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How To Lead Critics
By: James Smith
Get up before they get up. If you are lazy and don’t get started on things until the last minute, your critics will have already accomplished an alternative less effective way of doing things.
Do your homework – Study the situation. Don’t take other peoples word for it. Research the problem and with God’s help, find the best solution.
You run the meetings – Never let anyone but you or someone you desire, to run a meeting. If they take the platform, shut them down. Don’t let them take over the meeting. Never walk into a meeting without knowing the direction and result that the meeting will bring.
Know the trouble makers past – Find out what makes that person tick. Why are they the way they are? Knowing more about them will enable you to understand why they feel the way they feel about things and enable you to change them.
Share your vision with others before your critic gets the opportunity to share theirs. These are busy little people and they work hard at spreading their opinions. Work harder! Have coffee meetings where you tell others your dreams and vision. Go to congregants homes unexpectedly (As your critics do.) and open your heart to them.
Be confident. No one wants a sissy for a Pastor. (Sorry if that sounds demeaning, but I’ve seen some.) Don’t be bullied. Be strong. Know your calling. Walk tall. Square your shoulders. Lead! People will follow. You may lose some critics along the way, (Let them go!) but you will gain a congregation who will follow you into revival.
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A crucial issue for today’s church is communication. At the heart of the Christian faith is the message of the Good News of Jesus Christ. Yet today this message is one of a multitude of messages people are bombarded with daily. Furthermore, the “audience” has changed drastically. Today, the church faces the increasingly difficult task of communicating sacred meaning to a secular audience.
Here’s a check list of things to consider when it comes to evaluating what you’re communicating today as the church amid the rising tide of secularism:
- Keep it simple. Simplify everything from the bulletin to the sermons. You will communicate better with secular people.
- Translate please. Secular people don’t understand the theological jargon we use. You can simplify Biblical terms without sacrificing their integrity.
- Timing is everything. Time is the new currency. Communication must be concise. If people lose focus because of time, they lose the message.
- Take nothing for granted. The average churchgoer often takes for granted the things new people may not understand. The answer? Define what terms mean.
- Define non- negotiables. Some language and practices simply can’t be changed. Define the non-negotiables and then clarify their meaning.
"Let this mind be in you, which was also in Christ Jesus:" (Philippians 2:5)
Five truths of attitudes:
Truth #1: Our attitude determines how we approach life.
Are you someone who sees the glass half full or half empty? Do you even see the glass? The attitude we have whenever we wake up in the morning will usually dictate how the rest of our day will be.
The story is told of the grandpa and grandma who visited their grandchildren. Each afternoon, grandpa would lie down for a nap. One day, as a practical joke, the kids decided to put Limburger cheese in his moustache. Quite soon he awoke sniffing. "Why, this room stinks," he exclaimed as he got up and went out into the kitchen. He wasn't there long until he decided that the kitchen smelled too, so he walked outdoors for a breath of fresh air. Much to the grandpa's surprise, the open air brought no relief, and he proclaimed, "The whole world stinks!" How true is that in life? When we carry "Limburger cheese" in our attitudes, the whole world smells bad to us.[ read more...]
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.[ read more...]
In a recent study of church growth, the following factors and strategies were noticed as being utilized in growing churches while churches that were declining were not using these principles.
1. Reach out to Newcomers. Focusing on the needs and concerns of newcomers, making inquiry convenient and non-threatening, and allowing people to move at their own pace, characterized the growing churches.
2. Build Member Commitment. While reaching newcomers is most important, the growing churches expected much of members, and active involvement of everyone was sought.
3. Train and Involve Laity. There was always a bold, compelling vision for the congregation’s future as well as ways of equipping and deploying laity drawn to the vision for ministry.
4. Make Bold Plans. Churches with goals and dreams far beyond current ministries and resources were more likely to grow than other churches, all other things being equal.[ read more...]
Any licensed or ordained minister in the U.S. who performs ministerial duties and who is employed by the church qualifies for a housing allowance which is a great tax benefit. Housing allowances are not taxable to federal or state income taxes, so you can save taxes by utilizing the housing allowance. In general the rules are as follows.
To have a housing allowance, you must have a resolution pre-authorizing the housing allowance. A pastor cannot designate his own housing…it must be done by either the church board or the church membership. The amount designated goes to pay all housing expenses: rent or house payment, utilities, taxes, insurance, repairs & maintenance, upkeep, association dues, furnishing & appliances (purchase or repair). Any expenditure that is for the upkeep of the house you live in is included in the housing allowance.
The housing allowance is ONLY for your primary residence, not any other vacation home, etc. The allowance is paid by church funds as a portion of the overall compensation of the minister. The housing allowance used cannot exceed the actual expenses incurred for the housing expenses. The amount paid toward the house payment cannot exceed the fair rental value of the home.
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I'm trying to understand Mark 9. I have been examining every word spoken by the disciples and our Lord. We know that the disciples wanted with everything that was in them to be able to deliver the boy. Why else would they later risk criticism and His strong rebuke to ask why they had failed. We know that the Lord wanted them to be able to do the miracle because of the rebuke. So what went wrong? Why a prayer and no miracle.
I've been praying for the answer to that. I have always thought that if I prayed enough or fasted enough, the prayer would be answered. If I could somehow earn enough points by fasting, then a miracle was sure to come. But then I read IS 58. Here we find that it's not the fact that you are fasting, but rather the intent or purpose for which you are fasting. And so I have been praying and fasting with Isa 58 in my heart and mind. Lord help me to fast for the right reasons, to provoke Love.
Beyond Isa 58 though, I have found what I believe is a key to what I am searching for. "Compassion"
When I read the account of Mark 9, I was looking at what the Lord said. How could we not hear Him. "O faithless and Perverse generation, how long shall I suffer you?" Then I was looking at what the disciples asked when they desired to know why they had failed. But what I had totally overlooked was what the little boys father said to the Lord. Did you get it? "If thou canst do any thing, have compassion on us, and help us"!
As a father, I have felt that man's compassion. I have held my sick children up to the Lord with tears of compassion for a sick baby. So, I think I understand the pleading and hunger he had in his heart when he asked the Lord to have compassion on them. When I read that I began a search on the word compassion.
It is in the Bible 41 times in 39 verses. The Old Testament is full of verses which tell how the Lord is "Full of Compassion".
- Mat 9:36 Compassion on the multitude...of lost people.
- Mat 14:14 Compassion caused Him to heal the sick of the multitude there.
- Mat 15:32 Compassion caused Him to feed the multitude with a few loaves and fishes.
- Mat 18:27 It was the lack of compassion which caused the servant to be given to the tormentors.
- Mat 20:34 Compassion caused Him to heal blinded eyes.
- Mat 1:41 Compassion moved Him to heal the Leper.
- Luke 7:13 Compassion made Him raise the widow's son.
- Luke 15:20 With compassion the father received the prodigal son.
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.[ read more...]
It’s not unusual to feel stuck, trapped, and unable to move from a situation you feel is stifling. Actually, it’s part of life and growth. But, getting “stuck in” and “growing through” situations are different. Here are ten ways to shift from one to the other:
- Step back and ask yourself what’s really going on. When you’re caught up in the stuff of everyday life, it’s easy to lose objectivity. It’s good to set aside a little time each day to challenge the obviousness of what seems to be going on. Is there a lesson to be learned that you are missing? Might that setback really be a step forward? Will things really turn out as badly as you think they will?
- Consider whether what’s happening has happened before. Is this a unique situation or is it just another example, in different garb, of an issue you’ve failed to confront before? If it’s the latter, maybe now’s the time to solve it and move on.
- Assume that present events and circumstances may be less of a “problem” than parts of a larger “process.” There’s a fair case to be made for the notion that, in this life, all is process rather than result. In other words, what this life is really about is growth and learning. Viewed in this light, where you’re heading is not as important as how you choose to get there. (For those who are strongly goal-oriented, this may be tough to swallow.)
- Ask yourself what you can do next. It’s the small steps that lead to successful journeys. Don’t get sucked in by the suggestion that you’ve got to solve it all today.
- Do something – anything! When you’re stuck, taking any step puts you in a different place and helps change your perspective, even if it’s a wrong move! And, doing something could be a conscious decision to do absolutely nothing!