5 Positives for the Church after the Coronavirus Crisis

By | Christians, Church, Church Planting, Church Revitalization | No Comments

I think there are some positives for the church that will come through this Coronavirus crisis. 

Yes, there are tremendous negatives. The costs are mounting. Almost everything we currently count, other than online engagement, will likely be a loss for weeks and perhaps months to come. Budgets, attendance, and even volunteer hours will likely all be somewhat lower, simply because our routines have been disrupted.

That’s disheartening in many ways, just to be honest. Many pastors have worked for years to build to the place they are today; especially heading into the Easter season. 

Likely, in many ways, things will never be the same.

I’m not one who says nothing will ever be the same. I think we have a Biblical mandate to gather together as a church. Size isn’t dictated, but corporate worship is a command. Things might be altered, especially temporarily, but I think we will see people in our church buildings again someday. 

But some things will change for the foreseeable future. And the good news is that some of those changes will be positive. 

5 Positives for the Church after the Coronavirus Crisis: 

Crisis will allow change to happen faster. Churches have had to move fast in these days to make decisions. Even as an interim pastor in church revitalization, I’ve had to make some calls quickly before I could “get everyone on board”. No one has complained. In fact, people have been very appreciative recognizing that decisions needed to be made.

Of course, people will be people and power struggles will remain, but I suspect we will come out of this with far less concern with structure and more concerned with seeing the mission of the church succeed. This may be the day revitalization and church mergers happen even faster. Our buildings may be seen as more of an asset to reach our community than facilities for our own comfort and convenience. 

For churches willing to embrace this new reality we may be better able adapt and reposition quickly to meet the changing needs of our communities. 

Online and digital engagement will remain strong. Churches would be foolish to completely leave this opportunity after it’s no longer a necessity. I would even contend that it is necessary. We have had to do some things during this crisis that we should have been doing all along – reaching people where they already are. 

People are already online. They were before the crisis. They will be after it’s over. We have a mandate to “Go”. If we want to reach people we will have to “go” where they are. 

What we measure will change. Already, to measure our effectiveness as a church, we’ve started to place more emphasis on digital engagement, for example. This was not a church that necessarily measured that sort of thing. When you begin to value online metrics there are so many areas to consider. Facebook Live, website involvement, Zoom participation, and online reach are just a few of them. 

I realize a number of churches were doing this, but the church I am in now never paid attention, for example, that there were people engaging with the church from Romania. Or that a sizable number regularly watch services from places like Atlanta (300 miles away). New opportunities may present themselves when we look at different variables of engagement. 

No doubt we will still count the offering and the Sunday attendance, but I think we won’t see those as exclusive measures. Digital giving will be important even to the smallest churches. And, while it may still not be the preferred or most effective option, online participation will be seen as a legitimate means of making disciples. 

Human relationships will be valued more. You can’t replace a hug or a handshake virtually. I’m an introvert and it was into week two when I realized how much I missed interactions with people – beyond virtual. 

This is reminding us as a society that we are built for community. I love all the stories from places like Italy or New York where people are finding ways to engage outside their windows, even while social distancing. I wonder if we might go back to more front porches on our houses rather than decks hidden behind fences in our back yards. 

The church has an opportunity to build genuine community better than any organization. It’s part of our original design. May we never again confuse the simplicity of this basic human need for relationships with structured programs or traditions. 

Additionally, churches are coming together for their communities. Perhaps this will continue and some of the walls between churches in our communities will be lowered and we will do more together to truly be the Body of Christ in our communities.

Talking about faith will be more culturally acceptable. People have needed hope more in the last few weeks than in recent memory. The Church has the corner on providing a sense of faith and hope. 

I’ve seen less shaming online for people expressing their faith. I’m sure it’s still there, but it seems less prevalent in the feeds and posts I’ve encountered. I think we have been given a unique opportunity as a Church to truly live what we believe even more boldly than we may have in recent years. This could be our finest hour to let our lights shine. 

Those are just a few initial thoughts I’m processing. I naturally try to look for the positives. I know God has guaranteed His Church a place in our society. May we come through this crisis with that place more defined, at least in our minds, than before the crisis began. 

7 Tips to Navigate Emotions as a Pastor During COVID-19

By | Call to Ministry, Church, Church Planting, Church Revitalization, Leadership | One Comment

I’ve spoken with a number of pastors this week – and scheduled to talk to more this afternoon. While all my pastor friends are mostly remaining positive online and helping people remember to demonstrate faith over fear, some pastors are struggling too. When I left Leadership Network late last year I didn’t see entering into another pastorate this quickly or if ever. But here I am again. 

The personal problem

There’s a definite sense of loss for pastors. All the plans you worked so hard for Easter have suddenly been diminished. Buildings are mostly empty. We are preaching to near empty rooms. (Thankful for the worship and tech teams sticking around for us so far.) Our teams and volunteers are scattered. 

The church problem

All the while there is an incredible need to minister to people. Pastors know we have to continue to “be the church”. From my current perspective, the needs and burden to help people seem somewhat larger (and certainly harder) today than even a month ago. While people are stuck at home or stuck in care facilities, they still need care and concern expressed to them. Most of us had that figured out when we could gather people on Sundays and throughout the week. 

The future hope

I’m an optimist. In these days, I’ve been more of a cautious optimist, simply because none of us know what is going to happen. But there are tremendous opportunities being created and desperation is leading to innovation. I fully expect we will develop ministries and Gospel offerings to people that will advance the Gospel for years to come. That excites me. 

The cautious reality

Even those opportunities bring a certain amount of pressure on pastors. I only share this from my perspective, but frankly many of the voices saying how things will “never be the same” and how the church must completely change don’t seem to be currently pastoring at a local church. Of course, we should listen to and learn from them, but pastors have budgets and buildings we need to fill. Those are realities that aren’t ending immediately after this crisis. And context is king. We shouldn’t try to be another church.

So, bottom line, it’s tough. And because of that, some pastors are struggling. I said to our church recently, “it’s okay not to be okay sometimes.” That’s true for you too. My intent of this post is not to vent (although I need that too sometimes). I only hope to help a group of people I’ve grown to love and respect – pastors. 

If I were advising you as I would a member of our church going through crisis, my advice might be about the same. 

Here are 7 suggestions for navigating your emotions during this crisis: 

Recognize the sense of loss. Don’t ignore it. This hurts. Something is missing from your life right now, just as it is for the people God called you to shepherd. Don’t overlook your own feelings and emotions even as you minister to others. 

(On a completely personal note, I’m pastoring at my home church. They were in need of revitalization. I came into this so motivated and excited about helping the church. All those plans changed suddenly after only a few weeks on the job. That’s a loss.) 

Grieve.  We don’t grieve like the rest of the world, but we should grieve. Every loss deserves a grief period. Grieving has stages. And they are different for everyone. Some mornings you may wake up confused. Other days you may be angry. Still others you may have an incredible burst of energy and enthusiasm – and you’re not even sure why. All those can be natural. 

Exercise. I encourage maintaining health all the time for leaders. The busier and more stressed you are the more important it becomes. If you’re past few weeks are like mine then you’re in one of those seasons – and you need to be exercising. Regularly. Take time to get outside and walk. Find ways to do a workout indoors too. There are plenty of apps and resources online to keep you fit during this time.

Stay close to other pastors. I have found this especially helpful for me. This is not because misery deserves company, but another thing I say in leadership is “you can’t see what I see until you sit where I sit”. That’s so true in this scenario. That first day everyone was looking to me as to whether to take services online was one of the most stressful I’ve had in a while. Huge decision. Talking to other pastors through it helped. 

Protect your Sabbath. The Sabbath isn’t just a command for the church where you serve. It’s vital for you as well. Plus, if you have children at home you need to spend time with your children. And if you’re married with your spouse. They are likely struggling with isolation too. Pastor, you don’t have to work all the time. Your family needs you too. Protect what will definitely be there after this crisis. 

Find ways to laugh. I’ve had a few good belly laughs lately and thy have been so life-giving. Most of them were at my own expense making “bloopers” while trying to do a video. (I’m sure there’s a blooper video in the works by our creative team.) If needed, Google some clean comedy and take a mental break. A good Seinfeld episode often works for me too. 

Dream about the new future. Yes, it will look different. Again, it will have to be contextualized for your church. But God has made promises for His church and the gates of hell shall not prevail against it. This includes the coronavirus. We will get back to doing church again. 

What might that look like? This is where there are tremendous Kingdom-building ministries who serve the church and are thinking “for us” right now. I’m grateful for them. (I may do a separate post with some of these resources I’m following.) I’m thankful that we can concentrate on ministering to our churches while they help us think “what’s next”, but we should spend some time doing this too. We know our context like no one else does. 

Pastor, I say this humbly to you, but none of the future talk matters if you don’t protect your soul. We will need you to be strong after this crisis as much as we need you through it. I’m praying for you. Please let me know if I can help. Lastly, get professional help if needed. There’s no shame in that.

7 Barriers to Growth Every Leader Needs to Eliminate Today

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As a consultant and senior leader, I have had multiple opportunities to come into a church or organization, assess where things are, identify barriers to growth, and offer suggestions to address them. 

(This type thinking actually fuels me as a leader, so let me know if I can help you.) 

It might appear that change is a difficult process in helping an organization grow again. And certainly it is a difficult part. Change is always hard. But in my experience, often identifying the things that need to be changed most and when to change them is the harder decision. 

And there are several reasons why, even leaders who want change have a hard time determining what needs changing: 

  • Leaders tend to get comfortable with the way things are being done. 
  • Just like the people they lead, they become protective of the way things operate. 
  • After something is done a certain way long enough it’s hard to see how they are barriers stalling growth. They are just “normal”. 

Here are 7 common barriers I’ve seen that every leader needs to eliminate today: 

The lid of capacity. As leaders, we often set an unwritten limit to where people can go within the organization. The lines of authority sometimes dictate where ideas can originate or who is involved in strategic-thinking. Some of the best ideas are not even welcomed simply because there is not a clear avenue for them to be shared. 

This may need to be the subject of another post, but one example of how I have tried to address this lid is with what I call “focus groups”. Whenever we are stalled in an area of ministry, I like to invite different voices to brainstorm and develop new ideas. New people always bring new capacity. 

A culture of fear. When people are afraid of making a mistake they are less likely to take a risk. Leaders must create cultures where even failure is embraced as a tool for discovering new insights. 

One way I have attempted this is by calling new initiatives an “experiment”. Make it known up front we are trying something and we aren’t sure if it will work. 

The absence of hope. You don’t even try where things appear to be hopeless. In the darkest of days, the leader should provide hope that the future will be bright. 

In most every sermon message and every staff or church-wide meeting, I try to paint a picture of hope for people. The world is full of naysayers and doomsayers. We need to be agents of hope. 

The limitations of resources. Granted this takes creativity, especially when finances are stretched, but always hearing “we can’t afford that” or “we aren’t big enough to do that” is never motivating to a team. 

I wrote a post on innovative ways to develop people, as an example. One way I address this lid is by continually asking this question such as: What would we do if the life of this ministry depends on doing something new, but there were no resources to do so? With good leadership desperation can often lead to innovation. 

Burdensome bureaucracies. Structure is good. We need good managers and good guidelines to keep us legal and accountable. When structure begins to get in the way of progress it needs to change. 

This is probably one I challenge the most as a leader. Partly this is because I’m not a good rule-follower. Mostly it is because I have seen this one cause the most limitations to growth in established churches. 

The vision-less organization. Where are you going and why are you going there? People will work to achieve things they can understand the why and they believe in it.

The leader must continually be sharing the why behind the decisions being made. I try to do this every time I assign a task or make a request of someone on our team. 

(By the way, sharing the vision often forces the leader to ask hard questions too. Sometimes you end up realizing there’s not a good why. When that is the case, perhaps you don’t even need to do it. Now you have time to do something else.) 

Meaningless meetings. Most people have more to do than sit in a meeting that only happened because it appears regularly on a calendar. And when they are forced to do so it keeps them from doing more productive things. 

Get rid of meetings just to meet. One thing I try not to keep the same standing meeting schedules for too long. Being willing to review when we meet and why, at least on an annual basis, keeps things fresher, helps ensure the right people are in the room and makes meetings more effective. (This includes keeping me out of meetings where I’m simply not needed.) 

These are a few barriers I’ve observed and continually try to address in organizations where I lead. Again, I’d love to come help your team analyze and address some of these. Let me know if I can help. 

All Good Leaders Do 2 Things

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There are two things all good leaders do for their team. These are vital if you want to lead a healthy team.

They help their team say yes.

Good leaders give their team the freedom to dream. They empower the team to take their ministry in new directions. Risks are encouraged without fear of retribution if it doesn’t work.

Good leaders make sure they aren’t so distracted with mindless and burdensome tasks, so they can pursue the things which spark their interest. They help their team move swiftly when change is needed and encourage the team to be proactive rather than reactive. 

And when team members do things differently than the leader would, the leader looks to see if the vision is being attained. If it is, then the leader submits to the leadership of the team. 

They help their team say no.

The team can’t do everything. Neither can the leader. People are limited. Everyone is limited.

All of us can easily get distracted by seemingly good things and fail to do the best things. Good leaders give their team the authority to say no when the opportunity doesn’t align with the vision, they simply can’t complete it with all their other demands, or it is outside their ability to do it well.

And when there is backlash for the decision, good leaders defend their team. Every single time. 

(Granted, some team members will take advantage of this second one. They will always say no. In those cases, we handle the problem with that person individually. And we don’t use them as a reason to create unnecessary rules for everyone else.) 

Leader, does your team have freedom to say yes and no? What could you do to help them more?

5 Guarantees of Your First Year in Senior Leadership

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The way you begin a leadership position often determines the success you will have in it. 

That’s such a strong, but important word for new leaders to understand. Having begun new leadership positions many times in my career, I have learned the opening days always impact the effectiveness I have had as a leader. 

And, to top it off, there are things that will naturally happen in the first year of a new position. In fact, I can pretty much offer guarantees about your first year as a new senior leader. They have been true for me every time. 

Here are 5 Guarantees for Your First Year of Senior Leadership:

It won’t be all you thought it would be. 

There will be surprises. Things won’t be exactly as you were told by the people who recruited/hired you. That’s not always their fault. Most haven’t really sit in the position before. I like to say, “You can’t see what I see until you sit where I sit.” That’s true of those who brought you into the position. 

Plus, I have come to believe search committees, teams, boards, recruiters, etc. are better at “selling” the job than they are at pointing out the problems you will face. I’m not saying they are misleading (although some have been in my experience), but they have a position to fill. They paint things in the most positive way possible. It takes a while, but you’ll figure out what they didn’t share with you in the interview process. 

There will be quiet supporters and loud objectors. 

And everyone in between. I’ve learned that some of the people who support my leadership the most simply didn’t take the time to tell me until something happened and they felt the need to do so. But there will be people who have no problem letting you know what they don’t agree with. Some will even let you know with in ALL CAPS. (Those are the best – sarcastically speaking.) 

But most people are just waiting for good leadership. They will go whichever way the vision is well cast. My best advice is to find a few positive influencers and lead with their help and encouragement.

Some things will be harder to change than others. 

And it will take time to discover those things. Many times we enter a new position with newcomer enthusiasm. We have big ideas and the momentum is often present in the beginning to pursue them. Over time the real DNA of the organization that you didn’t understand becomes reality. There will be culturally unwritten rules you never knew and sacred cows, which get in the way of your ideas.

This doesn’t mean you can’t change these, but you will need to be aware of them and how to navigate through them. This always involves asking good questions and listening before you attempt change.

You’ll be misunderstood. 

People don’t yet know you. They may like you, because you’re new, but they don’t have a full grasp of how you’re wired, what you are most passionate about, the things that make you smile or your pet peeves. (And we all have some.)

If something is not clear to people, they will make up their own clarity. They will believe what they want to believe. This makes communication in the first year even more important. You have to continually help people discover how you think and what you are thinking. 

You’ll question yourself. 

I don’t know many senior leaders, especially in the early days of a leadership position, who don’t have occasions where they wonder if they have what it takes to do all they need or want to do. That’s perfectly normal. And if you don’t know this on the front end you’ll think something is wrong with you.

My guess is you wouldn’t have the position if you weren’t qualified. 

Make sure you have people who can speak into your life and remind you of your calling and your abilities. And, of course, as faith leaders we are ultimately to be reliant on God’s strength through us more than our own abilities. 

I could add a final one. You’ll need help. I have had so many transitions in my leadership career. I would love to offer my consulting/coaching services to help you transition and begin well in a new leadership position. Contact me for details and I’ll share more later on this new offering. 

7 Characteristics of Cowardly Leadership

By | Church, Church Planting, Church Revitalization, Leadership, Team Leadership | 2 Comments

You remember the cowardly lion from The Wizard of Oz, don’t you? He was supposed to be the king of the jungle, but he had no courage.

I’ve known some leaders like the cowardly lion. I’ve written in a previous post about courageous leadership. It seems a counter post is warranted. And if I’m completely transparent — at times that coward has been me.

Let’s face it. Leading others is hard. There is often loneliness to leadership. Leadership takes courage.

You have no doubt encountered cowardly leaders. Perhaps would even admit you’ve been one too.

Here are 7 characteristics of cowardly leadership:

Say what people want to hear. The might say, for example, “I’ll think about it” rather than “No” – even no is already the decided answer. I get it. It’s easier. But the ease is only temporary and only comes back to haunt you later.

These leaders are also notorious for saying one thing to one person and another to someone else. They want everyone to like them.

Avoids conflict. In every relationship there will be conflict. In fact, healthy conflict is a necessary part of keeping relationships strong. When the leader avoids conflict the entire organization avoids it. Hidden or ignored problems are never addressed.

Never willing to make the hard decisions. Leaders don’t have to be the smartest person in the room. They don’t even have to be the one with the most experience. Leaders do have to be able to make the decisions no one else is willing to make.

Pretends everything is okay – even when they are not. When everything is amazing nothing really is. Cowardly leaders gloss over the real problems in the organization. They refuse to address them either because they fear don’t know how or their pride gets in the way.

Bails on the team when things become difficult. I’ll have to admit this has been me. I’ve written about it before, but when I was in business, and things were difficult, it was easier to disappear than face the issues. The learning experience was once I checked-out or when I was disappearing so was my team.

Courageous leaders are on the frontline during the most difficult days, leading everyone through the storm.

Refuses to back up team members. No one wants to serve someone who will not protect them or have their back. People need to know if they make mistakes there is a leader who still support them and can help them do better the next time.

Caves in to criticism. Make any decision and a leader will receive criticism. Even if it is unfounded cowardly leaders fall apart when people complain. They take it personal or refuse to see any value in it. These leaders see every criticism as a threat against their leadership rather then another way to learn and grow.

What would you add to my list?

Let’s be leaders of courage. In fact, I believe courage might need to be in our definition of leadership.

Do you find it scary to be a leader sometimes? What’s the scariest time you face as a leader?

7 Courageous Leadership Traits

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There are many courageous leaders in our world today. Certainly coming to mind are the military and emergency personnel who serve faithfully everyday. I’m living again in a military town (I grew up here) and their willingness to go into harm’s way to protect us always inspires me.

In my experience, it takes courage to lead an organizational effectively too. And I see many courageous ministry leaders. For example, I admire those who lead organizations to thrive even during difficult times. I respect those who attempt church revitalization. And I appreciate those who take a risk to plant a church.

Every leader I know wants to be considered brave, strong and courageous. But what does it mean when we talk about courageous leadership?

I have a few thoughts.

Here are 7 traits of a courageous leader:

Doesn’t bail on the team when things get difficult. Courageous leaders remain steadfast when others are departing. They are willing to lead through the objections of change knowing they’ve been called to lead toward a better reality.

Not afraid to make big requests of others. They challenge people to stretch themselves personally. They aren’t afraid to encourage others outside their comfort zones. And they are willing to use their influence to help accomplish them.

Willing to take the first move into unproven territory. Courageous leaders are pursuing the unproven by willingly taking risks. They step into the unknown and are willing to challenge status quo and “the way it’s always been done.”

Even when the outcome is unclear, courage helps these leaders face obstacles others tend to avoid. Uncharted waters are the courageous leader’s playground.

Move forward by faith. These leaders aren’t running recklessly. They operate in faith. Faith leaders place their ultimate confidence in God and are willing to make an investment in hope.

Make hard decisions regarding people. Leaders with courage entrust others with genuine responsibilities. They are willing to take a chance on people, sometimes empowering others even before they completely prove themselves. Courageous leaders give second chances, often investing in people others are willing to dismiss.

But they are also willing to acknowledge when a team member is no longer a good fit for the team and, as graciously as possible, move forward without them. They never hold on to people to gain or retain popularity or for the sake of protecting a paycheck.

Implement needed changes. Change is never easy. It’s why most of us avoid it, but even when they are uncomfortable or not immediately popular, leaders with courage push forward to lead change with diligence. They challenge the status-quo with which others have grown contented.

To be clear, this does not mean courageous leaders run over people. That never works. There’s a difference in being courageous and being ruthless.

Protect the God-given vision. In the midst of criticism, hard seaons and setbacks, courageous leaders stay the course. They know God has called them to something bigger than today and they hold fast to His plans for their life and the people they lead.

I wish I always lived up to all of these. I commit to strive to do so. Who is with me?

Thanks to all the courageous leaders who are leading well! You are making a difference!

5 Ways To Deal With Insecurity as a Pastor

By | Church, Church Planting, Church Revitalization, Leadership | 2 Comments

This post developed after talking with a young pastor overwhelmed with the responsibility he’s been given. It was his first church out of seminary. His church expects a lot from him – leading the church, preaching great messages, visiting the sick (and the well), managing a budget, and seeing the baptistry consistently in use – just to name a few things.

He realizes the weight of his position, but much of it he doesn’t feel qualified to deliver. Seminary didn’t give him the training he needed. He accepted the position knowing there would be challenges and knew he would have to walk by faith, which he wanted to do – but now he’s wondering if he’s in over his head.

I realized he was dealing with a huge dose of insecurity. I previously wrote “7 Traits of an Insecure Leader“.

It caused me to ask myself, so I could coach him:

What’s the best way to deal with insecurity in leadership?

Here are 5 ways to deal with insecurity as a pastor or leader:

Avoid comparisons

Insecurity often develops when a person compares his or herself to another. Don’t try to be someone you’re not. Be yourself. Realize who God designed you to be is not a mistake. Obviously, someone believed in your abilities as a leader. You need to stop comparing and start living in your own skin.

And that goes for the church also. All the things that are working in another church may not work in yours. They might. And there might be principles that will work. Be open to learning from others. Of course you should want the church to grow. But your church is a unique body of believers.

Concentrate on your abilities

What are you good at doing? Make a list of your good qualities. You probably have more than you think you do. This is where people who know you well can probably help. They see things in you that you can’t see or haven’t realized.

In times of feeling insecure we often forget who we are and how God has shaped us through experiences of life. We would never tell a church member they aren’t gifted – why would we believe this about ourself? Keep your list handy. It will help you to feel more confident if you focus more on your positives than your negatives.

Surround yourself with people who complement your weaknesses

Part of having a healthy church or organization is the strength, which comes from different people. Don’t be afraid to ask for help. There are probably people who can do things you don’t feel comfortable doing. It’s not a sign of weakness to get others involved. It’s actually a sign of strength as a leader. (And it’s the more Biblical model of the church.)

By the way, I’ve learned over the years that some of the best leaders in the church aren’t volunteering. They have to be recruited. And sometimes you have to recruit them from outside the church. If you need someone to help with marketing, for example, don’t be afraid to find someone in the community and ask them if they are looking for a place to volunteer.

Keep learning

Seek wisdom from other leaders. Read books. Take additional classes. Attend conferences. Knowledge is power. The more you grow in information the more competent you will feel in your role. (By the way, when I feel overwhelmed or insecure, I read the stories like those of Gideon, Moses, Joseph, David, or Joshua repeatedly. Great encouragement.)

And I realize money is likely tight for these kind of things. Here’s a principle of leadership it might take you a while to learn. Investing in what’s next is hard when you’re small, but always a worthy investment. It fuels you and the church. The reward will come in time. Plus, there are inexpensive ways to develop yourself and your team. I wrote about that HERE and HERE.

Ultimately, find your identity in what’s really secure

You have a relationship with Christ. Read that sentence one more time. You can do all God calls you to do, because He will equip you for His call. God will strengthen you when you need strength most. His power is made perfect in your weakness.

This is a hard word, because it isn’t quickly implemented. This takes years of walking with God as a pastor and leader. But, if you are facing insecurity in leadership, you may have to simply get better at walking by faith. “He who calls you is faithful, who also will do it.” (1 Thessalonians 5:24)

Insecurity will weigh you down and hold you back as a pastor or leader. It will keep you from doing all you were called to do. Don’t let it!

5 Ways You Can Help In My Ministry Transition

By | Church, Church Planting, Church Revitalization, Leadership, Life Plan | No Comments

Today I officially begin working for myself. It’s not the first time I’ve stepped into an unknown (I actually think we are supposed to throughout our life), but it seems a bit more daunting in my mid-fifties. (And I realize I’ve got nothing on Abraham or Moses.) Still, I’m totally excited about the days ahead. 

Follow THIS LINK if you’re just now reading about this season of transition and want to read more of our story. Basically, we felt we had finished our work and were ready for something new. Plus we really want to be closer to family and community again. 

I have to be transparent, this is totally a self-serving post. I’m not sure I’ve ever done a post quite like this one, but I sat on it for several weeks. The fact is I’ve been asked frequently over the last couple months how people can assist me in this new transition Cheryl and I are entering. I love that I have a network of people through this blog, my ministry and our friends who want to support us and don’t take that lightly. 

I greatly appreciate the question, so I thought I’d share a few ideas. 

Here are 5 ways you can help: 

Pray. Timing is critical in all this, especially for the first quarter of 2020. December wasn’t the best time to enter something new. Most of my future “clients” were busy with Christmas preparations during the month and it was not the best time to sell a house. But this is the way the Lord worked in our life and His timing is always perfect. 

We need to sell our house in Dallas, find a place to live in the Nashville area, and I need to book enough work to pay the bills. It’s that simple.

Again, we have done this before and know God will provide. We have already seen incredible evidence of how He is already working. I have a long list of prospective opportunities, but need discernment in processing them. God’s timing is perfect, but we know He responds to the prayers of His people. Thanks in advance for your prayers. 

Engage with me on social media. As I always told our church, the power of social media is huge. It might seem like a little thing, but it’s actually not. In this new season it is going to be even more important that I have an active online presence. You could help me greatly if you would connect with me on LinkedIn, “like” my Facebook page and follow me on Twitter and Instagram. Signing up to receive this blog post by email will also help. 

Order my book The Mythical Leader. I have been amazed at the positive feedback I have received from this work. I was so engaged in my job as a pastor when it was released that I didn’t promote it as well as I should have. It would be great to get new traction on it now. And, if you’re so inclined, leave a nice (5 Star) review on Amazon.

I think I have more books in me and selling more of this one would be an encouragement. You can actually find my Amazon page here with a few other resources. I plan to add more soon. 

Hire or refer me. If you are leading in a church or organization and think I can help you, I would love to talk. I have experience in business, government, nonprofits and church – including church revitalization and planting.

I’m best when we are strategic-thinking, brainstorming, and creatively generating new ideas together. That could be helping to develop you and/or your team. I could even add capacity to your team as an “adjunct staff member”. 

You can also refer me to your church or organization. Someone asked, “If you could do anything, what would you do.” I think I would spend more time helping leaders, churches and organizations succeed. I prefer to be onsite when possible so we can use a whiteboard and dream and plan together.

If you know of somewhere I might be able to help, please pass my name along. (You can email me through this blog or contact me through any social media site.)

Send me your ideas. I’ve been amazed at the number of people who have taken the time to send a note of encouragement or offer some idea of a way I can help the Kingdom. That’s huge for me. Sometimes you can’t see the forest for the trees. I shared some ways in the announcement post, and I have a number of others, but I’m confident there are things I’ve simply not considered. 

I told you this was a self-serving post. Thanks for reading and, even more, thanks for being a friend to Cheryl and me during this season of transition. We couldn’t be more excited about the days ahead. God is faithful and we look forward to what He has for us in the days ahead. 

Blessings and Happy New Year,

Ron 

10 Questions for a Pastor’s Spouse to Ask a Prospective Church

By | Church, Church Planting, Church Revitalization | One Comment

I am frequently asked by pastors to help them process going to another church. They want to make the wisest decision and that involves asking the right questions. I always appreciate when a pastor is diligent in this process.

Although it should certainly be a “call”, I believe God often allows us latitude in discerning where we serve. And one right question may avoid a wrong decision.

I previously post 25 Questions the Prospective Pastor Should Ask the Church.

But what about the spouse? I equally believe they need to be asking questions. In fact, sometimes they can ask the “better” questions.

I gave this advice to a pastor recently and he asked what questions his wife should ask. I decided to share here what I suggested to him.

10 questions a pastor’s spouse can ask a prospective church:

  • What will family time be like for our family? Can I expect it to be protected/honored by the church?
  • Can you give any examples of what the church does to protect my family?
  • What expectations are specifically placed upon me in terms of serving in the church? What is my assumed role in pastoral care?
  • My passion is ________. Will I be able to fulfill this passion here under the current context and structure?
  • What was the role of the last couple of pastor spouses?
  • Within the culture of the church, what is it like in terms of treating the pastor’s spouse? Will I be subjected to criticism? What about church gossip?
  • Does the church encourage me in traveling with my spouse?
  • If I were to ask the last pastor the source of the greatest stress in serving here as pastor what would they say? How would the spouse answer?
  • How many weekends off a year should I expect/plan for our family?
  • If they could have, what was something the church would have changed about the last pastor’s spouse? What did they love? 

Any others you would add?