jameyjohnson.org

Change

Bruce Barton says, "When your through changing, your through."  Isn't it true though, that not every leader embraces change? The leadership myth is that, all leader in an organization embrace change. Church leaders/boards can talk about change, but not all people really have a willingness to adopt to a changing culture in a corresponding church context. 

Leaders have to do more than TALK about change, they must be willing to RISK, and take the action steps that would infuse real change.  Healthy and productive (church) teams/organizations have the willingness to adopt to a changing culture in a corresponding church context.

Here are 4 questions leaders must ask themselves:

1. Are you aware of the changes going on around you? 
2. Are you willing to change?
3. Are your ministries changing to correspond with the changes in society?
4. Does your staff configuration reflect a changing ministry landscape?

What other questions would you add?

The Bad Habits of Highly Ineffective Churches

I've been reading a book by George Barna, its called, The Habits of Highly Effective Churches.  The question that Barna poses is, What is EFFECTIVE ministry?  Great question! 

Barna describes effectiveness when lives are transformed such that people are constantly enabled to become more Christ-like.  So heres the deal: an effective church partners with the Holy Spirit to create environments that help foster significant and continual changes in how people live. 

Barna says, "When your church is able to consistently facilitate a personal metamorphosis among its people, then it is operating in the realm of effectiveness...If being highly effective is defined in this way then the American Church has a serious problem...research suggests that only 10-15 percent of the Protestant churches in our nation today can be deemed highly effective." 

HARMFUL CHURCH HABITS:

• Printing the Bible verse used in a sermon,in the service bulletin or projecting them on a large screen - this has encouraged people to stop carrying their Bibles to Church and ultimately from using them through the week.
• Conducting an "every holiday" outreach - enough said.
• Maintaining a rigid order to servicein the weekend events - there is value to stability and consistency, but the predictability of the service has created disenchantment among many, especially GEN X.
• Expecting the pastor to do everything.
• Requiring the pastor to be the chief fundrasier.
• Developing an information-laden website - people are looking for interactive sites.
• Assuming that community is fostered in a handshake.
• Maintaining church classes or programs because of internal politics or history - church leaders can value tradition over effectiveness. 

"To avoid crating bad habits in ministry--and frankly, more churches have a number of unfortunate bad habits--we must be very conscious of What we do, when we do it, why we do it and the outcome of those actions."- George Barna

This sucks!

Broken sunglasses, I've had these pair for 2 stinkin' years.  These were my favorite pair and I put them in my book bag (aka. MAN BAG)...SUCKS!

Resolving conflict

Resolving conflict can be one of the toughest tasks of a leader.  How do you resolve conflict on your team, or in your organization?  Here are 5 simple steps to help leaders when they attempt to resolve conflict with a teammate, co-worker, or employee..

1. State the issue  (for example, "Jon, your late for staff meetings."
2. Declare the problem (for example, "Your setting a terrible example for others on the team.")
3. Declare the expectations (for example, "I need you to be on time.")
4. Seek the solution (Put the responsibility on the person with the issue to find the solution).
5. Monitor solutions (Follow through on your expectations).

A Leader's Toughest Tasks

There are many tough tasks that a leader has to take on in the organization in which they lead.  However, according to John Maxwell, these the 4 toughest tasks of a leader:

1. Developing leaders in your organzation.
2. Creating postive change within your organization.
3. Rsolving conflict.
4. Making tough calls.

Question:  What has been your toughest leadership challenge? 

Happy Birthday Edwinna!

 We celebrated my wife's birthday over the weekend (yes, we give each other 2 days of celebration time).  We had a great time!  Here is what we did:

Saturday, August 30th

• Went to the Original Pancake House (great banana pancakes).
• Visited the Minnesota Zoo
• Help my wife pick out her gifts at the Mall of America (went to at least a zillion women's clothing stores).
• Picked up a BBQ pizza at The Italian Pie Shoppe, and watched season 2 of Desperate Housewives.

Sunday, August 31st

• Had lunch at Big Bowl w/ family and friends.
• Ice Cream at Dairy Queen.
• Finished watching season 2 of Desperate Housewives together.

Is your teammate committed?

No, I don't mean committed to the FUNNY FARM...although we all worked with a few looney tunes before.  It is been said that, "commitment is the cornerstone of teamwork."  Have you ever wondered where the commitment level was at with those you work with on your team?  Commitment is a word that gets tossed around loosely by many of us in leadership.  However, I wonder how many leaders really contemplate where the commitment level is at with those on our team.  The questions to ask then is, What are the indicators of commitment?

Here are 3 indicators that commitment is there...

1. Investment - Does the individual have buy-in to you as a leader, and the vision you possess?  Are they investing there life into the process of living out the mission of the organization.
2. Consistency - Does the individual possess a "let's get after it"type of attitude?  Do they possess a sense of urgency of what we are trying to accomplish?
3. Passion - Do they have a passion in their life for this thing we are trying to accomplish?

Contributing team members?

One of the most difficult tasks as a leader is evaluating the level of contribution of your team.  Here are five questions  that might help you (3 questions dealing with action--2 dealing with attitude):

1. How is the church (business) better because the staff member is on the team?
2. Has the mission been advanced because the staff member is on the team?
3. How many volunteers are under their area of responsibility--are they building their team?
4. Does the staff member go the second mile with their area of responsibilities without being told?
5. Does the staff member take initiative to help other staff members on the team?

 

Leadership Reality

Max Dupree said, "The first responsibility of a leader is to define reality."  Communicating reality is MUST for effective leadership...don't you think?  When leaders fail to communicate honestly where the organization is at, and where the organization is going, de-motivating factors are not far behind.  I have seen leaders look reality in the eye and deny it!   Leaders must not negate the responsibility of grappling with reality within their organization.

For example, you would not get on a plane and not know where you are going, but church leaders do it all the time.  It would be wise for leaders to continually ask "vision-reality" questions such as:

• Where are we going?
• What are we trying to accomplish?
• What will our destination look like?
• How long should it take to get there?

Dude's a throw-back from the 60's

 This young dude's name is Elijah Knox, and he is the shorty of our children's pastor...and he is a reeeeeeeeeaaaaaaaaaaal postmodern homie!