No leader sets out to be an idolater, but it happens anyway, and will seriously hurt your leadership effectiveness. Eric Geiger share four idols to be aware of.
Originally posted by Eric Geiger
The fruit of a leader must be another leader as leaders are ultimately the ones responsible for the development of other leaders. From a Christian vantage point, the kingdom of God has multiplied as Christian leaders have developed and deployed others to make disciples and raise up new leaders.
Leaders have been given the holy responsibility of developing and equipping others. Just as in other areas of our lives, our idolatry, our longing for something other than God, keeps us from obeying Him with glad hearts. A leader’s idolatry will prevent a leader from the holy task of developing other leaders.
Tim Keller, David Powlison, and others have thought more deeply and written more eloquently about the idolatry that plagues our hearts. They have identified four common idols beneath the surface, idols that drive sinful and destructive behavior:
Power: a longing for influence or recognition
How do these idols prohibit leadership development? What does a leader with these idols likely think or say about the responsibility to develop others? Below are the four idols with accompanying thoughts or phrases leaders have muttered:
If you have thought or said either of the above, your struggle with control is hampering your development of others. A leader with control issues is a leader who fails at a chief leadership task: developing others. A leader who struggles with handing significant responsibility to others fails to provide necessary experiences that aid in development.
If you have thought or said either of the above, your longing for approval is hurting you and the people you lead. A leader who needs affection and approval from others is reluctant to develop and deploy other leaders because the leader fears the affection and approval could be divided.
If you have thought or said either of these, you likely love to be a leader so you can be seen as a leader. You love your title (leader) more than your task (developing others). Augustine wrote, “No one can be a good bishop who loves his title and not his task.” A leader whose chief desire is to be perceived as a powerful leader will ignore the greater and more important work of developing others.
If you have said or thought either of these about developing others, your desire for comfort or the status quo is keeping you from doing the difficult, messy, and painstakingly slow work of investing in future leaders. A longing for comfort will keep a leader focused on the short-term, the temporary, and the easy. Leadership development is none of these as it takes time, has eternal ramifications, and is hard work.
Are any of these idols stopping you or your team from developing others? We are wise to heed the apostle John’s encouragement: “Dear children, keep yourselves from idols.” If we don’t, we will neglect one of our chief roles as a leader.
Monday, 29 May 2017
Sunday, 21 May 2017
A Great post by Dan Rockwell.
For many, it’s easier to talk about what sucks than what’s great. There’s a negative voice in our heads. Personally, you can’t speak well of yourself. Why?
- Humble leaders don’t brag. They talk about the strengths and successes of others.
- Considerate managers don’t demean others. They don’t want to make others feel inferior by outshining them.
- Wise leaders avoid the humble-bragging. It’s obvious, offensive, and ineffective.
A culture of beating down:
We beat down others because we often beat down ourselves.
Negative feedback feels more substantial than positive affirmations. Most leaders feel more effective when giving criticism and less effective when giving positive feedback*.
In truth, many leaders don’t give any feedback at all. No feedback also feels like beat down too.
A culture of affirmation:
Imagine a culture where affirmation exceeds correction by three times!
What concerns you?
- Affirmations feel frivolous or fake, especially when people have weaknesses?
- People might feel they’ve arrived and stop giving their best?
- Your status might go down if you affirm others too much?
- Giving too many affirmations might make you look weak and needy?
You can’t energize people and beat them down at the same time.
Affirm team members’ humanity. A leader told me that one of the simplest things she does receives the most positive feedback. She sends birthdays & anniversary cards. She sends them in the mail with hand written addresses. All are hand signed. Many use personal notes.
A culture of affirmation treats people like human beings, not tools.
3 ways to move toward a culture of affirmation:
- Invite team members to tell you about their accomplishments in private. Give feedback that affirms accomplishments.
- Have team members encourage one another in meetings. “When I see you at your best I see you…”
- Honor effort not just results.
How might leaders create a culture of affirmation?
When might affirmation go too far?
Monday, 15 May 2017
4. Invest in volunteers.
5. Invest in your children’s buildings / rooms or area.
A few actions you may want to consider?
Tuesday, 9 May 2017
If you’re a church leader, committed to growing a church in your local community, then you have to make investment in children’s ministry a priority! Developing a family ministry is crucial to the church and your community, and must involve your best leaders to help develop the vision. A good leader knows their role is to empower their team to develop the vision.
Why INVEST in children’s ministry?
1. Children matter to Jesus; therefore they must matter to us!
2. Begin to see children’s ministry as a major growth engine in the church.
3. Invest in your children’s team!
Friday, 5 May 2017
Lots of leaders are always tired and living on empty. Is there a way to increase your energy level without becoming addictive to energy drinks or talking some pill? Dan Rockwell shares ten ways to find more energy every day.
Originally posted by Dan Rockwell
10 Ways to Find More Energy Today
1. Reject the need to be right all the time. The person who needs to be right, ends up drained by fools.
2. Say yes to activities where you make the most difference. Shoot to spend at least 70% of your time in meaningful activities. Do the stuff you hate early in the day.
3. Make fewer commitments. Regret drains energy. Learn to say no, kindly and without defensiveness. The bad feeling you have when you don’t fulfill a commitment weakens your soul.
4. Stop trying to change people. Accept your team and organization as they are. Acceptance isn’t approval or agreement. People change themselves.
Frustration over battles you can’t win drains energy. Help people improve, when they want to improve. The frustration you feel about them, drains their energy too.
5. Surround yourself with people who aspire to be better. Look for people who know enough to know that they don’t know. Be one, too.
6. Look forward to something. Anticipation is energy. Tap into the “I just want to get this done” energy. But, be sure there’s something positive on the other side of “just getting things done.”
7. Don’t depend on people who are undependable.
8. Notice small acts of kindness. Appreciate people who hold the door open, for example.
9. Work within the framework of established authority. Only buck the system when you can make it better.
10. Look up and breathe deep. Stop looking at the ground so much. People who look down are down. Looking up doesn’t solve problems, it improves outlook.
Bonus: Deal with negative emotion, even if you can’t solve negative issues. The way you feel about a thing change you, not the thing.
Where might leaders find energy today?
Which of these 10 ways to find energy today are most useful to you?