The Christian is a person who recognizes that our real problem is not in achieving freedom but in learning service under a better master.-EP
Three Components to Casting a Compelling Vision
By Mark Dance
Does your vision rob you of your sleep? Quicken your pulse? Change your community and world? I want to explore what makes a vision so compelling that it is difficult to ignore or oppose.
Your Vision Must Be a Conviction
Your vision will only burn as bright as you do. When this passion comes from deep within you, people will sense it and follow it. A vision is something you not only see in your mind, but also burns in your heart.
“An opinion is something you’ll argue about; a conviction is something you’ll die for.”—Will Mancini
People will not be more dedicated than you are to the vision. The outcome is a willingness to sacrifice. This sacrifice can be seen in time, energy, and financial resources. If this is not something you are willing to personally risk your reputation and resources on, it’s not worth pursuing. It’s merely an idea, not a vision.
Does your vision inspire you to the point of personal commitment?
Check out the rest of the article: http://ow.ly/NOfP306hNCZ
Dan Allender gives a great definition of a leader in his book Leading with a Limp.
“A leader is anyone who has someone following her. If anyone looks to you for wisdom, counsel, or direction, then you are a leader. If there is one little girl who looks at you and says, “Mommy,” then you are a leader. If there are fourteen high-energy boys holding aluminum weapons and screaming that they want to be first to hit the ball that rests on a rubber T-ball frame, then you are a leader.
It takes only one child grabbing your finger with a small, sometimes-trembling hand to signify that you are a leader. And from your child’s birth to the day you pass from this earth, you will continue to make life-shaping decisions as a parent. And of course it’s not just parents who lead with such power and influence. Anyone who wrestles with an uncertain future on behalf of others— anyone who uses her gifts, talents, and skills to influence the direction of others for the greater good— is a leader.
No one is a mere follower. If you are a follower of God, for instance, then you are called to lead. Every believer is called to help someone grow into maturity— and such is the core calling of a leader.”
A passage from Forgotten among the Lilies by Ronald Rolheiser (quoted in Common Prayer) :
“If the Catholicism that I was raised in had fault, and it did, it was precisely that it did not allow for mistakes. It demanded that you get it right the first time. There was suppose to be no need for a second chance.
If you made a mistake, you lived with it and, like the rich young man, were doomed to be sad, at least for the rest of your life. A serious mistake was a permanent stigmatization, a mark that you wore like Cain.
I have seen that mark on all kinds of people: divorcees, ex-priests, ex-religious, people who have had abortions, married people who had affairs, people who have had children outside of marriage, parents who have made serious mistakes. There is too little around to help them.
We need a theology of brokenness. We need a theology which teaches us that even though we cannot unscramble an egg, God’s grace lets us live happily and with renewed innocence far beyond any egg we may have scrambled. We need a theology that teaches us that God does not just give us one chance, but that every time we close a door, he opens on for us.”
God is not a police officer.. He is a potter, forming and reforming until he has a redeemed life, a vessel fit for the kingdom. -E. Peterson
“God did not become a servant so that we could order him around but so that we could join him in a redemptive lifestyle.” – Eugene Peterson
Brett McCracken offers thoughts on the “dream church.” Good read! “Church Should Feel Uncomfortable” http://ow.ly/o7ig30663dw
“You are not the point. Your ministry is not the point and God has not pushed all his chips in on you, He has not put the kingdom in your hands as though all His hope relies in your ability to perform.” ― Matt Chandler
Every organization, as it grows, has to be able to change. But change is not easy. It requires trust, strong leadership, common ground, plan, and a solid execution. I found this blog post very helpful by Ron Edmondson. Hope you enjoy.
ORIGINALLY POSTED BY Ron Edmondson
As a pastor and leader, I am continually dealing with change. Everyday. Change is a part of life – for all of us.
Some change occurs without us doing anything. In my context, we adjust our Easter calendar every year – without much thought of whether we will or not. Sometimes it’s in March – sometimes April. And, there is nothing we do to influence this change. There are lots of other examples of this.
Some change is so routine it requires little thought or preparation by the leader. For example, leaders will move and new leaders will replace them – almost naturally over time. If you’ve been in leadership for very long at all you’ve probably seen dozens of leaders in the organization change.
But, when making major change – change which impacts everyone – change which may be controversial – there are some steps to take before you begin to implement the change. Failing to understand this or do most or all of these, in my experience, could derail the effectiveness of the change.
I am going to share steps I take. You may have a better system in place. If so, please help me learn from you. But, certainly steps must be taken in advance of major change. It’s naive to think otherwise.
Here are 7 steps before implementing major change:
Establish trust authority.
I wrote about this principle HERE. Leaders shouldn’t attempt to implement major change until they have enough trust of the people to solicit the support necessary for the change. You will need people to follow your leadership and this requires an established relationship of trust. Leaders need to be careful not to move until ample trust is in place for the size of the change – and knowing when this is in place takes years of practice and lots of people speaking into the process. This doesn’t mean people will trust, or even like, the change, but it does mean they have trust in the leader.
Personal confidence and conviction.
Check your heart. Have you prayed about it? Do you sense any reason you shouldn’t do it? In my experience, God gives tremendous freedom to us in how we carry out the mission. This is why there are hundreds of styles and structures of churches all carrying out the same Great Commission. But, before you do anything else, make sure you are in this enough to see it through. Would you be willing to fight the naysayers on this one? Are you willing to lose people over it? I’m not saying it will come to this, but it is the level of commitment you need to have before you introduce major change.
Leadership in place.
Make sure you get buy in from those who will most likely end up implementing the change. Personally, I’m seldom willing to move forward if the staff or key volunteers I’ve surrounded myself with don’t believe in the change. There may be times I need to vision cast better and help them see the need, but their support is critical if major change is going to be successful.
Use a focus group.
On major changes, I like to bring in a group of people who are generally supportive of my leadership, but represent all the major groups within the church. I cast the vision for the change, get their feedback and answer questions. Again, they may or may not immediately agree with the change, but I know they will be a respectful audience. I always tell them as a leader, I will have to follow the direction I feel God is leading me, but I value their input in the process of discernment. (And, I genuinely do. Make sure you are open to this as a leader.) This step always makes the change better by their input and helps build a base of support for the change.
Do a stakeholder analysis
I wrote about this concept HERE. I try to know the most interested and influential people in the particular change. We attempt to reach out to them first. Again, this step builds support among influencers and usually further enhances the change with their input and hopefully their support. Many times this group become supporters of the change, or at least they don’t work against it, because they feel included in the process. (Again, leader, make sure you are open to this input. You need people to make any change effective. The more buy-in you get early the more effective you will be.)
Major questions are answered.
(Or a plan to get them answered.) One of my goals is getting as many answers to questions as possible on the table before the change is implemented. We can never anticipate all the questions or scenarios which will arise, but the more we can address them in advance the better prepared we will be to handle them when they do. In each of the groups listed here, I always ask what questions are in the room and what questions they may sense others will have.
Plan a timetable for implementation.
It is impossible to do this perfectly, but having a planned approach to implementing the change makes the change more successful. This needs to be planned, as much as possible, before the change implementation begins. People WILL ask this question. Be realistic with your timetable, but don’t be afraid to let it stretch you either. The best change requires an element of faith.
Those are some of the steps I think through before making major change. As a pastor, I know God has called me to lead a church – with an unchanging mission and message – which will always need to be changing methods as the people we try to reach our changing. Refusing to change simply diminishes our effectiveness and shortens our lifespan as a local church. The more I can do to prepare people for change, the more effective that change can be.
Any steps you would add?
Originally posted by Thom Rainer
“The greatest gift you could give me is more time.”
The statement was made half jokingly by a pastor. Of course, he didn’t think I could create days with more than 24-hours. But he was busy, overcommitted, and worn out.
He is not alone.
What if I told you I could help you get 10 or more hours of your week back? That’s like having an extra three weeks a year. In order to make this quest a reality, let’s look at some of the greatest time drainers of pastors and staff, with suggestions about improving each of them.
- Regularly scheduled meetings. How many hours do you spend each month in meetings you feel obligated to attend? Probably a lot. Solution: Ruthlessly evaluate all of your mandatory meetings. You can probably eliminate two or more. And never add a regularly scheduled meeting without eliminating another.
- Add-on meetings. “Pastor, can we get together this week to talk about something?” How many times have you received similar requests? Think of the time expended scheduling the meeting, going to the meeting and, possibly, following up on the meeting. Solution: Say no. Tell the person you will talk about it right then. The conversation will likely be shorter than five minutes.
- Non-productive meetings. Have you ever ended a meeting thinking it was a total waste of time? Or perhaps most of the meeting was a waste of time. Solution: Never go into a meeting without a clear and specific agenda. Also, have a definitive ending time. Don’t go one minute beyond that time.
- Telephone calls. Many of you are constantly answering the phone. You get started on one project, only to be interrupted. Solution: Get a second phone number to share with church members. There are some services and apps that offer a free number. I use Google Voice. Any call to Google Voice goes to voicemail, where I decide later how I will handle the call.
- Social media complexity. Some of you pastors and staff are constantly interacting with church members on Twitter, Facebook, Instagram, and other social media. I wouldn’t be surprised if the amount of time spent on this task is 10 to 15 hours week. Solution: Stop it! You have no obligation to respond on social media. Get rid of the guilt trip and get your time back.
- Old school secretaries. The world of support staff has changed dramatically. If you have a secretary who is still in the 1990s or 2000s, you are wasting a lot of time. That secretary provides you no efficiencies. Solution: Get a productive assistant. If your church cannot afford one, check into a virtual assistant. I personally like EAHelp. I will expand on this issue in my next post.
- Time in the car. Depending on your hospital visits or commute, you could spend a lot of time in your car. Solution: If possible, select a specific day to do hospital visits, so that you are not interrupting your other days continuously. Also, make the most use of your time in your auto. I love Audible books by Amazon. For less than $10, I choose a new book every month. My learning curve has gone up yet again!
- Counseling. I know one pastor who counsels over 20 hours a week. Needless to say, he is burning out as he counsels and carries out other responsibilities. Solution: Most of you pastors and staff are neither trained nor equipped to do counseling. Stop it and refer requests to those who can do the ministry better. Limit your counseling to one-time sessions and to times for spiritual counseling.
Time is a gift from God. It is not to be wasted or abused. Go through these eight items again. Do you see some areas where you can gain back time? Are there some other insights you can provide us?