Change is everywhere. And unless a church creates healthy change in itself, it will soon become obsolete. Numerous empty or almost empty churches in Europe and America’s inner cities bear witness to that.

Ronald Heifetz, a Harvard professor and business/leadership author, is most known for a concept called adaptive change/leadership. Essentially adaptive change (and leadership) requires not cosmetic, familiar, or known solutions to existing problems (called technical change). Rather it requires experimentation, change of perspective, developing new values, and deep change from within. This link summarizes the differences between adaptive change and technical change.

In an article in the Harvard Business Review, Dr. Heifetz describes the three key steps British Airways took in the 1990′s that transformed it from the airline nicknamed “Bloody Awful” to “The World’s Favourite Airline.”

The president at the time took the company through these three steps, applicable for churches faced with change.

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I’ve served in a senior pastor role over 20 years and each year I’ve preached an annual vision sermon.

As I look back, though, I wonder how much Kingdom difference those sermons really made.

Pastors from large mega-churches that I’ve followed from afar encourage us to bring an annual  message. As a result, I’ve prioritized it as a necessary leadership tour do force upon which I thought the health, vitality, and future of my church depended. I had engrained into my leadership DNA that a vision message must include content (the what), the motivation (the why), and the inspiration (the impetus for everybody in the church to be moved to take on hell with a water pistol after listening to me for 30 minutes).

The kinds of vision messages I’ve brought have included these general themes.

• the I just got back from this great pastors’ conference and this is what we will do next year
• the I just read a great book on church growth and this is what we will do next year
• the I have no clue about what next year holds but I have to bring a vision message or else I’m not a good pastor
• the I have to fire up the church with this message because, well, we need firing up
• the I’ve come from a Mt. Sinai planning retreat and here is what God told me we’re to do next year
• and as I’ve gotten more mature the I humbly bring this before you as a word from God

The responses to my annual vision sermon have included…

• 100 people leaving the church the following year (after I attended Willow for the first time and decided we would be the Willow Creek of Atlanta; I’m not dissing Willow, I was simply too filled with myself when I brought that vision sermon)
• a phone call from a leader saying he was not motivated at all
• usually lower attendance on those days
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“Do the Best You Can and Leave the Results to God”

That phrase may seem a bit worn, but it’s well worth heeding. In Christ’s parable of the talents, the master, representing God, gave responsibility to the servants, us, based on individual ability.[1] The story implies us that some pastors have greater competencies than others. Similarly, Paul teaches that the Holy Spirit gives out gifts as He sees fit.[2] It’s obvious that the Spirit gives some pastors extra preaching or leading gifts, evidenced in the size and impact of their ministries.

It’s easy to become discouraged when we do our best yet don’t see our church grow like others to which we may compare ourselves. When we wrap our identities around numerical results and the numbers don’t increase, the discouragement can overwhelm. This is especially true for older pastors who realize they may never achieve the dreams they had for ministry. (more…)

If you’re a pastor, a missionary, or serve in a church, you can’t avoid discouragement, disappointment, and hurt from ministry. The bible even uses the not-so-complimentary metaphor “sheep” to describe those we serve. And sheep get dirty and smelly and often kick and bite. Sometimes those sheep in the church do the same to their shepherds.

So when you  get kicked, forgotten, disrespected, ignored, mistreated, gossiped about, or misunderstood, how do you move forward?

The story recorded in 1 Samuel 30 gives great insight. David had just begun his career to fight the bad guys. Early on he faced a huge defeat. While he and his army were in battle far from home, the bad guys, the Amalekites, attacked the city where his family and the families of his army lived. They burned the city and kidnapped their wives and children. When David’s men discovered this, they considered removing him from his position, not by a vote of a board or a congregation, but with big rocks to the head by stoning.

The Scriptures then record one of the most beautiful verses every written. The old King James Version captures it well.

David encouraged himself in the Lord his God.  (1 Sam. 30.6)

It worked because his guys didn’t stone him but marshaled their energy and once again pursued the bad guys under his leadership.

As I’ve faced discouragement in ministry, these simple choices have helped me encourage myself in the Lord.

1. Acknowledge your pain and emotion to the Lord but don’t wallow in it.
2. Journal your thoughts. Writing them down helps me stop the tendency to incessantly mull over the hurtful situation.
3. Read God’s word, especially those verses that speak of hope and victory.
4. Do something pro-active. Take action to move forward. In David’s case he took specific action to resolve the problem. He rallied his troops to chase down the Amalekites.
5. Stop condemning yourself and remind yourself that you are a child of God, loved by Him with great intrinsic value regardless of whether  your church is growing or whether people treat you with respect.
6. Pray for those who have hurt you. I’m amazed how God defuses looming bitterness in my heart when I pray for the sheep that bite me.

I’ve served in full-time ministry for 30 years in churches in the south, the southwest, the far west and the mid-west. I’ve noticed that a church’s expectations of a pastor vary depending on the region.

When I served a large church in the central valley in California I could easily meet the church’s expectations. I currently serve in the mid-west and I’ve found that meeting others’ expectations is extremely challenging, especially among successful church members. I attribute that to both the business environment here that to succeed you must perform at a high level and to the fact my church sits near four well-known mega-churches with world class leaders and preachers. Comparison comes with the territory.

Every ministry leader faces the ‘measure up mentality’ to some extent. Although we can’t avoid it, we can choose how we respond to it.

Some unwise choices include…

1. thinking we can please everybody
2. morphing into someone we are not to try to get everybody’s approval
3. using “I can’t please everyone” as an excuse to be lazy, not work hard, or avoid difficult problems or people
4. obsessing over those you can’t please

Looming over six feet tall with a scraggly beard, wire-rimmed glasses, a 12 inch ponytail tied with a rubber band, and a vest dotted with military patches, George would be at home riding a Harley with a motorcycle gang.

Instead, he holds a clear plastic jug plastered with yellow smiley-face stickers and filled with dollar bills. And he enthusiastically says, “Welcome to Wal-Mart. Have fun! Want a sticker?”

George is my favorite Wal-Mart greeter.

My second favorite is Jimmy. Unlike George who stands, Jimmy sits…in his motorized wheel-chair. His physical disability keeps him from standing or even holding one of those charity jugs. Yet, with the same exuberance, he makes you feel good with his, “Welcome to Wal-Mart. Thanks for coming.”

I don’t know how well the following statement would hold up under a scientific study, but I believe it to be true. Shoppers who meet George and Jimmy as they arrive buy more stuff at Wal-Mart than those who meet other greeters who, for the sake of not being too harsh, come across with much less enthusiasm.

Both George and Jimmy use their leadership mirror well.

What is a leadership mirror? It’s a concept rooted in science and in the bible.

In 1995 an Italian neuroscientist  discovered what are called ‘mirror neurons’ in our brain. Essentially, a part of our brain lights up when we sense intention behind another’s action. When that part of our brain turns on, we feel a connection to that person. Their actions activate our mirror neurons. For example, when someone smiles at us, it drives the same motor response on my face. We smile. That experience then sends signals to our emotional center so that we share a positive emotion with the person. The strongest emotions we portray ripple out to others, whether those emotions are good or bad.

Before scientists discovered these mirror neurons, the bible already had. Remember what the writer of Proverbs wrote?

Prov. 15.1 A gentle answer turns away wrath, but a harsh word stirs up anger. 

That explains that if when I go to Wal-Mart and either George or Jimmy is on duty that day, I have a better experience shopping. They have used their leadership mirror well, even though they probably don’t even know it. Their body language, facial expressions, and tone of voice have become a mirror to me that I subconsciously reflect back to them which in turn affects my behavior and emotions.

This concept profoundly impacts our ability to lead as well. When we use our leadership mirror effectively, team attitudes and performance improves. When we don’t, the opposite occurs. Just think about how you feel the next time you go to Wal-Mart and encounter a dumpy, negative, sleepy-faced greeter versus a George or a Jimmy greeter.

Consider these questions and ask yourself if you need to polish your leadership mirror.

1. Am I keenly aware of how I come across to those I lead with my body language, facial expressions, and tone of voice?
2. Do I consistently portray a positive upbeat tone to others?
3. What is my default facial expression… a scowl or a smile?
4. Do I consistently show up the same way each day at the office or do I leave people asking, “I wonder which boss is showing up today, the mad, sad, or happy one?”
5. Do I attempt to truly be present with others in the moment or do yesterday’s events, today’s task list, and tomorrow’s problems distract me from fully engaged interactions?

If we as leaders pay a bit more attention to our leadership mirror and use it well, we not only can increase team performance, but can actually bless those on our team as we help them activate their mirror neurons for the good.

Lately, how have you used your leadership mirror?

Related post: How’s your Leadership Character? 8 Indispensable Qualities.

God gave us this magnificent creation called the brain.Weighing less than three pounds, it wields incredible influence over how well leaders lead. Although we usually call the brain a computer, it’s more like a pharmacy that constantly dispenses drugs (hormones) into our bodies which affects our emotions, our thinking, and our leadership

Dr. David Rock, recognized as one of the leading spokesmen in a new field called neuroleadership wrote the book Your Brain at Work. In it he winsomely describes how the brain works and how it affects leadership. I hightly recommend this book to all leaders, especially pastors.

Essentially, neuroleadership describes how brain function relates to leadership.

Brain researchers have discovered that sustained high levels of hormones such as cortisol and adrenaline affect our ability to think clearly, creatively, and decisively, thus diminishing our ability to lead most effectively.

And how do sustained high levels of these hormones get into our system?

They get there from chronic anxiety, when we face long-term stress. It’s akin to a car accelerator getting stuck and revving at high rpm’s for a long period of time. If it continues, the engine will wear out prematurely. In the same way, when leaders and pastors stay stressed 24/7, our anxiety, and thus our hormones, get stuck at a high level which dramatically reduces our ability to lead.

Take this simple assessment to discover how many chronic anxiety markers you currently see in your life.

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Recently I’ve been reading about a leadership concept called ‘adaptive leadership.’ I’ve just started an excellent book by Heifetz-Linsky-Grashow called The Practice of Adaptive Leadership. A great read.

One short article by Susan DeGenring on the subject lists 5 decisions great leaders must make. I’ve summarized them below. You can read the full article here.

1. Shift focus and reframe your job from that of problem-solver, to that of developer of problem solvers.
2. Give the work back to the people.
3. Ask the important, and sometimes, tough questions, and don’t give all the answers.
4. Know how to help people learn, not by telling, but by understanding the perceptions, beliefs and values that drive their action, and help them plug into alternative, more agile ways of thinking.
5. Accept that heartache is inevitable and courage is essential when you lead.

Related post: Leading in Turbulent Times.

Bill Hull, a leader and writer, shared a profound insight that stirred my heart.  “At age 50 I found myself successful but unsatisfied. I was hooked on results, addicted to recognition, and a product of my times. I was a get-it-done leader who was ready to lead people into the rarified air of religious competition. Like so many pastors, I was addicted to what others thought of me.”[1]

Sometimes I find myself struggling with those same unpleasant struggles Bill described.

A counselor friend helped me understand how our hidden areas influence what we think, feel, and do. He drew a diagram on the white board in my office that psychologists use to help people become more self-aware in their relationships. It’s called the Johari Window pictured here.  (more…)

I’m a leader. I pastor a church of over 1,000, lead a staff of 20, and lead a volunteer base of several hundred. As leaders we help those who follow us to accomplish goals, move forward into a preferred future, and make progress. Thus we often do a lot of telling.

We cast vision by telling

We craft strategies by telling

We set goals by telling

We recruit leaders by telling

We manage staff by telling

Our fast-paced world often tempts us to give quick answers. Followers expect good leaders to act decisive and quick answers can make us appear so.

Unfortunately, we can tell too much and miss one of the most amazing leadership tools: the well placed question.

This morning as I read Mark 2, I noticed a pattern in Jesus’ response to those who questioned Him. That chapter records four unique questions posed to him. Three out of four times Jesus responded with at least one question. In those responses He didn’t immediately tell them an answer to their question. Rather, He sought to make them think about what they asked by asking them a question.

When we build a culture into our churches and ministries that encourages questions, these benefits result.

1. We see reality more clearly. One more well-placed question may surface an important issue you otherwise might have missed.
2. Innovation. Questions can spur new ideas and solutions to problems.
3. Self-reflection. Simply telling someone an answer may stifle his/her need to think through the answer for himself.
4. Perspective. A good question can open up a fresh perspective to a perplexing dilemma.
5. Focus. Questions can help a group or person focus on the real issue.

However, when we use questions as we lead we must avoid these unhealthy patterns.

1. Defensiveness-using questions as a defense mechanism, a ‘tit-for-tat’ response.
2. Aloofness-using questions to avoid answering a valid question because you think it is beneath you to answer.
3. Ignorance-not answering a valid question about which you have no knowledge in order to hide your lack of knowledge. In that case it’s best to say, “I don’t know.”
4. Controlling-using questions to put another into a corner to embarrass him or shut him down.
5. Deflecting-using questions to move a valid conversation to another subject.

Asking questions can become a potent tool in our leadership toolbox.

How have you used questions in your leadership?

Related post: 5 Questions to Help You Clarify Your Leadership Strengths