Archive for October, 2011

For the Sake of the House

07 Oct

 

Barna reports that 1,500 men and women leave vocational ministry each month due to stress, conflict, or moral failure. Is it possible that our organizational governance structures (polity) and leadership styles lend themselves to this travesty?

Is there a better way of leading? Is there a better way to provide governance for the church organization?

Now available through CrossBooks.comBarnesandNoble.com, and other on-line sites . . . For the Sake of the House is written especially for those in church leadership or those in leadership in other religious organizations. However, it is relevant for anyone who is concerned about the Church of Jesus Christ and the impact we will have in the 21st century.

The message in this book is clear: times are changing, and we must change with them. The twenty-first-century church does and will continually face radical change and much uncertainty with undefined problems that require organizational models and leadership qualities and competencies far different from those that were successful in the twentieth century. It is our responsibility, as leaders of the church of Jesus Christ, to ensure we are adequately prepared and that those for whom we are responsible are also equipped as ministers of the gospel.

From an organizational perspective, structures and designs do not just happen. It takes much time, much effort, and many talented people. The changes the church faces are different now; they are discontinuous and not part of any pattern. Even the smallest changes can make the biggest differences, even if they go unnoticed for a time. For leaders, this may be confusing and troubling. But with proper preparation and foresight, with strategies, correct planning, and implementation, the local church organization will continue to flourish. The way we organize will determine our effectiveness. We need to be missionally responsive, culturally adaptive, organizationally agile multiplication movements.

From a leadership perspective, leaders are not born; they are developed through formal and informal training and experience. Titles and/or positions do not mean leadership skills, traits, and competencies are inherent in the individual. The church needs authentic, transformational servant leaders as it faces constant change and uncertainty—leadership that is not mired in traditions of yesterday or weighed down by personal egocentricities.

If we want to enjoy more of the opportunities and experience less of the risks, we need to be able to scan for, read, and interpret information that will affect us individually and the church as a whole. Those who understand why changes come and strategically plan for the unpredictable while strategizing for a preferred future waste less effort reacting and spend more time investing in being relevant and missional.

 

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The Quest for Significance – 2

03 Oct

The publisher completed their work on my book, For the Sake of the House: organizational and leadership requirements for the 21st century church. It should be available shortly . . . hard cover, soft cover (paperback), and as an e-book. I’ll let you know where it can be purchased when I have the information.

My publisher sent me a hard and soft covered copy last week for my final review. Although there is a minor change or two I could have made, we’ve chosen not to do any further editing right now – the process has gone on long enough. If you’ve published a book, you understand what I am referring to . . . !

So, what does this have to do with our quest for significance? Let me explain .  .  .

After receiving the copies, I showed them to someone who has had a significant role in my life for many years. Anticipating some expression of excitement and congratulations, I was surprised . . . actually shocked . . . when the response was “I’ve done a lot of writing and should have had it published into a book.” No congratulations . .  . no “I’m proud of what you have accomplished!” . . . no ‘at-a-boy’ . . . nothing! Only comments about their past accomplishments and how their work should have received more acknowledgement.

Although it was disappointing, I admit it was more surprising than disappointing. It struck me immediately how quickly this individual needed to deflect the attention back to them. Their self esteem, their self worth, their significance seemed to demand that the attention be on them and not someone else.

We all want to feel important. We all want others to acknowledge our accomplishments. We all want to be appreciated.

It is a struggle . . .

I learned a lot during this interchange. I trust when someone shares his or her accomplishments or achievements with me I’ll be able to respond appropriately.

It’s really not always about me . . .

 

 

No part of these articles may be reproduced in any form without permission from the author.