Three Key Components To A Compelling Vision

I gravitate toward a short passage (better yet a single verse) which captures some very critical ideas about Life and Leadership. For me, Exodus 32:34 is one of those verses:

“But now go, lead the people to the place about which I have spoken to you; behold, my angel shall go before you. Nevertheless, in the day when I visit, I will visit their sin upon them.” (ESV)

God is saying to Moses, I want YOU to take these people and lead them to the place about which I spoke to you.

From this simple, succinct, and single verse I see that:

A leader is a person (in obedience to God) who intentionally, deliberately and proactively tries to move people from where they are to somewhere else.

I really like Marcus Buckingham’s definition of a leader: “A leader is a person who is able to rally people to a better future.”  It’s saying the same thing as Exodus 32:34.

Building on Exodus 32:34, here are some key ideas:

1. God selects his leaders (see Acts 1:24);
2. God is there for his leaders and with his leaders, as they travel into the future he has made clear to them;
3. God enables his leaders to see a better future--better for the Kingdom, for the organization and for the people being led;
4. God gives his leaders certain gifts and helps them acquire skills which enable those leaders to rally others;
5. Some people are open to being rallied because they respect/trust the leader and are excited about where he/she is going.

There are three key components to this leadership process:

1. The Person

Here are some things to consider in the person who is leading:

·         Christ
·         Character
·         Chemistry
·         Competence  
·         Capacity

A vibrant and deepening relationship with Jesus is foundational and essential. That should lead to growth in personal character, which is at the heart of 1 Timothy 3, Titus 1 and 1 Peter 5.

For lasting fruitfulness, chemistry with others is of more value than personal charisma and brilliance. Today’s leaders are team creators and builders, and being able to develop chemistry with others is hugely important.

Competence (being very good at what you do) and capacity commensurate with the responsibilities wins respect for and confidence in the leader.

2. The People

They need to be motivated, excited, persuaded and reasoned with in order to see the value of where they are headed which, undoubtedly, will mandate changes that are always difficult and painful from the oftentimes comfortable present we are living in. The leader seeks to create a sense of urgency and value for leaving where the people are and traveling to somewhere else.

3. The Place

The place could be a geographical place, an idea, a concept or a project. In the case of Moses, it was a physical place, the promise land. In other cases, it might be a building, a piece of property, a bold idea and multifaceted project of several years. Whatever it is, it’s where the leader feels, before the Lord, that he/she and the people need to go.

+So, fellow leader, are you the kind of growing leader people want to follow as opposed to have to follow? 

+Have you heard from the Lord regarding that “better future?”

+Are you learning how to rally people to go there with you, or are you taking a walk by yourself?

Sobering, but significant, questions for every leader to ask.

Six Ways To Develop Your Leadership Potential

1. Be Content With Who God Made You -

Don’t fall into the dangerous game of comparing yourself with others. Either you will become discouraged, or proud. There will always be people you think are better or worse than you. If God wanted you to be someone else, he would have made you someone else. If you are not you, who is going to be you? Be yourself, everyone else is taken! Rejoice in your gifting, your personality, the people (starting with your family of origin) and the circumstances God has allowed into your life. Comparing and competing with others is a dead-end street.

2. Be A Specialist Not A Generalist -

Find out what you are gifted to do and focus on that. C.S. Lewis says everyone is composed of a few themes. Wrestle with the thing(s) that you are gifted to do and give yourself wholeheartedly to that.

“Make a careful exploration of who you are and the work you have been given, and then sink yourself into that. Don’t be impressed with yourself. Don’t compare yourself with others. Each of you must take responsibility for doing the creative best you can with your own life.” Galatians 6:4-5 (The Message)

It’s still true: “Jack of all trades and master of none.” You can really be excellent and extremely competent if you narrow your focus and specialize.

3. Don’t Try To Keep Everybody Happy -

Learn how to say no to people and opportunities. Saying yes to everybody and every opportunity is a sure ticket to burnout and not reaching the full potential of God’s plan and purpose for you. Bill Cosby said, “I don’t know what the secret to success is, but I do know what the secret to failure is and that’s trying to keep everybody happy.” Stop it!

4. Be Willing To Lose People Who Are Not On The Same Page With Your Vision And Philosophy Of Ministry -

To realize your true potential in Jesus, you need to surround yourself with the right people on your team. Don’t be afraid to say no to a person who’s not the right fit, or to ask a person to leave and find a place somewhere else. Don’t be intimidated by strong personalities who want a leadership role or influence for all the wrong reasons and will, over time, take the church, group or organization in a direction which is not in line with what God has made clear to you.

5. Build A Team And Don’t Try To Do Everything Yourself -

Exodus chapter 18 is just as relevant today as when it was written several thousand years ago. Moses’ father-in-law strongly encourages him to select others and delegate decision-making authority to them commensurate with their gifting and capacity. One of the key derailleur’s for leaders is trying to do too much themselves--not trusting others to carry the burden of the vision with them (see Numbers 11:16,17).

6. Be A Life-Long Learner - 

John Wooden, the famous UCLA basketball coach said, “It’s what you learn after you know it all that counts.” Be genuinely and truly open to learn from anyone at anytime on any subject. Be hungry to grow, learn, and pick up new insights every chance you get. Never assume you know everything about anything. Things are always changing and you need be constantly growing and learning. At 73 I am still reading 24 books a year and following various gifted leaders and communicators on the internet. The person who said you can never teach an old dog a new trick has never met a hungry dog. You are not too old or too tired, but you are perhaps not hungry enough. Ask the Lord for a fresh hunger/desire to grow and learn. God has a lot in store for you and you don’t want to miss it.

Five Reasons Leaders Finish Poorly

Most of you know that I wrote a book titled, “Leaders Who Last.” It discourages me when leaders don’t finish well, especially when it could have been avoided.

Here are some excellent thoughts by Dr. Ed Stetzer (www.edstetzer.com) posted on January 29, 2013:

I was recently in a meeting discussing the future of an evangelical movement. The person I was with shared a great challenge--one of the most prominent leaders of their movement was not finishing well, making it hard for the movement to envision a successful future.

That conversation soon turned to why this happened--and why so often. Within a few minutes, we had identified similar patterns with other leaders. They were all older leaders, were immensely respected, yet who are finishing poorly, often undercutting those who will likely become their successors.

My guess is that you would not be surprised with some of the names, and you could probably quickly identify others in your own movement who have done the same, but that is not really the point. It happens all the time in churches, ministries, and movements. I was just struck by how often this occurred. It is a real and problematic pattern.

After that meeting, I continued to ponder the situation. Why do some leaders end so well--Calvin Miller, Jack Hayford, Bob Russell, Roy Fish, and so many more--while others go out not in a blaze of glory, but in a blaze of gory? They finish poorly and leave a mess in their wake. In some cases they even undo some of the tremendous progress God used them to create in the years prior.

They have all been key leaders--and some still are--though many of those who have followed in their stead are ready for the former leaders to move on. That grieves me, for them and for their movements.

I think there are some common factors shared by those who don't end well. Here are my five observations:

1. They Did Not Trust The Very People They Developed For Succession - 

In all the cases (there were no exceptions in the leaders considered), they had obvious successors with whom they were disappointed. In some cases the outgoing leader actively tried to get yet another successor to replace their original successor (without, it appears, considering they might also be disappointed in the replacement successor). Those who are not finishing well seem to always be dissatisfied with who succeeds them, almost as if they are looking for, but unable to find, a clone of themselves.

2. They Fought Over Things Which Were Just Not That Important -

These leaders were not arguing over big things like the virgin birth or nature of the Godhead. Instead they entangled themselves in perceived offenses, worship styles, minor theological nuances, and more. They majored on the minors and those who were the objects of that constant attention knew another "concern" was just around the corner.

3. Their Identities Were Too Connected To Their Movement -

These "faltering-at-the-finish" leaders could not perceive a time when other leaders would be in place, or that they might do things differently. As a result they continued to try and control everything until they marginalized themselves. Ironically, they now have less influence in movements that sees them as heroes.

4. They Grew Angrier As They Grew Older -

In every case, their tone became louder, angrier, and more belligerent. Openly blurting complaints was common. The people who loved them opined of the many angry voicemails or emails they had received. In all the cases, the next generation of leaders would "take one for the team." But, after a while, even the most well-conditioned team will get tired.

5. They Could Not Pass On What They Helped Create -

Perhaps this was the clearest of all. All of these leaders were used of God to create great things, movements, ministries, and change. In the end, they just couldn't trust the movement's members--even the ones they had personally trained--to continue what they started.

Yet, there is a better way...

I remember watching Jack Hayford at a meeting conducted with the Foursquare national cabinet--about 70 of their key national leaders. I facilitated the meeting from the stage, helping them to find a new president and look to the future. Pastor Jack (that's what we all call him) was retiring and they needed (and had) an honest conversation about where things were, are, and needed to go. A minor portion of that conversation included criticism of some of Jack's decisions-- as he sat on the front row!

After the discussion was done he asked to speak, and I gulped. He got up, thanked me, and then praised the forthright conversation that had just taken place. The humility it took to do that is only one quality that made him one who is finishing well.

I want to be careful here: this post is not intended to incite gossip or bitterness toward those who have gone before us. If we aren't careful, our conversation can spiral into unguarded accusations and frustrations. That's not helpful, nor is it biblical. I won't post any derogatory comments or attempts to guess identities, but I think this moment is worth considering--particularly since there seems to be a pattern. And, this is a clear and repeated pattern in many movements--and that is worth considering and avoiding.

If we don't examine unhealthy patterns, we--and by that I mean ME--can fall prey to repeating the same mistakes. To be honest, I do find some of those tendencies in my own heart at times--and I don't want that to grow and take root in me (or you).

We ought to be sharpening one another as iron sharpens iron. We ought to look at the examples of those who have gone on before us (1 Cor. 10:1-13), both the good and the bad. Then we need to take a look in the mirror and examine ourselves.

I want to ask two questions for your consideration: How should we handle it when those we respect are in the position of not finishing well? And how should we prepare ourselves for our own eventual transitions from leadership?

The One Essential Habit Of Effective Christian Leaders

Habits are interesting, frustrating and revealing. Habits are hard to form and easy to break; and even harder to re-establish. I remember a preacher saying that 90% of life is habits. We all have habitual ways of thinking, doing and talking. Some habits are good, and some are not so good. Suffice it to say that a leader with bad habits that he/she is not able to overcome will have a more difficult time leading. On the other hand, the leader who intentionally, with His help and for His honor, builds good habits will leave a lasting legacy.

So what is, in my humble opinion, the one essential habit of effective Christian leaders? Here it is:

-----Taking time regularly to hear from the sovereign Lord!-----

I have said numerous times through the years that the primary responsibility of a leader is to hear from God. I believe that most of us are familiar with 1 Samuel 3:10, “And the Lord came and stood, calling as at other times, ‘Samuel, Samuel!’ And Samuel said, ‘Speak, for your servant is listening.’” With the crazy busy lives most leaders are experiencing, that verse could read, “Shout for your servant is so busy, he’s having a hard time listening.”

Now the point of this post is not to give you a method to follow but a principle to keep in mind. That principle is:

The effectiveness and fruitfulness of your leadership will be in direct proportion to your building the habit of taking adequate and frequent time to listen to the voice of God.

Most leaders I know are traveling too fast and trying to do too much and the one thing that can easily and quickly fall by the wayside is taking time to hear from God.

In hearing from God, I think the two main ingredients are scripture and prayer. Most everything else will flow out of these. Scripture and prayer can take many different paths, using many different methods and tools. Whatever tools you use and whatever this time looks like, be faithful and consistent. Be little with God and be little for God has been my experience. Martin Luther allegedly said that he had so much to do on a certain day that he wanted to spend the first four hours praying! Now, I’m not suggesting that you be like Martin Luther or spend four hours a day praying, but my fear is that many Christian leaders are spending precious little time alone in God’s presence. “Can a virgin forget her ornaments or a bride her attire? Yet my people have forgotten me days without number.” Jeremiah 2:32 (ESV)

In the gospel of Mark chapter 1 we see a very busy Jesus from sunup to sundown. But he wasn’t too busy to hear from his Father: “And rising very early in the morning, while it was still dark, he departed and went out to a desolate place, and there he prayed.” Mark 1:36 (ESV)

If the perfect Son of God saw the need to get up and get alone with his Father, how much more do you and I need this?

Getting alone to meet with God is often referred to as “Daily Devotions.” I like to think of this as being a daily habit…a holy habit of the heart. We don’t need to get legalistic about this for, of course, you will miss a day here or there; but is it the purposeful habit of your life to hear from God on a regular basis? Are you giving him the first fruits or the leftovers?

Whether you are a morning person, a night person (or generally tired most of the time!), is it a high…a top…a key priority in your life to set dedicated time aside to hear from the Lord?

I truly believe that this is the habit of all habits that will hold you in good stead through the years. It has for me for over 53 years.

Eight Signs Of Fearful Leadership

Posted by Thom Rainer on May 13, 2013

Over the past few years, I’ve heard the phrase “courageous leadership” used to describe the trait of those leaders who are making a difference today. Unfortunately, we also know many who are in leadership positions where that courage is not apparent. Indeed, they demonstrate leadership that is fearful.

These leaders are harmful to organizations because they have unique ways to hinder others from making vital contributions. They can appear busy, but most often their work is busyness.

All of us are subject to moments of fear in our various leadership roles. Can we overcome those moments? Better yet, are there signs or indicators to serve as cautions? I believe there are at least eight such tendencies in fearful leaders. And if we are manifesting any of these, we need an immediate behavioral change.

1. Procrastination: Fearful leaders put off tasks for fear that they cannot do them well. They are experts at passive-aggressive behavior. They can receive an assignment to do a task, then “conveniently” forget to do it.
2. Over Analysis:Fearful leaders want to over-analyze every situation in an attempt to eliminate risk. They never stop analyzing because they never eliminate the risk. An organization built around fear will have an excess of analysts and policy wonks.
3. A Bias Against Actions Outside The Status Quo:The status quo is the lone comfort place of a fearful leader. Get him or her beyond status quo, and the leader is often deemed ineffective. Though the fearful leader may avoid the overused, “We’ve never done it that way before,” he or she might say something similar like, “That’s really not the way we do it here.”
4. Worry About Critics: The fearful leader is a people pleaser. Critics can immobilize him or her. To use a sports metaphor, fearful leaders avoid decisions that might draw criticism because they play not to lose rather than playing to win.
5. Reticent To Show Weaknesses Or Lack Of Knowledge: The fearful leader is an insecure person. He or she does not want to exhibit any weakness, even though he or she may have several. You will see the opposite trait exhibited in confident courageous leaders. They have no problems pointing out their own weaknesses and ignorance.
6. Reticence To Move People Off The Bus: No one should enjoy firing people. No one should enjoy telling a volunteer that he or she is no longer needed in a position. But for the sake of the organization, some people need to be moved off the bus. The fearful leader will let persons stay on the bus well beyond their effectiveness because they fear confrontation, and because they fear making a wrong decision.
7. Failure To Reinvent Oneself: A fearful leader does not want their circumstances to change; that is why such leaders fiercely defend the status quo. Likewise, they don’t see any need for change in themselves. Courageous leaders are constantly reinventing themselves. Fearful leaders rarely improve their skill sets significantly.
8. Obsession With Details: Fearful leaders love to stay in the morass of insignificant details. Because the details are usually unimportant, it is difficult to make a mistake of consequence. Of course, it’s impossible to do anything of consequence when your focus is on those things that really don’t make a difference.

It is not unusual to find fearful leaders who consistently exhibit all eight signs. That’s just the way they lead (or fail to lead). But even good leaders can find themselves gravitating toward one or more of these weaknesses at times. All leaders need to evaluate themselves honestly to make certain such drift does not take place.

+What do you think of these eight signs of fearful leaders?

+What traits have you seen the most?

+What traits would you add?