Controversial II

I recently shared a post from Carey Nieuwhof. You can read it here.  He is someone who challenges me to think outside of my 'box' all the time. 

Because his post was, in my mind, so controversial, I asked for feedback, and since I don't get a lot of that here on the blog (not complaining just stating a fact) I put it out on facebook and via e-mail. 

Here is the gist of some of the responses I got:

~ LOVE IT!  I have seen so many ideas go to committee to die, let leaders lead!.
~ Everything in moderation, spend too much time trying to build consensus you'll never do anything, but if you never slow down long enough to think through your ideas with others, then you'll burn a lot of bridges and make some really bad decisions.
~ Lots and lots of verses from Proverbs about how success comes from seeking wise counsel.
~ If leaders don't make sure that absolutely everyone is on board with every the idea, they will destroy the church, the author is wrong, dangerously wrong!

I got a good range of answers!  Exactly what I was hoping for.

One trusted advisor pointed me to Hans Finzel's book, "The Top Ten Mistakes Leaders Make", specifically the chapter on making room for "Mavericks"  (I just happened to have a copy, and being home from work because I was sick yesterday I had plenty of time to read!) In this chapter Finzel talks about the life cycle of organizations.  They tend to follow the life cycle of humans, not able to do much when they first start out, really awkward teenage years where they struggle to define themselves, vibrant adult life full of accomplishments, and a slow decline before eventually dying (or just decomposing).  Finzel says that in the graying years, organizations need "Mavericks", people who defy convention, (and consensus) and are willing to buck the system enough to make it vibrant again.  Effectively they take the organization back to it's adolescent stage, re-introduce it to the awkwardness of trying to define its identity.  The organization then has 2 options.  Change or continue the slide toward irrelevance.

Finzel cautions that you pay careful attention to the difference between a Maverick (Someone who has the goals of your organization at heart, just very different ideas about how to accomplish those goals) and a Malcontent (someone who just doesn't like what you are doing, or thinks their own personal way is the only way or wants to re-define your mission).  He recommends evaluating the ideas of Mavericks, based on the objectives of the organization.  Do they want to completely change your mission? If so, best to ignore their advice.  Is their thinking completely different from the way you've always done things, but their passion is for the same mission you've always had? Maybe you need to give them room to grow.   

Finzel concludes by saying that, "The best way to take the wind out of the sails of a visionary is to send their ideas to committee." Which is I believe the very same point Carey is trying to make.

So here is my take:
Don't kill ideas by sending them to committee. Instead, have standards (a measuring consistent measuring stick) for evaluating suggestions so that you can keep the good ones and filter out the bad ones!

Here is a sample set of standards:
1. Is it Biblical (if not, don't waste your time)
2. Is it in keeping with the mission of our organization (if you are running a nursing home ministry and someone wants to allocate resources to open a preschool, they may have come to the wrong place.)
3. Does the person presenting the idea demonstrate the following:
  a. Experience (Maybe not the 5 decades of experience you have, but have they done some time in the trenches?  after all you can't lead until you've learned to follow.)
  b. Research (if someone is reading everything they can get their hands on about the topic, they are far more credible than people who won't show up to a meeting or read a book)
  c. Passion (Please don't confuse passion with how loudly they speak! instead ask yourself, "Do they live the ministry they want your organization to be a part of?"  )
  d. A willingness to seek and take advice (if they won't listen to the Proverbs and won't take advice, they they can't be trusted with leadership. True leadership requires a submissive, servant's heart)
  e. Willingness to work within the current system. (or do they refuse to volunteer until they get their way?)


What would you add to or subtract from the list?

A checklist for leaders.

Below is part of a recent Blog Post by Carey Nieuwhof.  You can read more from him here:
http://careynieuwhof.com/2012/11/a-critical-question-that-could-transform-your-leadership-style/

Carey Writes: "Here’s the question I’ve begun asking over the last few years. It’s become almost an all consuming question.
 
Are people better as a result of working with me?
 
Here are some ways to gauge whether the people around you are better off as a result of working alongside you or ‘for’ you:

• Have they grown spiritually?
• Has their leadership ability increased?
• Has their character developed and deepened?
• Are they closer to God?
• Are they better people?
• Have they accomplished significant things in the course of serving?
• Do they have a keen sense that God is using them to make a difference?
• Are their families glad they signed up?
• Do they feel more fulfilled?

The question doesn’t drive nearly as much toward whether it’s easy, but it does drive toward whether it’s worth it. Is it worth it to have given as much as I’ve given? Is it worth it to have devoted my best talents, energies and resources toward this cause?
 
If you can create a leadership culture like that, you will have truly led a great organization. Not everyone will stay forever, but they will have been better for having said “yes” when you ask.
 
What are you learning in this area? What might you add to the list of ways to ensure people are better for working with you? Is there a better way to frame the question?"

Again all of the above was written by Carey Nieuwhof - Read the entire post here:
http://careynieuwhof.com/2012/11/a-critical-question-that-could-transform-your-leadership-style/

This Kicked my Butt.

I sat down with my coffee, to enjoy a little reading before starting my day at the office.  To my great delight, there was a post from my favorite blogger.  It was even on a topic that I am really wrestling with.  I thought to myself, "Pumpkin coffee and and a Carey Nieuwhof post on leadership, a perfect start to my morning". 

Then I read the post and got my butt kicked.  I hope you enjoy, and are challenged.

http://careynieuwhof.com/2012/09/the-number-one-reason-you-and-the-people-you-lead-dont-change/

River of Life

I haven't blogged in a bit because I spent the last week at camp, and the time leading up to it getting ready.  I took our teens to serve for a week, and it was an incredible week.

I thought that they would learn and grow, but I had no idea what it would look like.

For some it was a matter of stretching their wings.  They served God all week long, letting Him love little ones through them. 

For others it was a matter of dealing with disappointment.  Having high expectations of yourself, and learning that "serving as unto the Lord" doesn't always have to mean perfect.  It is okay to forget your lines, to have no one respond to your gospel presentation, to be tired...  God wants all of our Heart Soul and Strength, but even when we lay it all out there, it isn't going to be perfect. (I wish I'd learned that in 8th grade)

Some of the teens seemed to go through a spiritual growth spurt this week.  Starting off with asking for forgiveness, and then finding the fruit of the spirit ripening before their very eyes.  I watched one young man struggle to serve kids even though as he often said "I don't even like kids".  I saw him learn patience with a little boy who peed his pants 4 times before lunch, learn self control when kids just wouldn't listen.  He even sought forgiveness from the children when he fell short.  I never expect this boy to become a man right before my eyes.

I spent an hour just listening to the sobs of one young lady who was convicted of sin.  I got to share 2nd Corinthians 7:10, "Godly sorrow brings repentance that leads to salvation and leaves no regrets".  She wasn't able to speak the words, but she did write them out, confessing the sin, and later she sought forgiveness from the person she had wronged.  Watching her the rest of the week it was obvious that joy had replaced the anguish she had been feeling.

I had other long chats too.  One in which I forgot to speak the truth in love.  I spoke the truth, but I was angry at the behavior, and it was evident.  It was not righteous anger, it was man's anger, and I fear I may have lost my chance to help the students involved.  Apologies don't always work, sometimes the damage is done, and you loose the fragile trust you've been working to build.  When then happens you pray that God can work, and for another chance, and you realize that you can't always believe the compliments. I am a sinner, saved by grace, and far from perfect.

I also had a front row seat to watch a soon to be high school freshman become a leader, among the kids and among peers, showing wisdom beyond those tender years, and pointing others to Jesus.  MVP, Team Captain, Awesome.  I look forward to seeing what God will do with this life, and I am thankful to have a chance to serve with this amazing student.

The thing that meant the most to me though was my team.  I'm the only one who gets to do this for a living, but they gave freely of their time and talents.  It meant the world to have Leighanna there to help the teens adjust to camp life, and to help me get them focused on the tasks at hand.  Here ministry set the tone for the week.  When she left for her family vacation, Jenny arrived, and taught them what it means to work hard (after having worked hard all day herself).  She also loved them when they were tired and slightly unlovable and shared the truth with them in down to earth practical way only she can.  Nicole and David showed up at just the right time, were there when we had to deal with some teenage drama, and provided shoulders to cry on when two brothers got bad news about a loved one being rushed to the hospital.  Nicole assessed the problems several teens were facing with in minutes of arriving, and gave healthy doses of tough love where needed.  It was amazing to see Philip there, loving and serving the teens after putting in long hours on the construction site, having to leave for work before most of us were even awake and building into the group while I was busy dealing with the heart issues of an individual.  Never saw that coming when he was 12 and I was just learning how lead.

(you can see pictures and read othere stories from the week at camp at my othere blog: cbcbrewerteens.blogspot.com)