Potential

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 as I continue to grow myself.

However, if you do not have a team to lead then you are not actually a leader. 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.

While you stand out front you cannot accomplish what needs to be done by yourself.

Gene Wilkes reminds leaders of five reasons 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.

Does the Bible ever speak to a principle such as this? Consider Ephesians 4:11-16 with my commentary in italics.
11 And He personally gave some to be apostles, some prophets, some evangelists, some pastors and teachers,
Jesus placed leaders in the church.
12 for the training of the saints in the work of ministry, to build up the body of Christ,
Jesus placed members of the body with intent they would work together to fulfill the purpose of the church.
13 until we all reach unity in the faith and in the knowledge of God’s Son, growing into a mature man with a stature measured by Christ’s fullness.
Striving for unity in the faith is a never-ending task. We know what mature leadership looks like by Jesus’ example.
14 Then we will no longer be little children, tossed by the waves and blown around by every wind of teaching, by human cunning with cleverness in the techniques of deceit.
Failure results in immature members who grow vulnerable to all kinds of attacks weakening the church.
15 But speaking the truth in love, let us grow in every way into Him who is the head—Christ.
Love without truth results in liberalism while truth without love results in legalism. “Every way” includes your own leadership skills.
16 From Him the whole body, fitted and knit together by every supporting ligament, promotes the growth of the body for building up itself in love by the proper working of each individual part.
You are not to do the work alone. The more members you bring into the process of leadership the stronger you will be; it takes a team.

Effective leadership absolutely requires your personal development and strength.

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. Applying these principles in your church or organization will make you stronger. That will help you to maximize your leadership.

Five generations.

That is how many distinct generations are living in North America today. If you travel back to previous centuries, you would find three generations providing leadership at any given time. However, with the advance in technology, the speed of change, and longer lifespans, you are now living among five generations.

• The Greatest Generation (those who fought and won WW II) represented by those 74 and over.
• Baby Boomers represented by those age 55-73.
• Generation X represented by those age 39-54.
• The Millennials represented by those age 25-38.
• Generation Z represented by those age 9-24.

Brad Szollose is the author of a book called “Liquid Leadership: Multi-Generational Ideas That Are Changing the Way We Run Things.” It is a worthy read, and he shares seven laws to follow if you desire to be effective at leading cross-generationally.

These are his seven laws of being a Liquid Leader.

1. A Liquid Leader places people first. This is great wisdom for ministering cross-generationally and cross-culturally as well. Trust is built through relationships, and relationships flourish when the leader puts people first.
2. A Liquid Leader cultivates an environment where it is free and safe to tell the truth. Authenticity is more than a buzz word. No generations like things that are fake, least of all fake leaders.
3. A Liquid Leader nurtures a creative culture. A willingness to pilot, try new things, experiment, and exercise creativity – while being sensitive to long established traditions and organizational culture – is important. Creativity is essential in order to bring generations of differing values and priorities together.
4. A Liquid Leader supports the reinvention of the organization. The cross-generational leader understands that change will be necessary in a rapidly changing world. He or she not only embraces change but leads the way with incremental forward progress. “Incremental” implies always moving forward but at a pace that does not overly frustrate long-tenured members or staff.
5. A Liquid Leader leads by example. Here’s another example, no pun intended, of a quality embraced by all generations. Lead the way with actions as well as words. Inspiration is important but will not occur if the leader is not living it.
6. A Liquid Leader takes responsibility. That is what makes one a leader. It is not up to someone else to show the way or to get the job done. A leader takes ownership – whether at the head of the organization or from within – and makes things happen.
7. A Liquid Leader leaves a legacy. This will happen if the first six laws are integrated into one’s leadership. The impact will be both immediate and long lasting.

Szollose has written an entire book illustrating and instructing based on those seven laws, and I recommend the book to you. However, there is wisdom in simply viewing the list and assessing your own leadership based on what you see.

The Psalmist reminds leaders of the legacy they should desire for the generations that follow.

“God, You have taught me from my youth,
and I still proclaim Your wonderful works.
Even when I am old and gray,
God, do not abandon me.
Then I will proclaim Your power
to another generation,
Your strength to all who are to come.”

Psalm 71:17-18 (HCSB)

Today, more than ever, it is important that you develop leadership skills that help you to be effective cross-generationally. Consider his list, and self-assess yourself in order to maximize your leadership.

 

How is your team or staff doing?

Over the years, I have had some great teams and some great seasons of ministry with people that I love and enjoy. The team I lead today is not the same one I led 30 years ago, or even 20 or 10 years ago. There have even been changes in the last five years. There have been changes in the last five months. I also understand that leadership changes in the organization that I serve will lead to inevitable future changes.

Some of the people I love and respect the most will not make the journey.

That is not necessarily a bad thing, but it’s a reality. For some, their future opportunities will propel them to places of great joy and success. Admittedly, others will go through painful transitions.

In John Maxwell’s book, The 17 Indisputable Laws of Teamwork, he points out three reasons that some team members do not stay with their team or organization during times of change.

1. Some team members simply do not want to take the journey. They know that change is coming. They either do not want to make changes, fear the coming changes, disagree with the changes, or use the transition as an exit ramp to do something else. This is not a negative. The exit is positive both for the individual and the organization. You may miss this person, but why would you want to work alongside anyone who does not want to be there?
2. Some team members should not take the journey. In some circumstances, an organization has very talented and competent team members who have a different vision or agenda. Their view on leadership, direction, goals, priorities, doctrine (in a Christian setting), or strategy is in such contradiction to the leadership and direction of the organization that they are like oil in water. They simply do not mix. They are capable, but they likely will not continue with the current organization. Those who find themselves in such circumstances – and who have integrity – will graciously remove themselves over the course of time, and that’s best for both the person and the organization.
3. Not every team member can take the journey. Oftentimes team members get locked into a position and do enough to get by but not enough to make a great difference. They are not incompetent (though some may be) but they have lost their passion, or they have lost their effectiveness. It may be that they need a new mountain to climb. A new opportunity can be the impetus to renew their growth and to give them fruit for their labor. However, they may have disqualified themselves in the current role or organization because they allowed their growth to be stunted. Ideally, a graceful exit will be arranged but they are not likely to make the journey of change in the current organization.

Do you recall a biblical example of this ever happening? Consider Acts 15:36-41.

³⁶ And after some days Paul said to Barnabas, “Let us return and visit the brothers in every city where we proclaimed the word of the Lord, and see how they are.” ³⁷ Now Barnabas wanted to take with them John called Mark. ³⁸ But Paul thought best not to take with them one who had withdrawn from them in Pamphylia and had not gone with them to the work. ³⁹ And there arose a sharp disagreement, so that they separated from each other. Barnabas took Mark with him and sailed away to Cyprus, ⁴⁰ but Paul chose Silas and departed, having been commended by the brothers to the grace of the Lord. ⁴¹ And he went through Syria and Cilicia, strengthening the churches.

In this example the team members changed but all members, new and former, continued to thrive in their ministry and leadership over the course of time.

Enjoy your team, and enjoy your next one, too. However, don’t be taken off guard by the changes. Enjoy the seasons of stability and embrace the seasons of change. They are both a part of the journey as you seek to maximize your leadership.

 

I have an exercise for you. I want you to take a mental journey to the local Blockbuster Video Store. Get in your car and imagine every turn right up until you walk through the front door. Check out the new releases on video and pick out your favorite.

[Pause here to take your mental journey.]

How is it going so far? Oh! There is no Blockbuster Video in your community? Hmm. But wasn’t it the dominant video rental franchise in this region for over two decades? What happened?

Red Box. Netflix. Hulu. Sling.On-Demand.

What was the problem? The video chain did not change. Well, it did change “some.” They converted from video to DVD. However, they did not look ahead and got outflanked by the competition.

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 constant. 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 a 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 guaranteed. Failure to grasp this fact can have devastating effects.

Consider 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.”

You can be assured of this; Change WILL come. Transitions in life WILL take place. Here are four reasons that followers of Jesus Christ can be confident through change and transition;

1. God already has a plan mapped out for you and it will be good. Jeremiah 29:11 reminds you; “For I know the plans I have for you” – this is the Lord’s declaration – “plans for your welfare, not for disaster, to give you a future and a ” (HCSB)
2. Though every step of God’s plan may not be pleasant you can be sure it will ultimately be for your good. God is not seeking your harm but He is seeking your growth. Most of your growth comes through the challenges you face rather than you blessings.
3. Though stability is what you naturally prefer it is not what will get you to where God wants you to be. Sometimes God has to change your circumstances to get you where you need to be.
4. God will absolutely use those who put their trust in Him. You can be confident because God is always at work and you are a part of His plan.

Great words of wisdom for those who seek to remain confident through transition and change!