Posted in Leadership

Manziel or Manning Leadership In Church?

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Recently, our church has been in an unprecedented place. We have opportunities we’ve never had before. They’re God-given, but they’re also work – and in this particular instance, God didn’t really give us a heads-up so we could fully implement the work into our usual strategic plan. We’ve had to adapt, and use a different playbook than we’re used to. We’ve had to become like Johnny Manziel.

If you’re not familiar with Johnny Manziel (aka Johnny Football), he was a talented, get-it-done quarterback, known for his unorthodox playing style (and for winning the Heisman Trophy). Although he was undersized, he used his speed well, and was able to score touchdowns by breaking tradition with orthodox quarterbacking plays.

His playing didn’t always look pretty, but he got the touchdown.

Sometimes, your church staff will have to operate this way. You may have to break policies, or bypass typical channels of communication – for the sake of providing more people an opportunity to hear about Jesus.

This playing style isn’t as familiar for our church staff. Historically, our leadership has striven to see what’s coming next, and get prepared through prayer and intense planning. We set our direction, and then guide our volunteers, staff, and budget to achieve that direction. Our planning and mindset is more like quarterback Peyton Manning’s style. We want everyone to know their role in the game – and if by chance God calls us to change direction, we’ll call an audible, “Omaha!”

But this Summer, we’ve had to adjust our methodology. We’ve needed to embrace the atypical position we are in – because it has been obvious, it’s God-given. As a leader, I’ve needed to give permission for our staff to “Manziel it” for a season.

I admit, I’m not wired like Johnny Football. I’m wired more like Peyton Manning. I strive to do my best work in advance, by planning out a path of action, and even making some contingency plans. I do think God is honored by advanced work – but I also think He is honored when we change the way we play, in obedience to Him. When God’s Spirit moves, you follow… regardless of whether it was in your church’s playbook, or not.

It’s often when we’re out of our comfort zone that God is able to show us how powerful He is. As a leader, you need to be comfortable with this idea. For our staff, Manzieling it isn’t sustainable – but with God’s favor, for a season we’ve been asked score our touchdowns in a different way than we’re used to.

There’s a time for your church be like Peyton Manning, and there’s also a time to be like Johnny Manziel. Different styles and strategies, but the same ultimate goal. In the case of your church, and my own, the ultimate goal is that God would accomplish His work, regardless of our timing, planning, or abilities… and that each of our wins are His wins, Kingdom wins.

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When You're an Inadequate Leader

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There are some days you’ll feel like an inadequate leader. Some days, it’s just something you feel – and other days, it’s a reality.

In my library, I have just shy of 100 books on leadership. So, I know (or at least have read about) what it means to be an effective leader. I know what an effective leader looks like.

And I also know when I don’t measure up.

On days when you’re not as good of a leader as your job requires, responding to that well is, in fact, a leadership opportunity. So how does this play out?

In a recent work day, I acquiesced. I wasn’t trying to be a great leader anymore, but was simply trying to control the rate at which I was disappointing people. It was clear I couldn’t be all I needed to be for others, so I was trying to regulate the disappointment factor.

I’ve been doing the church-leader role for 18 years, and I know when the issues pressing me are beyond my ministry intelligence or my capacity as a leader. This happens enough that I’ve developed some responses for when I experience those situations.

When you’re not the leader everyone needs you to be or your job requires, consider the following:

  1. Take a deep breath. You’ll likely be better tomorrow.
  2. Vent to an appropriate person. (I don’t recommend venting on a blog, as I’m doing.)
  3. Call for help. Just because it’s beyond your capability doesn’t mean it’s beyond another’s.
  4. Look to Scripture. There are numerous leaders in the Bible who were overwhelmed, and yet God saw them through.
  5. Realize not everyone noticed your leadership shortfall.
  6. Realize most people will give you grace.
  7. Think gray – you don’t have to solve all your leadership issues in one day.
  8. Pray, and be reminded that your identity comes from God – not how well you perform your leadership tasks.
  9. Evaluate. If your shortcomings seem to be consistent in one area, determine what that is, and work on a self-development plan.
  10. Show up the next day, and strive to be the best you can.

 

 

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When A Leader Should Confront

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One of the most important decisions a leader makes is when to confront someone they lead.

Confrontation is not a bad word. From its Latin origin, it means to turn your face towards. (What is bad is to say confrontational things, in the form of an email or to a third person when you’re not “facing them.) Confronting is an inevitable part of leadership. It’s part of keeping your church on mission. It’s part of developing others.

I’ve written previously on “saying the last 2%” once you’re in a confrontational or developmental conversation. But regardless of whether you’re saying 98% or the last 2%, you first need to determine if you should say anything at all. In other words, is the issue even confront-worthy?

So before you send that email to schedule a meeting, or catch someone in the hallway and ask them to step in your office…

Count the Cost

Ken Sande, author of The Peace Maker reminds us…

“We need to make a conscious effort to count the costs of a conflict at the outset of a dispute and compare them to the benefits of quickly settling the matter (via over-looking).”

Proverbs 19:11 tells us that “it’s to one’s glory to overlook an offense.”

You need to perform a cost/benefit analysis. Here are some questions you can ask yourself, to determine if an issue is worth confronting:

  • Does this issue, unchecked, have the ability to cause harm to others or the church?
  • Will this issue get really annoying to you or others if repeated or perpetuated?
  • Is it sinful or anti-staff values?
  • Do you have a specific issue to address, or do you have a general dislike of this person or their attitude?
  • Was this a one-time offense, or is it likely to happen again?

These questions will help uncover your motives and ensure that your issue is in fact, an issue, and not simply a temporary annoyance.

Another way to ensure better confrontation is to think gray. That is, give the issue some space before setting up the confrontation. While I loathe the leadership methodology that waits for the annual review to unload all of someone’s short comings, waiting one to three days will help focus the confrontation.

One other thing that Ken Sande suggests:

“Ask the humanizing question. The humanizing question looks at an infraction and uses not only a situational view of the person who committed infraction, but also a dispositional view. When we feel we are wronged, we often ask, ‘What’s the matter with that person?’ instead of, ‘Why would a reasonable, rational, and decent person do that?’

Practical takeaways for everyday church leadership:

  • Before rushing to confront, count the cost
  • Perform a cost/benefit analysis
  • Pray for wisdom
  • Ask the humanizing question

 

 

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