Developing Kingdom Leaders – Tom Yeakley

Taking the Mystery out of Leadership

Archive for the tag “Leadership”

01 Feb 2021

When God Says “Sit”

 

Then Jesus went with them to a place called Gethsemane, and he said to his disciples, “Sit here, while I go over there and pray.”    Matthew 26:36  ESV  (emphasis added)

It’s the night before the crucifixion and Jesus is now taking the 11 (Judas had left them) into the Garden of Gethsemane to pray for an extended time.  Note that He separates the 11 into the three on His ‘executive team’ – Peter, James and John who go with Him a little farther into the garden and the eight who are left to sit and wait.  We know of the three who continually fell asleep and could not watch as Jesus struggled in prayer that night.  But let’s focus on the far side of the garden where the other eight were left.

It’s interesting to note that the Lord’s instruction was open ended.  That is, they were told to sit while He took the three with Him.  He let them know that He would not be far away – I’ll ‘go over there’ – that is, just separate enough from you all to have some privacy in prayer.  The implication was that they were to wait for His return from His exercise with the three.  They are not told what to do while He was gone, other than to ‘sit.’

How hard it is for Kingdom leaders when God says to us, ‘Sit down and wait.’  Leaders are people of action – always wanting to make something happen and never satisfied with the status quo.  We want to ‘get on with it’ and do something – anything other than ‘sit.’  We grow restless quickly, thinking we are wasting precious time or not being ‘productive’ for the Lord.  But it was at the word of Jesus, their Lord, that the eight were told to ‘sit.’  So… they sat down, ‘away from the action’ and waited for further instruction.

Has God told you to ‘sit down?’  Do you feel like you are on the siding watching the trains of life pass you by?  Are you wondering if or when God will invite you back ‘into the game?’  He has good purposes for you and as part of that plan, He is now asking you to sit down.  So, you may grumble or fight against it, thinking how unfair God is or how you are not being utilized as you desire.  Or you can willingly obey His instruction and trust Him that when the time is right, you will be invited to once again get going.

Then he came to the disciples and said to them, “Sleep and take your rest later on. See, the hour is at hand, and the Son of Man is betrayed into the hands of sinners.  Rise, let us be going...”   Matthew 26:45-46  ESV  (emphasis added)

How’s your attitude? 

 

Posted in #2 BE - Who a Leader Is and tagged , , , , , ,
25 Jan 2021

Making Wise Personnel Decisions – 4

As you lead, personnel decisions will be the most time-consuming and challenging to make.  Most will be some shade of gray – not black and white and obvious. Below are some final thoughts related to making wise personnel decisions.

How do you fire someone?

For some Kingdom leaders it may come as a surprise that part of your job is not just to hire great people, but also to fire (out-place) some.  Ugghhh!  No leader likes to fire others.  It can be a stomach-turning experience. But, there are times when it is the best thing to do for the person and for the mission. 

In today’s litigious society, it is very wise to get counsel involved in any firing process. Experts in HR and labor laws should be in your circle of counsel. And make sure these resource people are in on any conversation early in the process.  These advisors know the legal ‘landmines’ to avoid when firing someone and other consequences that may result like severance packages, unemployment obligations, how to communicate the termination to staff and the public, etc. 

In particular, it is very important to document the process involved when terminating an employee (have a paper trail). Keep records of job descriptions, annual reviews, conversations had regarding work performance, emails, etc.  It should not be a surprise to the person being fired when they are asked to resign. 

After termination, questions may arise when we are asked by someone’s new, potential employer when they are doing a background check. What to say – legally and ethically should be examined. Or, after terminating an employee, we may find out that they are now serving in a different ministry that did not contact us or do a background check with us as to their employment history. Depending upon the reason for termination, we may have ethical choices to make on whether to talk to their new employer as to their history with us.

Terminating someone’s employment – whether it be for a sin issue (i.e. moral failure) or lack of doing what was agreed to or expected for the job – must be well-thought through.  What is communicated to team members, ministry members, financial donors and the general public needs to be examined by multiple parties.  There are certain legal issues that may constrain what can and cannot be said to these various audiences.  Don’t just “wing it!”

Don’t expect agreement on personnel decisions.  These are judgment calls and there are good reasons on all sides of any decision.  Ask the Holy Spirit’s help in these decisions and trust Him to lead you. 

And finally, remember – some personnel decisions may look bad in the short term, but long term are seen as wise.  Wisdom is known by its children!  Luke 7:35

Posted in #1 KNOW- How a Leader Thinks, #3 DO - What a Leader Does and tagged , , , , , , ,
18 Jan 2021
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Making Wise Personnel Decisions – 3

We continue our discussion on making wise personnel decisions as Kingdom leaders. Today’s topic is one where we definitely need wisdom from above – James 1:5.

Discerning between care or development needs versus too costly a use of limited resources 

  1. When we use the term ‘too costly,’ what does this mean?  If a staff needs professional counseling, for example, who pays for the counseling and for how long?  What type of outcomes/change are we expecting from this counseling that will determine whether they stay or leave?  Define the process, responsibilities and outcomes before you start the process!
  2. Do we send/allow staff to pursue advanced degrees (i.e. leadership, counseling, seminary degrees) as part of their personal development? There are legal implications, labor laws that apply here – especially when using donor funds (untaxed, organizational funds) to pay for degrees that are not relevant to current roles and may prepare them for different jobs.  Know the law before you give permission on this!
  3. When a staff or employee fails to fulfill their responsibilities, we would hope that there will be change/improvement given more time and good supervision. We are sometimes tempted to think that changing the environment (i.e. job or supervisor) will bring improvement, but, in my experience, this rarely helps.
  4. We want to help people succeed by resourcing them well.  Jesus said, “A man planted a fig tree in his garden and came again and again to see if there was any fruit on it, but he was always disappointed. Finally, he said to his gardener, ‘I’ve waited three years, and there hasn’t been a single fig! Cut it down. It’s just taking up space in the garden. The gardener answered, ‘Sir, give it one more chance. Leave it another year, and I’ll give it special attention and plenty of fertilizer. If we get figs next year, fine. If not, then you can cut it down.’”   Luke 13:6-9  NLT
  5. Note the attempt to bring fruitfulness to the barren tree within a specific time frame.  Three years of patiently expecting results were now coupled with an additional year given for change with added attention and ‘fertilizer’ from the gardener.  But, there were limits. If there is not the expected change after the additional year of help, then the gardener is to ‘cut it down.’
  6. What to do when a leader violates trust – for example, demonstrates a moral failure? There is no ‘formula’ for this situation.  We must be wise and visit this on a case-by-case basis. Restoration of the fallen or wounded is our primary goal and we would want to have a strong bias towards this. We don’t want to ‘shoot our wounded.’  When a leader sins, we can and should seek to restore them to fellowship with their appropriate repentance and time for healing.  But the question arises on whether we should restore them to leadership once a trust is broken?  Prudence and wisdom would seem to guide us to evaluate the heart and actions of the individual as well as the nature of trust that was broken.  As in all complex personnel issues, the answer ‘ it depends’ means we need the guidance of the Spirit to discern our course of action.
  7. How do we act in love to those leaders who have broken trust? It is not necessarily loving to ‘forgive and forget.’  Certainly there will be a ‘disciplining’ of those who have broken trust.  The Lord does discipline those He loves (Hebrews 12:1-13).  But His discipline is not unending and it does yield change – the ‘fruit of righteousness.’
  8. We can expect a difference of opinions on what to do. Those with mercy and compassion gifts may not want to fire or lose someone from the team or mission.  They may tend to think that with the right care, given more time and help we will see lasting change and the person be recovered.  A different view from those with more prophetic, exhortation or leadership gifts may emphasize mission over person and not want to risk entrusting leadership authority and responsibility to someone who has previously proven unfaithful.  These are always difficult decisions.
  9. A general principle here is Luke 6:31 – “And as you wish that others would do to you, do so to them.”  The Golden Rule of Leadership is – Lead others the way you would want to be led.
Posted in #1 KNOW- How a Leader Thinks, #3 DO - What a Leader Does and tagged , , , , , , , , ,
11 Jan 2021

Making Wise Personnel Decisions – 2

For Kingdom leaders, personnel decisions can be the most time-consuming and challenging of all the decisions you make.  The complexity of these decisions is due to the many considerations involved:  What’s best for the strategic mission? or What’s best for the person / their family?

Below are some guiding principles and ideas on how to make wise personnel placement decisions.

Staffing Change / Placement / Move decisions 

  1. Kingdom leaders lead in the midst of a tension.  At times we have competing values between a staff person’s needs and desires vs the mission’s (God-given task) needs and desires.  We do value both the individual staff person and an awareness of our stewardship of the mission God has asked us to carry out.  In staffing and placement decisions these tensions can be very real and seem unsolvable so that both are addressed.
  2. A guiding principle to help us in this dilemma would be – we want to have a bias towards the person and their needs (not necessarily their desires), knowing that the Lord will provide all the resources needed to accomplish anything He asks us to do.
  3. We must acknowledge that in some situations it may be more strategic to stay a longer time in one location, rather than move.  Role changes and physical moves are made in light of fulfilling our strategic mission.
  4. When making staffing decisions, there are some issues that we must be very considerate about – personal health needs, children’s development and education, extended family concerns (i.e. caring for aging parents), financial budgets (city budgets vs rural budgets), personal ‘fit’ for the new assignment, etc.
  5. But, while we do consider the above, we must not shrink back from asking for sacrifice or going against one’s personal desires.  Sacrifice is the lifestyle of a follower of Jesus and certainly a part of laboring for Him.  In Mark 10:29-30 the Lord speaks of reward for those who leave behind (sacrifice) family relationships, homes and vocations (fields) for His sake and the gospel.  We are all called to labor for Christ, not ‘vacation’ for Christ!
  6. If one is asked to make a strategic job change or physical move for the sake of contributing to the advancement of the gospel and helping fulfill our God-given mission, there may be reasons for not accepting the invitation.  These reasons must be more than, “I just don’t want to move or do this.”  Or, “I don’t sense that this is best.”  Just as the reason for suggesting the change should be more than, “You’ve been there a long time and need a new challenge.”
  7. If there are sound reasons for saying ‘no’ and we decide to withdraw an invitation, we must not hesitate to return and make a different ask at some time in the future.  We will want to discern if it truly was a wrong ‘fit’ issue or just a personal desire not to change or move.  World-changing mission will require sacrifice, change and mobility to advance the gospel among the lost.

And he said to them, “Truly, I say to you, there is no one who has left house or wife or brothers or parents or children, for the sake of the kingdom of God, who will not receive many times more in this time, and in the age to come eternal life.”    Luke 18:29-30  ESV

I appeal to you therefore, brothers, by the mercies of God, to present your bodies as a living sacrifice, holy and acceptable to God, which is your spiritual worship.    Romans 12:1  ESV

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04 Jan 2021

Making Wise Personnel Decisions -1

For Kingdom leaders, personnel decisions can be the most time-consuming and challenging of all the decisions you make.  The complexity of these decisions is due to the many considerations involved:  What’s best for the strategic mission?, What’s best for the person / their family?, What’s the best timing for this decision?, What are the short-term and long-term implications for both the person and the mission?, etc.  It may seem like you never have all the information you want or need when you have to make the final decision.

Below are some guiding principles and ideas on how to make wise personnel hiring decisions.

Keys for hiring the right people 

  1. Know, believe and be convinced that the Lord will provide all the resources you need to accomplish all that He is asking you to do – including any personnel needs that you may have.
  2. Have a clearly defined role – job description that you are seeking to fill.  Even for entry level positions it will help in recruiting if you have a well-thought through job description (in writing) that you can show to potential candidates with details of their responsibilities and opportunities / benefits.
  3. For Kingdom leaders, our recruiting must include the candidate’s personal calling and the  alignment of their calling to our ministry – mission.  Because of the nature of Kingdom work and the sacrifices asked (i.e. a pay scale often not commensurate with marketplace pay), we want to recruit and hire those who the Lord is calling to join us. This is not just a job that people are being asked to do.  Rather, it is a God-given mission and we are asking people to ‘leave their nets’ and join us in its fulfillment.  It will cost them much to engage with us, but Jesus promises to provide for those who serve Him.  Mark 10:29-30
  4. If they join us just to meet a need, because of the adventure of mission, to co-labor with their friends or some other reason than being called by God, they will soon find reasons to doubt their acceptance of the role.  The costs they will be asked to pay or future challenging and difficult experiences (failures) they may experience will quickly lead to second-guessing their decision to join with us.  This coupled with the enemy sowing seeds of doubt in their hearts and minds will lead them to quit.
  5. Having a clear sense of God’s calling will help us persevere in the difficult times, knowing that the Lord has led us here and He will never forsake us or abandon us.  Rather, He will strengthen us and see us through as we take refuge in Him.

Fear not, for I am with you; be not dismayed, for I am your God; I will strengthen you, I will help you, I will uphold you with my righteous right hand.   Isaiah 41:10  ESV

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28 Dec 2020

Year End Reflection

What a year 2020 has been!!!!  As we end one and begin a new calendar year, it’s good to pause and reflect upon what was and what we hope will be.  It is through reflection that we can gain perspective and see more clearly the overarching, God-orchestrated, macro movements of our lives.

Leaders are often too busy to stop and reflect.  We always have more things to do and people to see.  We take one item off of the do-list and add three more!  Who has time to stop and think?

Today…..now is the time to stop and reflect upon who you are becoming and what you are doing!  Your personal diary, journal or devotional notebook can be of great help to you as you look back and observe themes or topics the Lord has been addressing in you.  Here are some questions to get you started in this reflection time.

Are you satisfied with your own personal spiritual walk and growth?  More importantly, is Jesus pleased with your pursuit of Him?  How’s your current pace of life?  Is it sustainable long-term?  Do you have a margin in your schedule?  Are you living and leading from an overflow?  How’s your family doing?  Are you paying the price to experience the marriage you committed to on your wedding day?  Are you investing deeply in your children and grandchildren, knowing that the years for significant influence are rapidly passing you by?

What fears are you trying to ignore related to your leadership?  Are you leading with faith and courage?  Are you more concerned about your reputation or God’s glory?  Is the vision of where you are leading to focused or foggy?  Do you have a team that is unified and empowered around a shared vision?  Are you making progress in the God-given mission that you intended to accomplish?

These and many more questions are helpful for taking stock of where you are today and where you intend to be/go tomorrow.  Use this season for reflection and refocus as you start a new year full of new hope and new beginnings.

Therefore, since we are surrounded by such a great cloud of witnesses, let us throw off everything that hinders and the sin that so easily entangles. And let us run with perseverance the race marked out for us, fixing our eyes on Jesus, the pioneer and perfecter of faith. For the joy set before him he endured the cross, scorning its shame, and sat down at the right hand of the throne of God.    Hebrews 12:1-2  NIV

HAPPY NEW YEAR!

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21 Dec 2020

Silent Night

Until the Middle Ages there was no congregational singing in Christian churches.  Trained choirs sang chants and monotonous songs.  After the Christmas services, the church members would often gather in the streets to sing songs about the birth of Jesus, called ‘carola.’  Martin Luther introduced congregational singing to the churches during the Protestant Reformation and the singing of Christmas carols became part of our Christmas celebrations as we remember the birth of our Savior.

“Silent Night” is the most popular Christmas carol.  This beloved carol was first written and sung on Christmas Eve in Obendorf, Austria in 1818.  Joseph Mohr was a young priest who had written the words to the hymn two years previously, but now refined it as he walked in the snow, house-to-house, inviting his church members to the worship service that evening.

Returning to his church, the priest asked the church organist, Franz Gruber, to put a melody to the lyrics he had composed.  The organist did so, but reminded the priest that the church organ was broken and not functioning.  They would have to use different accompaniment that night instead of the usual organ.  Thus, Silent Night, was sung for the first time at the Christmas Eve service that evening, but it was sung to guitar as Gruber led the congregation in worship!

From this small and seemingly insignificant beginning in an obscure village in Austria the carol, Silent Night, has moved around the world and passed from generation to generation as our most beloved Christmas carol.

Don’t despise small beginnings!

While they were there, the time came for the baby to be born, and she gave birth to her firstborn, a son. She wrapped him in cloths and placed him in a manger, because there was no guest room available for them.  And there were shepherds living out in the fields nearby, keeping watch over their flocks at night.  An angel of the Lord appeared to them, and the glory of the Lord shone around them, and they were terrified.  But the angel said to them, “Do not be afraid. I bring you good news that will cause great joy for all the people.  Today in the town of David a Savior has been born to you; he is the Messiah, the Lord.    Luke 2:6-11  NIV

Merry Christmas!!!!

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14 Dec 2020

Calling in an Expert

And Moses said to Hobab the son of Reuel the Midianite, Moses’ father-in-law, “We are setting out for the place of which the LORD said, ‘I will give it to you.’ Come with us, and we will do good to you, for the LORD has promised good to Israel.” But he said to him, “I will not go. I will depart to my own land and to my kindred.” And he said, “Please do not leave us, for you know where we should camp in the wilderness, and you will serve as eyes for us. And if you do go with us, whatever good the LORD will do to us, the same will we do to you.”     Numbers 10:29-32  ESV

Israel had been in the Sinai for two years since the Exodus and now the cloud lifted from the Tabernacle and they were to begin their pilgrimage.  The Lord had told them that this journey would last for 40 years – until the generation that did not believe and obey His promises had died.

It’s interesting that though the Lord was guiding Israel with a cloud by day and a pillar of fire by night, Moses still sought the help and advice of a local expert who knew the environment.  The cloud would give them the general direction to move, but the large number of people had to choose a place to camp.  It was in this selection of a camping spot that Moses sought the help of a local expert – Hobab – for he knew ‘where we should camp in the wilderness.’

Kingdom leaders are certainly led by God through the Holy Spirit in their decisions, just as Moses and Israel were led by the Lord in their desert journey.  But a wise leader knows that there are situations when the counsel and help of an expert can be of great assistance.

Moses recruited Hobab to join with them in the journey.  He promised him reward for his service – the same reward that all would share together.  It seems that Hobab was a brother-in-law to Moses who he had come to know and trust during his forty years of working for Jethro (also known as Reuel – see Exodus 2:18).  Though Moses had forty years of desert experience, he recognized that Hobab knew much more about desert living than he and thus the request for help.

Wise Kingdom leaders know when to ask for outside expertise for supporting their leadership.  This takes humility and teachability to acknowledge we do not have all the answers.  Ask for help when you need it!

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30 Nov 2020
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Age and Contribution

“Take a census of the sons of Gershon also, by their fathers’ houses and by their clans. From thirty years old up to fifty years old, you shall list them, all who can come to do duty, to do service in the tent of meeting. …  All the service of the sons of the Gershonites shall be at the command of Aaron and his sons, in all that they are to carry and in all that they have to do. And you shall assign to their charge all that they are to carry.”   Numbers 4:23-24; 27  ESV

And the LORD spoke to Moses, saying, “This applies to the Levites: from twenty-five years old and upward they shall come to do duty in the service of the tent of meeting. And from the age of fifty years they shall withdraw from the duty of the service and serve no more. They minister to their brothers in the tent of meeting by keeping guard, but they shall do no service. Thus shall you do to the Levites in assigning their duties.”   Number 8:23-26  ESV

The Lord set age boundaries when serving.  During the forty years in the desert after the Exodus, those who carried the parts of the Tabernacle we to be from 30 to 50 years of age.  Physical strength was necessary and maturity to handle these pieces carefully were requirements and thus, thirty years old was the minimum age allowed.  The rest of the Levites who were to serve in the Tabernacle, could begin as early as 25 years of age.

Whether serving in the Tabernacle or carrying it through the desert, both tasks were age limited to 50 years old.  Upon reaching that age, Levites were to “withdraw from the duty of the service and serve no more.”  The older Levites moved from direct ministry in the Tabernacle to an indirect role of serving others by ‘keeping guard.’

It would seem that a pattern of ministry is that direct ministry is primarily a young person’s responsibility.  But with increasing age and experience, older servants move into more indirect roles, thus making room for younger leaders to emerge.  Note that the older Levites did not ‘retire,’ they just assumed less intense ministry roles.

These guidelines for Levitical service in the Tabernacle should cause us to pause and think carefully about our own ministry contributions and those whom we lead.  Are you thinking about your succession plan?  Are you looking to transition into a more indirect role of service?

It is good for a man that he bear the yoke in his youth.    Lamentations 3:27  ESV

Posted in #1 KNOW- How a Leader Thinks, #3 DO - What a Leader Does and tagged , , , , , , , , ,
09 Nov 2020

Kingdom Leaders are Recruiters

Passing alongside the Sea of Galilee, he saw Simon and Andrew the brother of Simon casting a net into the sea, for they were fishermen. And Jesus said to them, “Follow me, and I will make you become fishers of men.” And immediately they left their nets and followed him. And going on a little farther, he saw James the son of Zebedee and John his brother, who were in their boat mending the nets. And immediately he called them, and they left their father Zebedee in the boat with the hired servants and followed him.    Mark 1:16-20 ESV

Jesus was regularly extending invitations to others to join with Him in His mission.  Some, like the two sets of brothers, said ‘yes,’ but others refused (see Mark 10:21-22).  He did not coerce, beg, or cajole.  He simply invited them to come with Him and engage in the greatest enterprise the world has ever known.

As Kingdom leaders we too are constantly inviting others to join with us in our God-given mission.  It main mean we ask them to ‘lay down their nets’ and join us vocationally.  It may also mean that we ask them to invest their money in our work.  It will most certainly mean that we recruit their intercession for us when they pray, bringing us before the throne of grace and fighting with us against our unseen foe.

Dr. Bobby Clinton says this about recruiting, “Effective leaders view leadership selection and development as a priority function in their ministry.  As they recruit they will be drawn to those who have embryonic qualities and traits like their own. They see in their recruits their own potential of years before. Here is [John] Maxwell’s context around the quote.

“Effective leaders are always on the lookout for good people. I think each of us carries around a mental list of what kind of people we would like to have in our organization.  Now, what will determine whether the people you want are the people you get, whether they will possess the qualities you desire? You may be surprised by the answer. Believe it or not, who you get is not determined by what you want. It’s determined by who you are.  In most situations, you draw people to you who possess the same qualities you do. That’s the Law of Magnetism: Who you are is who you attract.”

“So we as leaders have even more reason to work on our ‘beingness.’ Recruitment depends on our ‘beingness.’ Don’t forget, ministry flows out of being-even the ongoing business of challenging others into the battle.”

Don’t shrink back or be bashful about inviting others to join you in the greatest adventure the world has ever known!  Remember, “Like attracts like!”

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