Category: Maximized

Listen in Every Direction

Commitment, Equipping, Growth, Intentional, Leaders, Leadership, Leading, Maximized, Potential, Relationships, Results / By Steve Parr

Are you capable of multi-tasking? I imagine that you are and with the advent of technology, multi-tasking is now the norm rather than the exception. Perhaps you have been on the phone with someone before and had the feeling that you did not have their undivided attention. You may hear keys clicking, papers shuffling, or other noises that imply they are working while listening to you. It can be very disconcerting if the subject is important. Here is what we must remember. Every person and every subject is important to the person who is speaking. You must be a good listener if you aspire to “maximize your leadership.”

John G. Miller breaks down the directions from which you must effectively listen into three critical components.

Listening to one another. Are you a “good listener?” I hope you have been in some venue where “active” listening has been discussed. If you were paying attentionJ you know that body language, eye contact, and repeating back key points are good habits of active listeners.

Listening to your customers. It really matters what people think even if they are not within the organization and may not have all of the facts. External customers have a perspective that must be respected and responded to. The customer may not always be right but they do have a perspective and any organization that ignores or minimizes their opinions do so at their own peril.

Listening to your people. Employees in an organization must be “heard” and must know that leaders are responsive. Responsiveness does not require that the inmates run the asylum (don’t get offended here, just being metaphorical). Leaders and those who follow see issues from different angles and must work together to determine realities that are not always clear when only viewed from one side.

Work to listen in every direction and continue to strive to maximize your leadership!

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

Five Ways to Turn a Good Idea into a Great Idea

Commitment, Equipping, Growth, Intentional, Leaders, Leadership, Leading, Maximized, Potential, Relationships, Results / By Steve Parr

“That was a bad idea!” Those are words that you never want to hear following implementation of any initiative for which you have responsibility. But, it does happen. Ideas are important. An idea is a thought or suggestion as to a possible course of action. Therefore ideas serve as the oil that keeps the motor of your ministry or business running and the power to move it forward. You are always in need of good ideas. But, you can take steps to turn your good ideas into better ideas and here is how.

Give every important idea some brothers and sisters. Whenever you have an idea, take time to brainstorm at least four or five other ways to accomplish the same aim. You can do this yourself but it is best done with peers and key leaders. You may discover that one of the other ideas trumps the original. But not only that, you will likely find at least a nugget or two from among the other ideas to attach to the original which will improve it making a good idea even
Filter every idea through generational filters. People do think differently and generations are a great example. Intelligence is multiplied in a group and can be magnified by involving both young and old. I am not going to quantify young and old but the point is that what you think is a good idea may not be as appealing to people who are much younger or much older than you are. In working with pastors in ministry I emphasize the importance of younger pastors enlisting at least one or more leaders or staff who are much older. Likewise, I advise older pastors to enlist at least one or more leaders or staff who are much younger. Why? They think differently. Not right thinking and wrong thinking. Not good thinking and bad thinking. Just different. Filter your good ideas through people who are much older and/or much younger and they will make your idea better.
Think through implications prior to application. Failure to do this is the reason most ideas flop. It is important to ask what could potentially go wrong, who might potentially be offended, what are the potential results, and what are the potential costs as well as returns. Look at potential implications on both the positive and negative possibilities. Follow up by determining the likelihood of the consequences that you come up with. If the likelihood of negative results is extremely high, slow down and spend more time in preparation. If your team determines the likelihood of good results is high, move forward. Even if the likelihood of negative consequences is low, this step can help you minimize landmines moving forward.
See if the idea breathes before sending it to work. An idea naturally generates positive emotions when it bubbles up into your consciousness and builds through your intellect. Always remember that a great idea will still be a great idea next week or next month. If you let the idea sit for a week or so and have no excitement for it once some time has passed, you need to ask if it was really that good of an idea after all. Some decisions have to be made quickly and you have to go on instinct and experience. But, if time allows give the idea a few days to see if it can breathe on its own.
Don’t worry about who gets the credit. One of the best generators of an idea is a former idea. Either of these may belong to you or someone else. I have seen my ideas take shape on some occasions and no one ever knew of my role in generating or sharpening them. Likewise, I have sometimes got credit for ideas that I implemented but were actually initiated by other team members. Let the idea be the star and don’t be too concerned about who gets the credit. Over time a person’s value becomes clear and as you learn to turn good ideas into better ideas, the organization benefits and so do you.

Time to go now. I just got an ideaJ

How to Quit!

Commitment, Equipping, Growth, Intentional, Leaders, Leadership, Leading, Maximized, Potential, Relationships, Results / By Steve Parr

“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.

Make the Right Impression

Commitment, Equipping, Growth, Intentional, Leaders, Leadership, Leading, Maximized, Potential, Relationships, Results / By Steve Parr

The way you represent your organization is very important. Please take time to read this post I recently sent to our staff and apply what I share with your organization.

“9-1-1. Hold please.”
“Excuse me?”
“This is the 9-1-1 operator and I have other calls would you please hold?”
“I’ve got an emergency”
“Do you think you’re the only one. Hold tight and I get back to you when I can.”

That is not the conversation you want to have when you dial 9-1-1. Is it likely to happen? Probably not. However, when you talk on the phone or in person to representatives of a business, an organization, or a church, nothing is more frustrating than to be talked down to, patronized, belittled, or treated as if they have more important things to do. Here is the challenge. Whenever you speak to someone outside of the Georgia Baptist Mission Board (Offices), the person you are speaking with or the audience you are speaking in front of sees you as “the Georgia Baptist Mission Board.” If you are courteous, they see the whole ministry as courteous.” If you are rude, they see whole ministry as rude. If you are interesting in your presentation, they see the Mission Board as an organization of skilled presenters. If you make a boring presentation, they see Mission Board as irrelevant. Does that make sense? People often base their total view of “the Georgia Baptist Mission Board” on their phone conversation with you…or the sermon you preach… or the wisdom you share in a consultation.

On one hand, that is a lot of pressure. On the other hand, that is a great opportunity. Rod Blunck says “Courtesy is free; extending pleasant words costs us nothing. So why not freely give it away?” Here is the bottom line; Your tone matters when you speak. You are an ambassador for Jesus Christ first and foremost. Be respectful, responsive, engaging, encouraging, prepared, flexible. You have experienced it on the other side. Perhaps you have been turned off by a business because of the way you were treated. On the other hand a business may have made a mistake, but handled it so graciously that you are a devoted customer. Set the right tone whenever you speak as an employee of the Georgia Baptist Mission Board. While it is technically true that the Georgia Baptist Mission Board is actually a partnership of churches, most people get their impression and draw their conclusions about us based on interactions that they have with us. I pray that we will interact with church leaders and members in such a way that they consider the Georgia Baptist Mission Board to be “Outstanding.”

Do Your Leaders Know The Expectations?

Commitment, Equipping, Growth, Intentional, Leaders, Leadership, Leading, Maximized, Potential, Relationships, Results / By Steve Parr

I am often asked about expectations for Bible study leaders in churches. While I am addressing expectations of volunteer leaders in churches, the principles apply to any organization or role where you are seeking to maximize effectiveness. The Apostle Paul wrote out expectations for deacons and pastors in 1 Timothy 3. He proposed that there were minimum standards of conduct and character that should be expected of key church leaders. The office of the small group leader or the Sunday School teacher were not part of the church landscape at that point in history. However, the principle of standards for key church leaders was established and still applies today.

Which of the following scenarios is most likely to provide the best quality of leadership and the best results? In the first instance, a nominating committee or staff member enlists a teacher to lead a group and provides them with the date, place, and information about the group with little or no additional orientation or training. In the second instance, a leader directly enlists someone to serve under his or her leadership providing a basic list of expectations including a commitment to participate in an orientation session and regular training throughout the year. Assuming that both prospective teachers accept the invitation, who do you suppose will be most effective? You may think that it is harder to enlist a leader if you establish expectations. In the short term it can be difficult, but in the long term the culture adjusts and the results are greater. Having expectations of Bible study leaders is “no big deal” in churches that have been doing so over a period of time.

How do you introduce and implement expectations if Bible study leaders have been enlisted without written standards in the past? Begin by enlisting a team to develop written ministry descriptions for Bible study leaders. Be sure to include training expectations in the descriptions, but do not construct a list containing too many points. Identify minimal expectations with a list of five or six points at the most. These can be expanded in later years as expectations are raised. Once completed, present these to the leaders as general guidelines. The leaders do not need to sign these at this point. Give these guidelines to future leaders upon enlistment from this point forward. Transition the heading for the general guidelines to leadership commitments the following year. The leaders make a verbal commitment to serve by these standards as they are enlisted. In later years you may choose to transition from leadership commitment to leadership covenants where leaders sign a commitment to serve by the written standards. At this point the leaders are absolutely committed to participate in the equipping plan as proposed in the covenant.

The level of comfort varies from church to church in relation to how far to go in implementation of commitments and covenants. Having no written guidelines or descriptions is a recipe for low expectations and low results. Implement the general guidelines at a minimum. .

Implementing expectations is a challenge. Thom Rainer made the following observation in his study of effective churches. He notes: “In our interviews with the leaders of the higher-assimilation churches, we asked if their moving of Bible study groups to become high-expectation organizations had caused any problems. Their answers were an unequivocal ‘yes.’ Some teachers and leaders refused to agree to stricter requirements and dropped out of ministry and service. Others resisted, implying that high-expectations hinted of legalism. Never did we hear that the expectation issue was addressed with ease. But in virtually every case, the pastor or staff member told us that the pain was worth the gains realized.”

Two more notes that I want to place on the table at this point. The first is to those of you who are Bible study teachers. Please do not resist the implementation of standards when suggested by your leaders. It is not an insult to you but an effort to insure better quality of leadership in the future. It is certainly acceptable to work with your leaders to determine reasonable standards, but to suggest that there should be none at all is a detriment to the church and ministry that you love. The other note is to pastors and leaders. Seek God’s wisdom in the pace of implementation. You will have a catastrophe if you try to move from no expectations to signed covenants in thirty days. Take it one step at a time. Move forward, but do not move too fast. This is another way to maximize your leadership.

This blog was adapted from p. 99-101 of my book, Sunday School That Really Works.

Choosing to Change

Commitment, Equipping, Growth, Intentional, Leaders, Leadership, Leading, Maximized, Potential, Relationships, Results / By Steve Parr

I have an exercise for you. I want you to take a trip on the way home this evening to the local “Blockbuster” Video Store. Check out the new releases on video and tell me which your favorite is. To expedite the process, go ahead and do this mentally. Get in your car and imagine every turn right up until you walk through the front door. [Pause here to take your mental journey.]

How is it going so far? Oh! There is no Blockbuster Video in your community. Hmmmmm. But they were the dominate video rental franchise in this region for almost two decades. What happened? Red Box. Netflix. On-Demand. What happened to Blockbuster? They did not change. Actually they did change “some.” They converted from video to DVD but they did not look ahead and got outflanked by the competition. If someone wants a job at Blockbuster now they will be hard pressed to find an opportunity.

How do you feel about change? I like to say that I like change so long as I agree with it! The reality is that change is a constant reality. What worked in the past does not always work in the present and what works in the present will not likely work in the future. You don’t believe me? Ask an former employee from Blockbuster. The same is true in the church. The same is true for any ministry or organization in today’s ever changing climate. Change is not a possibility or an option. Change is now a constant reality. Failure to grasp this reality can have devastating effects.

Listen to John G. Millers observations on this subject: “Organizations need to move forward rather than looking back. In other words, to change…and the key to that is changing the way we think. Rather than being held back by rigid thinking and resistance to change, outstanding organizations recognize that change is going to happen anyway, whether people like it or not. Given the organic, constant, and inevitable nature of change, how could we think that what works today will work tomorrow? The reality is, if a strategy or tactic is working now, the odds are high that it won’t work in the future. There is just too much change taking place in our world for it to be any other way.”

He concludes with this: “Simply put, outstanding organizations take charge of change by changing themselves first. For they know that, otherwise, change will happen to them – and if that happens, it might just be too late.”

Great words of wisdom for those who want to maximize their leadership!

How You Can Propel Your Influence

Commitment, Equipping, Growth, Intentional, Leaders, Leadership, Leading, Maximized, Potential, Relationships, Results / By Steve Parr

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.

Stand Behind Your Stuff

Commitment, Equipping, Growth, Intentional, Leaders, Leadership, Leading, Maximized, Potential, Relationships, Results / By Steve Parr

I sure do like having a DVR (Digital Video Recorder). We have come a long way since my teen years when we had four or five channels to choose from and I was the remote control. J Back in those days, if you missed a show…too bad. Perhaps you could catch a re-run in the summer. Now we set the DVR to season pass and our favorite series are recorded and waiting on us. It does not matter if I am late or even if I am not at home at all. To top it off, we can fast forward through the commercials. Recently my DVR had a problem and it was not properly recording our shows. It was disappointing to sit down in anticipation of watching something that was supposed be recorded and getting nothing but a blank screen. My wife’s bad language was really embarrassing when this happened. Now that is a joke because she is actually a sweetie. Now I am no tech or mechanical guru but the problem was obvious to me. Our DVR was defective in some way and needed to be repaired or replaced.

I called our satellite provider and had no doubt they would take care of it quickly. Wrong! First, I was kept on the phone for about an hour as I followed the instructions of the (no) customer service rep as I was guided through steps that I had already taken (as I explained to the rep). I knew what the problem was and was confident it needed to be repaired, by them, or replaced. I was treated like a child or as if I did not have a clue (insert your snide comment here….______________________________). The customer service rep treated me as if I had done something wrong, as if I didn’t know what I was talking about, and as if the problem was my fault somehow. Finally, I convinced them to send out a technician and two days later he diagnosed and resolved our problem. “You need a new DVR” he said. “This one is defective.” No kidding! I knew that from the outset.

A quick contrast. My middle daughter worked for a popular clothing store. She was instructed that when someone returns an item, accept it and replace it or refund it with no questions asked. Simply trust the customer and make them happy (meet their need). They stand behind their products totally. Wow! Did I mention that they are a “popular” clothing store.

Which of these two organizations would you consider to be “outstanding” in their service?

How about you?

“…and why others strayed”

Leaders, Leadership, Leading, Maximized, Potential, Relationships, Results / By Steve Parr

What are the top reasons young adults who grew up in church have stopped attending? I hope you are already familiar with the work Tom Crites and I did in our study of young adults who grew up in church and have remained actively involved into their adult lives. The book is “Why They Stay” and it is making a great impact.

Many of the respondents in our study had actually dropped out of church. While that is not the best of news, it was helpful for Tom and I to contrast the attitudes and experiences of those who had stayed active compared with those who strayed. The final question in the survey asked the participants to share in their own words why they had either remained active or why they had stopped attending. We share the top ten “self-described” reasons for remaining faithful as well as for those who dropped out in the closing chapters. I thought it would be instructive to you as a church leader to hear from those who strayed as they share why they left. Here are the top ten reason ranked in order of prevalence with no commentary. You judge for yourself and ask how you might respond to those who have left and prevent those who are still faithful from the same experiences.

Reason Number One:	I had a bad church experience.
Reason Number Two:	I have intellectual doubts regarding faith.
Reason Number Three:	I relocated and have not found a new church.
Reason Number Four:	I cannot find a good church.
Reason Number Five:	Church services conflict with my work obligations.
Reason Number Six:	My own fault/struggles/issues/too busy.
Reason Number Seven:	I have small children and it is too difficult.
Reason Number Eight:	I feel stronger on my own. Church is not necessary.
Reason Number Nine:	I am actively looking now and just have not connected yet.
Reason Number Ten:	Apathy or admitted laziness.

There you have ten reasons, ten sermons, ten leadership points, ten excuses, or ten discussion topics for teens, young adults, or Bible study groups. Learn more at www.whytheystay.com or at www.steveparr.net. I don’t know about you but I want to do all I can to give students and young adults good reasons to “stay.”

Is it possible to be effective but not visible to the public?

Commitment, Equipping, Growth, Intentional, Leaders, Leadership, Leading, Maximized, Potential, Relationships, Results / By Steve Parr

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