It's Your Time!

A few years ago, I hired a man to work for me who was from Africa. His family had brought him to the United States and he was in need of job skills. My small painting company was a great place for him to learn a trade. Frances was a pure joy to work with. He was happy every day. He would sing beautifully as he worked and often expressed his appreciation to me for giving him a job. He was fun and often told funny jokes. He was always ready for work on time. His attitude was perfect. However, I had to fire him.

Frances did not understand the value of time. One day he would paint 30 doors, the next day he would paint 2. After speaking to the family member who was his sponsor to the US, she told me that in Africa, time is of little value. She said, “people where he came from do not place a value on time. If something did not get done today, that’s ok, it can get done tomorrow.” Unfortunately, we in the US do not and cannot look at time this way. I knew how much Frances’s time was worth not only to him, but also to me. As his employer, I had to cause Frances to improve his time to show a profit or I would lose money on each job he did for me. Frances was unable to change his way of thinking regarding time and as a result I had to let him go.

The Bible itself begins with a reference of time, “In the beginning”. Time has always been important to God. A reading of the early chapters of Genesis shows God creating the world as sequential event. Christ Himself did not come to this world until His time was fulfilled and when it was time, he returned to glory. Time is important to God, and it should be important to His ministers.

Some people view time like Frances did. It simply did not matter. “Didn’t do it today? That’s ok, do it tomorrow.” The fact of the matter is, we only have one life. We are only allowed so many days, hours, minutes and seconds in this life. At some appointed second in time we will pass from this life.

10 Traits To Identify A Promising Person

Identifying that next leader is not easy.  You must often times select a few prospects and begin to work with them waiting for the cream to rise to the top.  While you are mentoring and waiting for maturity, here are a few things to begin to look for.

Leadership in the past. The best predictor of the future is the past.  Is this a person who has worked well on a team previously?  Maybe, they needed a break and stepped aside for rest, but are now able to get back on board.

The capacity to create or catch vision. When I talk to people about the future, I want their eyes to light up. I want them to ask the right questions.  When you are sharing your vision with people do they get excited along with you?  Do they offer suggestions that spur your imagination further?  When you find someone who is able to catch the same vision as you, you have found someone that you can entrust much of the responsibility with.  They will have a similar passion for the work as you yourself would.

A constructive spirit of discontent. Some people would call this criticism, but there's a big difference in being constructively discontent and being critical. The unscratchable itch is always in the leader.  These people are a bit hard to sift from the genuine critics, but when you do you may have found a diamond in the rough.  Just because they are questioning a few things does not mean they are not on your side.  Give them an opportunity to help make a needed change and you may have found a great friend 

Practical Ideas. Not everybody with practical ideas is a leader, of course, but leaders seem to be able to identify which are and which aren't.  A person's experience will often times lend practical ideas.  When someone offers an idea that is helpful, it may be that they have been involved in a project much like what you are facing which will make them a helpful candidate for your ministry team.

A willingness to take responsibility. Leaders will bear work, for the feeling of contributing to other people is what leadership is all about. When you find a person who is willing to take responsibility for not only the ministry you have given them, but also the success of it, you have found pure gold.  These are people to build upon.  The ministry is dependent on individuals who are willing to take responsibility.

A completion factor. In the military, it is called "completed staff work." The half-cooked meal isn't what you want. Someone who competes what they have set out to do is invaluable.  When looking for leadership that will help you move your church forward, look for people who finish what they start, no matter how small or trivial the task is.

Leadership Training

How important is it? Consider this. Early in Jesus’ ministry, he chose out 12 men who would become his disciples. His purpose in choosing these 12 men went beyond their need for salvation. His vision was that he might “…make them fishers of men”. Jesus understood immediately upon starting his early ministry that his role was to not only bring salvation to this world, but to also raise up others who would do the same after He was gone.

What would happen to the church or ministry the Lord has given to you should you be removed from the picture today? Is there someone you have been training to do your job? Have you mentored anyone to take your place? Or have you like most ministers been so busy doing your fathers business that you don’t have time to train other leaders.

Jesus understood that this was paramount to all he did in this world. He realized that unless he mentored these 12 men, all he accomplished in this world was in vain as there would be no one to continue it after he left.

Many ministers don’t see the need to raise up other leaders in the church. In fact, many ministers view this as threatening to their own position in the church. Can I suggest to you that this is “small thinking”. Whose kingdom are we working for anyway? If it is ours, we will lose it. If it is God’s, we will gain it. Small thinking hinders revival.

We all so often can find fault in our congregations regarding the lack of growth in the church. We point out all the ways they fail in outreach and preach them into a level of guilt that kills their joy stymies their efforts to share Jesus. Yet, we need to ask ourselves honestly, how many people do we pull aside on a weekly basis to mentor and raise up?

It is a fact that our church will only grow to the level that it’s leadership is able to minister to. A single man or woman will never effectively pastor a church of 200 or more people. It is impossible. A single person can only effectively pastor 70-80 people “if” he is full time. Someone one would say, “But I don’t have time to train other leaders in the church”. Can I say to you, “This should be the first thing you are doing.” You might say , “but I am too busy teaching, preaching, praying for the sick and ministering to the needs of others.” Can I ask you something? What would be so wrong with raising up 5-10 men in your church to do most of these things or even do much of the teaching and some of the preaching for you?

Jesus took his focus off of the multitude on occasions to focus on his 12. He sent them out to do what he had been doing all along. Did they do it exactly like he would have done it every time? Doubtful, but they did get the job done and in greater measure than He alone was able to do it. Jesus understood that 12 was more than one. Do we really understand that? Or do we think “I” am the only one who can do this job. “I” am the only one called to do this job. “I” am the only one anointed to do this job.

Paradoxical Commandments of Leadership

• People are illogical, unreasonable, and self- centered-love them anyway.
• If you do good, people will accuse you of selfish ulterior motives-do good anyway.
• If you're successful, you'll win false friends and true enemies-succeed anyway.
• The good you do today will perhaps be forgotten tomorrow-do good anyway.
• Honesty and frankness make you vulnerable-be honest and frank anyway.
• The biggest man with the biggest ideas can be shot down by the smallest man with the smallest mind- think big anyway.
• People favor underdogs but follow only hot dogs- fight for the few underdogs anyway.

• What you spend years building may be destroyed overnight-build anyway.

How To Increase Giving In Your Church - Part 1

In his book "How To Increase Giving In Your Church", George Barna gives several key principles for effective stewardship. Our challenge is to create an enviroment and facilitate a mind-set in which people want to donate money to the church for the right reasons. The following are some guidelines toward achieving that outcome.

You are raising money for Life Transformation, not Organizational Survival. Your objective must be to advance the cause of ministry, not to perpetuate the survival of an institution. God can make great things happen in people's lives without an organization through which such ministry happens. Focus on the essential: Seeing lives changed for the glory and purposes of God.

People give to people and causes, not to institutions or programs. If you want to inspire people to become good stewards, help them see themselves as ministers. Their giving is a means of using their resources for the very reason they exist: to know, and serve God with all their hearts, minds, souls and strength. Encourage people to give to the church because it provides opportunities and means of helping people.

Repeat donors must be both inspired and persuaded. Great fund-raisers know how to identify the soft spot that inspires people to give generously. Eliciting such support is more than just finding a "hot button"; it initials penetrating both the head and the heart of the donor. Your goal should be to create a stewardship mind-set. You do not want to have to start from scratch every time you need money; you want to build on a foundation you have worked hard to develop, one that is based on trust, integrity and mutual benefit.

There is no substitute for absolute integrity. None! Honesty, transparency, accessibility - these are the characteristics on which a great stewardship campaign - and genuine, life changing ministry - are based. Integrity is not something to be fooled with. lose it and you will pay a major price for an extended period. Once the people's trust has been violated, the relationship cannot be restored until many years have passed and the donors who were hurt by the infraction are gone. Ministries cannot outlast that era.

Lead More Manage Less

Causing growth in a church and leading God’s people is a challenge.  Looking through the scripture one quickly notices that no leader of God’s people found his role easy.

It often seems that our job as ministers is more reactive than proactive.  It’s important to understand that while there will always be a needed degree of reactive management, there also needs to be a healthy measure of proactive leadership. 

One doesn’t need to pastor long before he/she finds themselves becoming bogged down with the daily routine of managing a congregation.  Your own list of duties preformed regularly would be very comparable to many other Pastors and church leaders.   As I communicate more and more with church leaders around the globe, I am surprised to find that even though regions and languages may differ, there are often, very similar “People Problems” that Pastors have to deal with.

Managers organize. They report on what is. Their role is to assign and control people.  Leaders on the other hand cast vision.  They offer what could be.  Their role is to align and motivate people.  Notice the difference between these two leadership styles.  One is managing what already exists and the other is moving the church forward into new growth and greater increase.

Nearly all pastors and church leaders perform both management and leadership roles.  An imbalanced church is often one whose Pastor and leadership team has succumbed to one role or the other.  It is the Pastor who has lost his zeal for growth so he simply manages what is already happening.  Or it is the Pastor who constantly promotes growth and new programs, but does not provide constant management for the growth that happens.

Have I lost you?  Are you already saying, “Now wait a minute.  I can’t do it all!”  You are right.  You can’t.  As much as you are talented, gifted, anointed and blessed, you are not Solomon.  Moses couldn’t do it all and neither can you.  In fact, the church leader that attempts to do all the management themselves will be overridden with the load of caring for God’s people. 

This is why our Lord brings us other people into the church.  Many Pastors overlook the people resources in their congregation.  Since they lack the ability to trust others to a task, many Pastors fail to allow the talents of their congregation to become invested. 

Moses had his captains of fifties and thousands.  You too have been given certain individuals who can come beside your ministry to assist you in maintaining the growth from the vision you cast. 

Do you find yourself routinely doing the job of the church janitor?  Did you fix or repair something around the church lately?  Are you the office manager?  Are you the one who adds ink to the printer?  Are you the only one visiting and praying for the sick?  Who does the computing and tallying of numbers to record progress?

Mentoring Christian Leaders

Mentoring Christian Leaders

Leadership is a complex issue in the 21^st Century. The Christian leader faces constant challenges whether at home, at work, or in the church. An increasing number of Christian leaders, business owners, and pastors are turning to mentors and coaches for development and assistance . . . and they are wise to do so. The advantages are many.

The word “mentor” is derived from the original Mentor in Homer’s epic poem The Odyssey. When Odysseus, King of Ithaca went to fight in the Trojan War, he entrusted the care of his kingdom to Mentor. Mentor served as the teacher and overseer of Odysseus’ son, Telemachus.

Definition

The Merriam-Webster Dictionary defines a mentor as "a trusted counselor or guide." A common definition of a mentor is "a wise, loyal advisor or coach."

Application

A mentor is an individual with special gifts or knowledge that helps and guides another individual’s development. Mentoring is used in many settings. One of the most valuable assets your ministry can have is a good mentor.

Why?

Christian leaders are besieged with challenges. Who then do they turn to for counsel, verification, and guidance? Quite often confidentiality is a problem among peers. A seasoned and professional mentor or coach is invaluable in helping guide and validate a leader’s choices and decisions.

Many leaders and even pastors do not have a wise or seasoned elder pastor or confidential authority figure to turn to. Quite often finding solace among peers or elected leaders has proven disappointing.

Many have spent fortunes attending conferences and seminars that seldom have long-term results and lasting impact. Most simply offer motivation that quickly fades away as reality rears it head again.

10 Tips For Leading Change

1. Define and understand your own reaction to change in order to compare it to the reactions of others.

Even the happiest of changes may cause a feeling of loss for what existed before. As a leader, perhaps you see that the change will save the company, enhance the product, diminish costs, or make the organization more competitive. But what will occur that is outside your own comfort zone? To be a leader of change, you must identify how the change will impact your own personal situation. What stresses will you experience that you will either consciously or unconsciously pass on to others? Will you also fear for the future of your job or your department? Will you survive, but see many of your colleagues go? Will you have to learn a new skill or move to a new location? Only if you take the time to specifically define your own reaction to change can you put yourself in the shoes of those you lead who will have their own reactions, fears, and behavioral fallout.

2. Involve those people who will be affected by change in both the planning and implementation process.

When change is dictated, resistance is the automatic response to the stimulus. Leaders are able to gain much more cooperation when they invite others to join the plan. Include them in figuring out how to implement change, even when they are obvious in their opposition. Co-opting the opposition is the best way to get their buy-in. Leaders may even end up with some better ideas for making the change work.

3. Communicate the vision so others can understand and buy in to the change.

The benefit of the end state must become the driving force to persuade employees to work through the agony of change. There must be something better waiting, and it must be visible throughout the pain. Often leaders have a vision that makes great sense. However, this bright future may not be shared beyond the inner circle. Failing to understand, employees feel uncertain as to why they must change and where they are going. Uncertainty itself can be more painful than change.

4. Share all possible information about change with the widest audience possible. When you think you have spread the word, start over.

In the midst of change, the best advice is, "Communicate, communicate, communicate.' Unless information is proprietary or may be helpful to the competition and harmful to the organization's success, it should be shared widely. lf employees understand why actions are taken, what is expected, and how the change will lead through the steps toward the vision, they are much more likely to come along on the journey. When employees do not have information, they are more likely to resist or even sabotage change efforts that appear to threaten their stability and security. When Lockheed and Martin Marietta began the merger process, the leaders of both organizations traveled to every major site and talked directly to employees. The message was carried in videotapes, written documents, and personally by leaders at all levels.

5. Explain the impact of change on individuals more than on the organization.

When the status of one's job is in danger, an employee really doesn't care about organizational success. At a time when GE was downsizing, employees were attending training programs at the same time that they were wondering whether their desks would still be there when they returned to their offices. Corporate leadership was talking about the need to slim down for future financial success, but employees were used to a culture in which they were GE employees for life. Productivity was significantly degraded while employees wondered about the personal impact, not the organizational impact, of the change.

5 Reasons Why Preachers Need Preaching

When you become a pastor you don't get past the need to hear the Word of God preached. In fact preaching is just as much for the saved and it is for the sinner.

1.      Preaching saves preachers.

Since God chose preaching as His method to save mankind, one must continually hear the word of God preached in order to stay saved. Preaching saves sinners and saints alike. Hearing one's self preach is not enough to make that happen.

1 Cor 1:21

21 For after that in the wisdom of God the world by wisdom knew not God, it pleased God by the foolishness of preaching to save them that believe.

2.      Preaching causes us to be accountable and to examine ourselves.

One of the dangers of only hearing yourself preach is never having anybody else correct you. You become in danger of being your only standard of right and wrong. Preachers need to hear the Truth just as much or more than anybody else.