When budgets are stretched, development often is pushed to the back burner or cut altogether from the budget. This is dangerous for a team that wishes to remain healthy and continue growing. If a team is not learning and improving, it will soon struggle to maintain any level of success. It’s important to find ways to develop even during times with stressed budgets.

Here are 10 inexpensive, or less expensive, ways to offer development to a team:

Bring in a leader – It may be cheaper to bring the expert to you than it is to attend a conference. Find someone from whom your team can learn and pay his or her expenses to visit the team.

Send a representative – You may have to draw names to decide who, but pay for one person to attend a conference with a catch, that they have to bring information back to share with the team.

Read a book together – The number of leadership books easily outnumber the months a team will be together. Find some good ones, read and digest them as a team.

Use local resources – Most likely, there are businesses or universities in your community that have development offices or procedures to develop people, with people already skilled who can inexpensively invest in your team.

Online or teleconference - Technology allows for some great online conferences. Gather the team around a computer and learn without leaving the office. Additionally, if you have a telephone, you have the makings of a great way to connect with other leaders. Arrange for a joint call with one and let the team ask questions and then process the interview together.

Pool Resources – Join forces with another church to accomplish any of these ideas. Learn from each other. Swap resposnibilities to lead a development activity. Share the costs of bringing in a speaker and do a combined mini-conference of your own.

Visit other churches – Allow the team to visit other churches in the area, either individually or as a group. It is a great way to develop new ideas and improve upon what you are doing as you see what others are doing firsthand. Be sure everyone goes expecting to bring something back to the team they have learned.

Learn from each other - Chances are good that everyone on your team has something to offer that can make the team better. Take turns sharing with each other something you already know or are learning.

Scavenger hunt – Assign each team member to find the best development idea and share it with the rest of the team. Whether online, in a book or through networking, seek out new ideas and improvements you can learn from one another and share it with the team. The process of sharing the idea discovered will prove to be development.

Trial and Error - The best development may be putting systems in place that allow the team to take risks, but then evaluate the success or failure in an effort to learn from them and grow. Teams should be doing this anyway, but teams often fail to intentionally learn from the process of doing normal work.

Development isn’t cheap, but it’s a necessary part of continuing to be a healthy and growing team.

Make this post better. Think development with me. What low cost ideas do you have to offer development to a team?

For a similar thought, read 10 Random Ideas to Encourage Innovation.

I think there is value in unstructured growth. (I wrote about that HERE) As the organization grows, additions in structure have to be added. We are currently experiencing that at Grace Community Church. (I’ve written more about it HERE.) Adding structure, however, can be a painful and disruptive process if not handled carefully.

Here are 5 thoughts I have about adding structure to an existing organization:

The change should make sense with the organizational make-up and DNA - We have to be careful altering something in a way that disrupts the fiber, core, or root foundation of the organization.

The structure added should not impede progress - Structure should further enable the completion of the vision, not detract from it.

It should accommodate or encourage continued growth – Structure should not curtail growth. It’s purpose should be to help the organization continue to grow.

Hit the center of acceptance – Not everyone will agree with any change, but if the structure is universally opposed then it may need to be considered more closely before being implemented. (Read about how different our staff is HERE.)

Make sure everyone understands the why - People are more likely to accept structure when they can identify the value to them and their area of responsibility, but at least the value to the overall organization.

Have you ever had to add structure to an existing organization?

How did you do it?

What would you add to my list?

Today I want your opinion. Some may know that Facebook limits profile pages to a maximum of 5,000 followers. I never set out to exceed this number, nor did I anticipate doing so, but I’ve learned it’s part of having an online presence. I have known for some time that I would have to make some decisions as I get closer to the 5,000 number and so I’ve already starting being more selective in who I accept as a friend. (You can currently find me on Facebook HERE.) That creates a problem for me, because I sometimes don’t know when it’s someone who is simply following a bunch of people, or someone who knows me.  They could be newer people to our church who I’ve not gotten to know personally yet, people who follow my blog, or followers on Twitter.

Recently Facebook has made it easier to switch from a profile page to simply a Facebook page. It doesn’t look much different to people, you still have the same basic options, but instead of requesting a friendship, people simply “like” the page. Some people then set up a separate Facebook profile page for those they truly know and interact with on a regular basis.  You can read more about it HERE or HERE.  You can see an example of it HERE with my friend Michael Hyatt, who recently made this switch. He’s over the 5,000 limit, and knowing Mike personally, I can assure you he’s not on an ego trip. He’s an intentional online investor in people.

Still, I’m mixed on my response to this opportunity. On one hand, it keeps me from refusing people who may want to follow my content, but on the other hand, it seems weird asking people to “like” my page. If you think my online presence is an ego-trip for me…well…you don’t know my heart, but I want to be accountable in this area of my life also. I see it as part of my current ministry to invest in people online (I’ve been doing that since 1996), but I also never want to come across as trying to be a celebrity, and I realize this switch only fuels that perception. So, I’m torn.

That’s where you can help. Here’s the Friday discussion: WHAT DO YOU THINK?

Should I leave things as they are and just stop taking new friends when I reach 5,000 followers?

OR

Should I take advantage of a Facebook option to switch to the other version of Facebook?

Give me your thoughts. Feel free to throw in your thoughts of this whole online personality thing. I recognize the potential to seem “bigger than life”, the opportunity to fall into a sense of self-pride, and even pump a false ego. I also know, from feedback after feedback, that God is using online to help people grow personally and in their walk with Christ.

So, help me decide.

Congratulations to the winners of the book “iFaith” by Daniel Darling!

@loribehrens

Chris DuBose

@AnnetteWrites

@thattalldude

Keep reading….I have more great books to give away.

This weekend I’m giving away four (4) copies of the book “iFaith”, by Daniel Darling.

What is “iFaith”? …

Well, in simple terms, it’s faith with an “i” in front of it…but you already knew that…didn’t you?

The book iFaith is by my online friend Daniel Darling. Daniel is a columnist for Crosswalk.com and a pastor at Gages Lake Bible Church in suburban Chicago. Daniel has obviously embraced the culture of the “i” generation…I met him online…possibly even the first time on my iPad or my iPhone, but Daniel also felt the need to address another aspect of this world of technology in which we find ourselves.

The question Daniel addresses is a vital one—how does technology affect one’s relationships, especially with God?

Daniel reminds us not to use technology to insulate ourselves from the realities of life, and in the end, miss where God is most present. This book offers wise advice and challenges for living as a person of faith in a technologically driven world.

If you’d like a copy of this book, here’s what you need to do:

• RT this post on Twitter or share it on Facebook
• Comment on this post with your name and/or Twitter name. (Make sure I have a valid email address.)

After the weekend, I’ll choose four random winners.

Bonus Question (but not necessary to enter): How has technology impacted your faith or the sharing of your faith…positively or negatively?

The statistics are staggering. The older a child gets today, the greater his or her chances are of disappearing from the church. The church must intentionally plan to reverse this trend.

Grace Community Church is built around a desire to reach people who may not have previously been interested in church. We love when people bring their friends. This vision extends to reaching the youth of our community. Along the way, we’ve learned a few things.

If the church wants to reach young people these days, here are 7 things we must do:

Love them – Young people today seem to crave genuine, no strings attached, healthy love from other adults…and they want it to be unconditional love…through the good times of their life and the times they mess up.

Be biblically true – Young people today don’t seem to want fluff. They want an authentic, honest approach to the Bible. Whether they believe all of it yet or not, they want people who say they believe it to teach what they believe…and be willing to discuss it with them if needed.

Be culturally relevant – Young people today have been exposed to the problems, challenges, and changes in the world today. They are more socially conscious than in years past. They want the church to be addressing the needs they see in the world around them.

Give them a place to serve and support them in their pursuits – Young people today want to make a difference. They want to be a part of change. They want to serve somewhere they believe is doing good work and makes a positive impact on the world and they may even want to help lead the effort.

Value their ideas and input - You have to allow young people to do things their way…with technology…within groups of friends…sometimes unscripted…etc. A church that is bent on protecting the past over creating the future turns young people away from the church.

Be genuine/transparent with them - Young people today want to learn from the mistakes of those older than them. Pretending as if we’ve always been wonderful doesn’t help them deal with the issues they are dealing with today. They need living examples of battling life’s temptations, struggles, and fears.

Guide them - Young people today want direction. They want help making life’s decisions, but they want it done in a way that helps them understand wise choices, but gives them freedom to choose their own path. Young people today need adults who will walk with them through the obstacles they face on a daily basis.

What would you add to my list? How is your church reaching the youth of today?

BTW, notice I didn’t say anything about music. It’s a bonus if you give them worship styles they enjoy, but I’m not convinced it’s a necessity if the others on this list are kept.

There’s a consistent debate about the role of social media in our lives today.

There’s no doubt that I’ve embraced the cultural shift of socail media, but because of it, I have received criticism as if that means I’m not doing other things I should be doing.  I’ve been online doing ministry for over 16 years and have developed good systems that allow me to do much online efficiently, but  I knew it was “catching on” when my mother got on Facebook.  Still, it does take time and, with limited time for all of us, that time has to take away from something else.

I’ve heard people say it would have been better for the family had the television never been invented.   I wonder what the same people would say of social media. Some feel we shouldn’t be doing it all at all.

More importantly, I’m wondering today what you will say.

Let’s discuss the role of social media. Consider these questions, then add your thoughts in a comment.

• Should the church be involved in social media?
• Does social media help or hurt a relationship?
• Are Facebook or Twitter beneficial to a relationship or is a distraction in building true friendships?
• In a perfect world, would we have social media?
• Does it add to or take away from the quality of our lives?
• Is it an unavoidable evil or a blessing for us all?

Be honest!

What’s important in leadership has changed these days, because organizations and people have changed. Have you noticed?

The fact is that many leaders who are in the highest positions these days developed their leadership style in another generation. This has produced a plethora of what I call antiquated leaders. That creates tension in many organizations, including many churches today.

Perhaps you’ve worked for (or even been) an antiquated leader.

Here are some characteristics:

Keeps people in a box…People won’t stick around in a box these days…they demand opportunities for growth…There was once a day you could control an employee’s actions, but not anymore.

Controls information…Information is king, and these days people are used to having information available to them…Today’s leaders must be free with current information, including what’s stirring in the leader’s mind and where the organization is going.

Enforces a waiting period on young leaders…Young leaders today want an opportunity to explore, take risks, and make an impact in the world…NOW…Successful leaders learn to tap into this energy.

Assumes a paycheck is enough motivation…Today’s workforce demands to know they are doing good work, making a difference, and valued on the team…This has always been important, but it’s a necessity these days.

Makes the work environment strictly business...The generation entering the new organizational world mixes business with pleasure. They want to enjoy their workplace environment…Today’s leaders must learn to celebrate along the way to success.

Now, take a minute and improve this post with your thoughts…

Have you realized a change in today’s workplace?

What would you add to my list?

On which side of the organizational change do you find yourself? Have you lived in both worlds? Share your story…

I wonder how many times this is our picture when trying to attain victory…

• In Business…
• In Marriage…
• In Parenting…
• In Church…
• In Life…

I wonder if, at times, victory isn’t  just over the hill. We can’t see it…the path is difficult…almost seeming to be unbearable…so we quit…just as we were about to reach the pinnacle of success…

Just wondering….

Have you been tempted to give up a little too soon?

Are you tempted to give up now?

You may want to read my posts:

7 Reasons You May Not Be Achieving Your Dreams

5 Steps to Getting Unstuck

7 Steps to Achieving Your Dreams

The current thought process for most of us these days is about what’s new…

It’s important to be current…which means often we are making decisions quicker…

It makes the word “moment” more important than ever…

We are to enjoy the moment…

We all want to “live in the moment” as much as possible, and culture is demanding it these days…

I want to join the party, but I’m reminded of an important principle…

Living in the moment can be dangerous…

It’s great in theory, but some moments can get you off track…

Unless it’s lived within the purview of a planned future…

My son Nate says, “You have to consider your now in the context of your then“. He’s so smart…

The Bible continually encourages us to think about the days ahead, our eternity, and plan our life accordingly…

(Hebrews 12:1-2, Philippians 3:12-17, Romans 8:18)…

We are warned about the moments (Ecclesiastes 10:1)

Have fun in the moment…be timely….act quickly…

Don’t miss an opportunity…

Enjoy the ride….

But make sure your moment is properly grounded in your future…

At least the future you say you want to realize some day…

Do you understand the power of a moment…for good and for bad?

I was reading John Chapter One recently and noticed something helpful in leadership.  I love the leadership principles of Jesus.  I’ve written

10 Reasons I Admire the Leadership Principles of Jesus

and

10 Tips to Doing Leadership the Jesus Way

In John Chapter One, I saw three more principles.  When Jesus began to organize a team, he used practices which maybe helpful for us today, especially those of us who are leading teams during the transition or start-up phase, when recruiting people is paramount to the success of the organization.

Here’s what I saw:

There was a transitional disciple (John 1:35, 40) – Andrew was a disciple of John the Baptist and then of Jesus.   When developing a team or starting a new team, it’s good to have someone with experience in what you are doing.  You need individuals who know how to do what needs to be done, who have learned how to follow, can be influencers to the rest of the team, and who have proven their loyalty.  These people are valuable assets to any team.

The team was allowed to help recruit the team (John 1:41, 45) – Andrew found Simon…Philip found Nathanael.  Apparently, Jesus allowed some of the disciples to help recruit other disciples.  The team helped add to the team. This is a great reminder when you are building a team, adding other team members, or replacing a team member. Get your team involved in recruiting.  Their support will increase for the new recruits.

The recruited were already seekers… (John 1:38, 41, 45) - The disciples Jesus recruited here were apparently already looking for the Messiah. They were ready for Him when He came, because they were already seeking something.  This is important when looking for new people on a team.  People who buy into your vision, remain loyal over time and give their best energies are people who are looking for something new.  They are seekers.  If you have to talk them into something, it may take longer for them to completely commit.

Have you seen these principles at work in recruiting for your team?  Could they be helpful principles?

What would you add to my list as an important principle in recruiting people to your team?