach them up,” to inspire them, and to increase their skills. The result is increased effectiveness and a greater ability to respond to challenges as well as to adapt. But where do you find the time? I have found a couple of ways which I refer to as “equipping in drips.” Check these three ideas and then I will explain.

1. Send a weekly email to all team members to help them develop their leadership. You are experiencing this technique as you read this article. Each week throughout the year I write a brief article for the staff that I lead to challenge them to grow in their leadership skills. I follow up by posting the article publicly so that others may benefit and be influenced.
2. Record a weekly video message for your team. I do this each week for Bible study leaders in the church where I serve as the interim Lead Pastor. It is only five minutes long and is attached to an email. I call my version the “Parr Five” and I use a free software called Screen-cast-o-matic. Watch an example here at ParrFive!
3. Spend one-on-one time with all team members at some time throughout the year. I try to do this by having lunch with each team member. For me, that is about seventy-five who serve on a “consultant level” or higher in our organization. I go with no agenda but more often than not end up discussing issues that make our organization stronger. It takes no extra time for me because I eat lunch every day anyway.

Note that none of these actions are profound.  The first two require less than fifteen minutes of my time each week and the third requires no additional time. However, the combination has the potential to place me (my ideas and mentorship) before a staff member for up to nine or more hours during a year and mostly in five minute “drips.” That does not even include the formal gatherings that you have. It does make a difference. Equip your leaders by any means even if you must do it one drip at a time. That will maximize your leadership!

Six Reasons Developing a Team Makes You a Better Leader

There are no problems we cannot solve together, and very few that we can solve by ourselves. –Lyndon Johnson

I have been a student of leadership for decades and one of my personal missions in life is to develop and equip as many leaders as possible. The word “leader” itself implies an individual and I truly do desire to help you become a better leader personally as I continue to grow myself. However, if we do not have a team to lead then we are not actually leaders. The leader is an individual but he or she stands at the hub of an organization, a team, a community, a business, a church, or some group. The aim of the leader is to move that collection of individuals in a purposeful direction providing inspiration, support, vision, training, problem-solving, and of course “leadership.” While you stand out front you cannot accomplish what needs to be done by yourself.

Gene Wilkes reminds leaders of six reasons that teams are superior to individuals when it comes to accomplishing a mission or task.

1. Teams involve more people affording more resources, ideas, and energy than would an individual.
2. Teams minimize the weaknesses of any individual.
3. Teams provide expanded perspectives that individual insight can rarely capture.
4. Teams share credit for victory and blame for losses resulting in a stronger community and a greater capacity to overcome failures.
5. Teams provide higher levels of accountability.

I will add a sixth;

6. Teams multiply time, availability, intelligence, and creativity exponentially beyond the capability of any individual.

Effective leadership absolutely requires your personal development and strength. But when it comes to big decisions, strategic planning, and moving your mission forward, be certain to tap into the gifts and talents of a team. That will help you to maximize your leadership.

 

Portions adapted from chapter one of John Maxwell’s The 17 Indisputable Laws of Teamwork.

 

Much has been written about why people stray from the church. For those who return to church after years of absence, what is it that gets them to come back? Tom Crites and I are conducting a nation-wide study to discover what tangible factors can make the biggest difference. The study targets 25-55-year-olds who grew up in the church, left for at least two years, but then returned. The participants of this confidential short survey (less than 10 minutes) will offer valuable information that will help as we seek to assist church leaders in reconnecting those who have left the church. This is based on the most common question we receive when doing seminars based on our book Why They Stay.  Survey participants will be entered in a drawing for a $100 Amazon gift card. In addition, those that refer participants will be entered for a $100 gift card as well. Please refer people you know by tweeting, posting and emailing the link to the survey.  Your participation is greatly appreciated! One last thing…this is national and multi-denominational. Please forward this to as many influencers as you know across the USA, as well as to individuals you know who fit this profile.

 

Click here to take the survey.

Which are the most critical six months in the faith journey of a child who grows up in church? It is the six months following High School graduation. What can a parent or church do with that information?

 

Over the last several months I have shared videos designed specifically for parents but beneficial for any and all who care for teens and kids. The January video was the Driver of a Sticky Faith. I followed up in February with a second video that described The Power of First Steps. The third in March was entitled Balancing Bonding and Boundaries. In April you learned about The Ultimate Home Field Advantage. The May video spoke of The Necessity of Modeling Church Engagement. In June you learned the importance of Building a Network of Spiritual Influence for your child. These videos are based on the research conducted by Tom Crites and I to discover what keeps kids connected to church into their adult lives and published in our book, Why They Stay.

 

July is now here and I want to invite you to view the seventh video in the series. In this thirty-minute video I am speaking to parents about the months following High School and critical information parents and church leaders must attend to. Trust me when I tell you that you will be encouraged as a parent, better equipped to help your children as well as other parents and learn principles that can maximize your leadership. Here we go…

 

Perhaps you have known someone that died because they failed to take action. They ignored subtle signs that their health was failing and refused to go to a doctor for medical attention. People are grieved that the person has passed away, but the greater tragedy is that it could have been prevented. It is also sad to see a ministry designed to help the hurting and to see lives changed to struggle to the point of dissolution. It does happen, but you can take action to circumvent the death of a ministry. Here are warning signs that can alert you that your ministry is in trouble and perhaps your leadership role also.

1. Large turnover in volunteers. Note that it is not unusual to see large turnover at the beginning of your ministry, but it should be less of an issue year by year.
2. Difficulty finding new volunteers. “I just can’t get people to help or to commit!” Sorry, but that is on you. That is why you are called to lead the ministry. You were placed there to inspire and enlist the involvement of volunteers to carry forth the task of the ministry.
3. The absence of quality training for leaders. Training is the most quantifiable factor that determines the likelihood of effectiveness in a ministry. If you train well, those equipped will aid in the enlistment of others. If you fail to train you are on your own and the team you lead will lead with low expectations and minimal results at best.
4. Erosion in the quality of the ministry. Quality is certainly an intangible factor. How do you know? Interview those who have been involved in the ministry over a long period of time and ask them: “How does the quality of what we do compare to a couple of years ago?” It should be better now than ever, or you are going backward.
5. Erosion in the standards of your leaders. If you don’t expect much you won’t get much.
6. A sustained decrease in total participation. While participation can decrease occasionally and seasonally, sustained decrease month after month or year after year is the most obvious sign that a ministry is in trouble. A downward trajectory is destined for zero.
7. Sustained low morale in the ministry. Attitudes can make or break a ministry. Always pay attention to the morale of the leaders and participants. Discouragement never built anything.
8. No examples of lives being changed. That is what ministry is ultimately about and if no lives are being changed you are not actually doing ministry. It may not happen every day or every week. But if it has been months you know that focus has been lost.

Don’t be discouraged and don’t be caught by surprise. Everyone can do better and heed the warning signs that can help you to maximize your leadership.

Dr. Tom Crites and I did a study recently of churches in Georgia that are thriving in our changing culture. The churches identified may not lead in any area that we tend to measure but they excel in many areas including evangelism, discipleship, stewardship, church planting, and leadership. They come in all styles, from all regions of our state, and all sizes. We studied hundreds of other churches to contrast and to see what made the difference and identified nine areas where the attitudes, motivations, and priorities of the pastors differed from struggling churches. The report is called Pivot Points and can be purchased as a Kindle Edition on Amazon for only $2.99. But, as someone who reads my weekly articles, you get a copy for free. Thanks for reading each week!  (Attached the .pdf)

 

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