My 7 Part Strategy for a New Leadership Position

Man with disorderly business plan on wall.

Whenever I enter a new position, I want to be strategic. The first couple years in my new position were challenging and fun at the same time. I met so many wonderful people, but there were more opportunities than time it seemed.

It has proven to be a great ministry assignment. I thank God for the opportunity.

Since beginning, I have been asked repeatedly what my strategy was for the opening days. If you know me at all, you know I’m pretty strategic.

Here were 7 elements of my strategy for the beginning days:

Got to know key leaders

I tried to get to know the staff and key influencers in the church. I believe God uses the influence of others to build His church, so I wanted to know who I would be working with in the days to come. Think of it this way – if Moses was implementing the “Jethro method”, his primary energy would need to be communicating and investing in those leaders he enlisted to lead others. I used this approach. If I hoped to make any substantial changes I knew I would need these influencers support.

Let people get to know me

For an introvert it was exhausting, but I was very visible in the early days. In fact, in my ministry I’m usually always very accessible, just as I am online. I have written before (HERE) I may not always be available but I can always be accessible. I wanted people to feel comfortable with me and trust my leadership, so I think they needed to see me frequently – even more so in the beginning days of my pastorate.

Set my initial vision

People wanted to know where I was going with my leadership. I set an initial 7 part vision for the people. I really wanted 3 or 4 initial initiatives, but I landed on 7 – because all these seemed important. They were all things I was passionate about implementing. Some got started faster than others – we are really just seeing a couple of them come to fruition – but the church seemed anxious to get behind all of them. And, just to be clear, I didn’t lead all of these initiatives, but I was the chief vision-caster for them.

Identified quick wins

I looked for some things I could immediately impact and change for good. These were things I believed everyone could agree with, didn’t require a lot of resources or long debates. There were a few minor paperwork nuisances which impacted staff morale I changed immediately, for example. I invested energy in some areas of ministry which never received a lot of attention, but motivated people. I re-energized some areas the church had previously been excited about, but weren’t seeing much excitement about currently.

Did the unexpected

It seemed like such a small deal, but I roamed the balcony on Sunday mornings. It took a little more time, but it proved to be a big deal. I talked to the person who would be changing my slides on the screen prior to the service. This was a surprise to them. They said it had never happened before, but it proved to be a big deal. I roamed the halls of the offices during the day, walking into people’s offices, and allowing drop-ins to my office when I was available. All unexpected, but it brought very positive feedback.

Paced myself

I realized I’m only one person and although everyone wanted some of my time and there were more ideas than we could ever accomplish, I knew I would burnout if I didn’t pace myself. This meant I said no to some things – really many things. It wasn’t easy to say no to such eager people, for me or them, but I knew it would prove best in the end if I was able to last for the long run.

Moved slowly on the biggies

Being honest, there were some big items I knew I’d like to change immediately. I had enough prior experience, however, to know some changes are too big to launch quickly. I could have. I was in a honeymoon period. I could probably have “gotten away with them”, but the people didn’t really know me yet. I might have won a battle, but I would have lost the war. (To be clear, there wasn’t a battle – just using a cliche.)

Ever been the new leader or the new pastor? What advice do you have for me?

5 Questions to Ask When Facing Rejection as a Leader

Rejected

When I started an insurance business from scratch, I made hundreds of cold calls. Lots of people told me no. I’ll be honest, I hated this part of starting the business, but in time I got accustomed to rejection. It still hurt sometimes, but I learned it was a natural part of successful selling. I couldn’t get to a yes (which paid the bills) without a lot of no’s. 

Life is this way also. People aren’t always going to buy-in to what you’re selling or presenting. This is never more true than as a leader. No one is going to love every idea you present. 

Leaders lead to somewhere they are hoping will be better than today. But, this in lives change – and there is always tension with change. Always.

And, for the leader – part of their success may be their tenacity through rejection.

The fact is no one likes rejection.

Your proposal. Your product. Your presentation.

You love it. You believe in it. You want it to go forward. How could anyone reject what you’ve put your heart into?

It’s difficult not to make rejection personal, but it should be understood rejection isn’t always against you. Many times – maybe even most times – people reject because of their own level of comfort or acceptance of whatever they are rejecting.

When my ideas are being rejected, I like to ask myself some questions.

Here are 5 questions to ask when facing rejection:

Is the rejection based on truth?

Many times rejection has no basis of truth. People may reject because of their own misunderstandings or their unwillingness to accept something new. If you are selling a product, they may not want what you have to sell. This doesn’t necessarily mean you have a poor product, it simply doesn’t match their needs. 

And, then, there are rejections based on truth. The idea you are proposing is not good – or it has some flaws. You need to hear this rejection – discernment is a huge part of leadership. Be willing to listen and learn. If you will allow it, their rejection may actually make your idea better.

Is the rejection about you or your presentation?

If it’s personal rejection then it’s a bigger issue, but if it’s rejection of something you only represent then it should be viewed differently – not taken personally. You’re simply a messenger. This goes for a product you sell or a Gospel you tell. If someone rejects the Gospel they aren’t rejecting you as much as they are God. Let Him deal with rejection. 

If rejection is about you may need to ask yourself bigger questions, such as: Am I too pushy? Do I have a caring approach? Do others genuinely think I care for them? How can I communicate the importance of whatever I’m proposing, without devaluing them or their opinions?  (You may need to get coaching and insight from others if your ideas are constantly rejected because of your approach.) 

Am I the wrong person to present the idea?

Sometimes rejection comes because you’re not an opinion which matters to them. This may sound harsh, but you weren’t called to minister to or lead everyone. A mentor once told me to find my affirmation among the people God sent me to minister to. Great advice. As a church planter, I would have many ideas (ideas dealing with methods, not theology) which were easily rejected by people in established churches. But, they weren’t to whom God had called me to minister. Why should I be bothered by their rejection? 

I’ve learned I’m not always the one to propose something to an audience. I’ve had ideas, for example, which I believe could make our community better. I’ve learned those ideas are often more easily accepted when I can get some seasoned business or community leaders excited about them first. Their opinion often matters more than a pastor who has only been in town a few years. The same is true in the church. Some ideas come better from a volunteer than a paid staff member. 

Is the rejection permanent?

Sometimes people say no – even many times – before they say yes. They have to warm up to the idea. They need to process it in a healthy way. I’ve found these people often become the best supporters, because they have wrestled through their objections first. 

Persistence often makes the difference with great salespeople – and some of the best leaders. No one likes a pest or someone who can only see their ideas as valuable, but don’t be quick to dismiss an opportunity after initial rejection. It may prove to be the best idea ever if you wait. Timing is often everything. 

Is the rejection based on a part or a whole?

This can be huge. Did the rejection have more to do with the overall idea or just some aspect of the idea? This is where you have to learn to ask good questions, know your audience, and be willing to compromise on minor issues and collaborate on major issues. This is where good leadership is necessary. You may have to educate people on what they don’t understand. You may have to allow input to make the idea stronger and more acceptable. If it doesn’t impact your overall goal or mission, be willing to listen, learn and make the final result even better. 

Rejection doesn’t have to mean the end. Instead, it could only be an obstacle and be used to improve things in the end. The best destinations are met with many roadblocks. Standing firm through the rejections are a part of good leadership. 

7 Vital Steps Prior to Implementing Major Change

businessman stand on road which separate 2 way of change or same.

As a pastor and leader, I am continually dealing with change. Everyday. Change is a part of life – for all of us.

Some change occurs without us doing anything. In my context, we adjust our Easter calendar every year – without much thought of whether we will or not. Sometimes it’s in March – sometimes April. And, there is nothing we do to influence this change. There are lots of other examples of this.

Some change is so routine it requires little thought or preparation by the leader. For example, leaders will move and new leaders will replace them – almost naturally over time. If you’ve been in leadership for very long at all you’ve probably seen dozens of leaders in the organization change.

But, when making major change – change which impacts everyone – change which may be controversial – there are some steps to take before you begin to implement the change. Failing to understand this or do most or all of these, in my experience, could derail the effectiveness of the change.

I am going to share steps I take. You may have a better system in place. If so, please help me learn from you. But, certainly steps must be taken in advance of major change. It’s naive to think otherwise.

Here are 7 steps before implementing major change:

Establish trust authority.

I wrote about this principle HERE. Leaders shouldn’t attempt to implement major change until they have enough trust of the people to solicit the support necessary for the change. You will need people to follow your leadership and this requires an established relationship of trust. Leaders need to be careful not to move until ample trust is in place for the size of the change – and knowing when this is in place takes years of practice and lots of people speaking into the process. This doesn’t mean people will trust, or even like, the change, but it does mean they have trust in the leader.

Personal confidence and conviction.

Check your heart. Have you prayed about it? Do you sense any reason you shouldn’t do it? In my experience, God gives tremendous freedom to us in how we carry out the mission. This is why there are hundreds of styles and structures of churches all carrying out the same Great Commission. But, before you do anything else, make sure you are in this enough to see it through. Would you be willing to fight the naysayers on this one? Are you willing to lose people over it? I’m not saying it will come to this, but it is the level of commitment you need to have before you introduce major change.

Leadership in place.

Make sure you get buy in from those who will most likely end up implementing the change. Personally, I’m seldom willing to move forward if the staff or key volunteers I’ve surrounded myself with don’t believe in the change. There may be times I need to vision cast better and help them see the need, but their support is critical if major change is going to be successful.

Use a focus group.

On major changes, I like to bring in a group of people who are generally supportive of my leadership, but represent all the major groups within the church. I cast the vision for the change, get their feedback and answer questions. Again, they may or may not immediately agree with the change, but I know they will be a respectful audience. I always tell them as a leader, I will have to follow the direction I feel God is leading me, but I value their input in the process of discernment. (And, I genuinely do. Make sure you are open to this as a leader.) This step always makes the change better by their input and helps build a base of support for the change.

Do a stakeholder analysis

I wrote about this concept HERE. I try to know the most interested and influential people in the particular change. We attempt to reach out to them first. Again, this step builds support among influencers and usually further enhances the change with their input and hopefully their support. Many times this group become supporters of the change, or at least they don’t work against it, because they feel included in the process. (Again, leader, make sure you are open to this input. You need people to make any change effective. The more buy-in you get early the more effective you will be.)

Major questions are answered.

(Or a plan to get them answered.) One of my goals is getting as many answers to questions as possible on the table before the change is implemented. We can never anticipate all the questions or scenarios which will arise, but the more we can address them in advance the better prepared we will be to handle them when they do. In each of the groups listed here, I always ask what questions are in the room and what questions they may sense others will have.

Plan a timetable for implementation.

It is impossible to do this perfectly, but having a planned approach to implementing the change makes the change more successful. This needs to be planned, as much as possible, before the change implementation begins. People WILL ask this question. Be realistic with your timetable, but don’t be afraid to let it stretch you either. The best change requires an element of faith.

Those are some of the steps I think through before making major change. As a pastor, I know God has called me to lead a church – with an unchanging mission and message – which will always need to be changing methods as the people we try to reach our changing. Refusing to change simply diminishes our effectiveness and shortens our lifespan as a local church. The more I can do to prepare people for change, the more effective that change can be.

Any steps you would add?

5 Times Change is Hardest to Lead

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Change is hard – almost always. Sometimes change is harder than other times. And, it’s then where leadership is tested most, tensions mount and people are more likely to object.

In my experience, if a leader knows these times it helps prepare to approach the change.

Change is necessary. While change may produce conflict, without change there will also be conflict. When people sit still – when growth stalls – people complain. Therefore, since change is necessary and inevitable, understanding these scenarios before we attempt change may help us lead change better.

Here are 5 times I’ve discovered that change is hardest to accept and implement:

When there hasn’t been change in a very long time.

Change becomes more comfortable when it occurs regularly. When nothing has changed for a period of time, people feel even more uncomfortable and are likely to resist more. Leaders in this scenario should make smaller changes to get small wins to hopefully spur hunger for more change – or at least stretch the comfort level for change again. Ease into it.

When there isn’t a culture of change.

Sometimes people are conditioned against change. Imagine a work environment where everyone wears the same colored pants and shirt every day. Black pants and white shirt uniforms. Remember IBM? I was raised to believe they had “uniforms” of black suits and white shirts. Apparently, they never had a policy of a strict dress code. It just sprang up as culture. Changing the IBM culture took years. When the culture is sameness, leaders often have to address culture before they address change.

When the vision for change isn’t abundantly clear.

This doesn’t mean people will always agree with the change even if it is clear. Some people never agree with change – any change. But, when there doesn’t appear to be a compelling reason for the change, opposition is more likely to occur. Good leaders help people understand the why behind the change as much as possible. It would be better to over communicate than under communicate.

When there isn’t an obvious or capable person to cast the vision and lead the change.

People follow leaders they trust. It is vital when implementing change that a leader be in place who can carry the charge for the change. In cases where there is not a clear person to own the vision of change, I usually back away from the change until the leader is in place.

When the risk seems bigger than the return.

By definition, faith moves us into the unknown. When we can’t discern the return on the risk we are more likely to object. While this needs to be understood, it should also be understood that anything of value requires risk. Obedience to God requires faith. Every time. So the greatest things we can achieve in life will almost always appear to have bigger risk than the return we can see in the beginning. Good leaders challenge people beyond their level of comfort. Leadership is the tension between the comfort of where we are and the potential of where we could be.

Again, none of these are reasons not to change, but understanding these can certainly help us better navigate through change.

What other reasons have you noticed that make change especially difficult?

7 Criteria to be a Good Change Agent Leader

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In my observation, many leaders want change and know they need to lead for change, but they haven’t been able to actually produce change.

I think there are reasons for this.

The process of change isn’t easy. And, it doesn’t happen overnight. Some leaders move too fast. Others move too slow. Plus, not every church, business or non-profit will tolerate change – or at least to the level prescribed by a leader. The leader needs to know when to push and when to leave things alone for a while.

It’s a delicate process leading change. And, the simple fact is, some leaders simply don’t know how to introduce healthy change. (This is not intended as a slam. It’s a reality statement.)

I believe change is necessary for growth. I don’t think everything has to change. Some things never should. But, change, even the hardest kind of change, has to occur if progress towards worthy visions is going to continue to occur.

This post is sort of a gut check for those who want to lead change – attempting to reconcile some of the criteria to be a good change agent leader.

Please understand, I’m not an expert, nor am I claiming to be. I have led lots of change – some successfully and some not so much – but, I’ve worked with dozens of leaders in leading change. And, I’ve there are some characteristics which work better than others.

7 criteria to be a good change agent leader:

A willingness to fail.

Not all change will work. You can strategize and plan, but change at some level involves the risk it may not work. Good change agent leaders know this in advance and are willing to accept the challenge – and not defeated if it doesn’t. They try again in another way.

Able to withstand strong criticism.

Change invites pushback. Change changes things. (That’s deep, isn’t it?) Change is uncomfortable and people will tell you the degree of discomfort they are feeling. Sometimes in passionate – even mean ways. If they don’t tell you they will – with passive aggression – tell others who will eventually tell you. You’ll feel unpopular at times. Rumors may spread about you. Good change agent leaders keep the vision ever before them and are motivated more towards the accomplishment of it than making sure everyone is pleased with them personally.

Constantly evaluate and are willing to adjust their plans accordingly.

You can’t be a good change agent and equally be a control freak. You are leading people through sometimes muddy waters. You’ll need to solicit buy-in from others. You will need to collaborate. You’ll need to process the success rate of the change and recalibrate as needed. You’ll have to delegate – and this means release the right to determine the exact way something is done. Progress towards the goal must be more important than the exact actions taken towards achievement of them.

Must outlast the opponents of change.

When the naysayers show up good change agents are willing to stand strong for that which they believe is worth fighting. It will likely take longer than you hoped it would. At times you’ll feel like quitting, but good change agent leaders stand the test of time.

Think bigger than today.

Change is always going somewhere new. Always. So change agent leaders have to be able to think about the options which aren’t currently on the table. You’ve got to think beyond now and even beyond the most immediate future. You have to look for what others can’t see, choose not to or are afraid to see (or admit).

Must challenge status quo.

This the kicker, isn’t it? Change agent leaders have to go against the way things are being done and the way things have always been done. We are talking about change. Get it? Change. This means something is changing. (Oh, such a deep post.) You have to move people from the center on which they’ve grounded themselves. This is never comfortable. But, good change agent leaders are willing the challenge what has become standard or traditional in people’s minds.

Need to work within a DNA conducive to change.

Here’s another kicker – and this one has more to do with the organization or people receiving the change than the leader implementing change. Every church and every organization in which you are called to bring change isn’t wired for change. The fact is some of those said churches and organizations are going to die – they’ll stall – perhaps for long periods, but they’ll eventually just fade away. And, nothing you can say or do will encourage otherwise. In the end, you can’t lead people where they don’t want to go. The sooner you can learn this fact the quicker you can try to be a good change agent where change may actually occur.

Well, those are some hard realizations. I’ve studied and observed them by working with dozens of churches, businesses and non-profits and in the organizations and churches in which I have led. And, most of all, I’ve seen them true in my personal journey as a leader.

I should note, I believe we can grow in leaders in these characteristics. Of course, the last one we can’t do a lot about – but, even there, I’ve learned some places where others have said change couldn’t or wouldn’t occur haven’t always proven to be true. Sometimes the answer to making better changes is simply we must become better leaders. 

What have you seen as necessary criteria to be a good change agent?

5 Steps When the Changes Needed Seem Overwhelming

overwhelmed business woman sitting at her desk surrounded by many male hands holding different objects

The first couple years into church revitalization there were more opportunities than time. I was so excited about the potential we had to restore a historic, established church, but my calendar wouldn’t hold anymore and my mind was exploding.

One day I remember driving on the road which leads back to our hometown. I considered my schedule, the enormity of the challenge ahead, the dozens of emails awaiting a response and the people I was still having to say “no” to when they asked for my time – many who didn’t understand why the pastor couldn’t see them right away – and I turned to Cheryl and said, “Right now I wish I could just keep driving and this had been a nice little dream”. It wasn’t reality speaking or how I really felt. Plus, I knew to be obedient I was going to stay. It was emotions talking. I knew I was simply feeling overwhelmed.

What do you do when you find yourself in that situation? When the changes are overwhelming – and you don’t know if you can do all expected of you – what do you do?

I hope you can learn from my experience. Here is what I did.

5 steps when the changes needed seem overwhelming:

Step back.

Take a day. Take a week. Pause everything. I realize it makes no sense to take a break when your schedule is packed, but stepping back gives you an opportunity to take a fresh look at the challenges ahead. Again, it may seem like you don’t have time to pause right now, but it may be you don’t have time not to do so. The time away will give you a better perspective, a clearer head and the rest will give you energy you need.

Get fit.

I used to tell our staff in a church plant that “you have to strive to be healthy to work here right now”. It was this way in this particular season in ministry. As much as it depended on me, I needed to be healthy spiritually, relationally, emotionally and physically. I needed to eat healthy, exercise, and maintain a healthy relationship with my wife. I also needed extended time in God’s Word and prayer. This was even more than usual a time for intentionality in living a healthy lifestyle.

Renew the vision.

When change is overwhelming you have to remind yourself why you are doing what you are doing. The why is the key. It’s what fueled you in the first place and what has the best potential to fuel you again. I knew I was called here for a purpose. God doesn’t make mistakes. If you are overwhelmed at something God called you to do, ask God to renew again the passion you had in the beginning before you were overwhelmed.

Chart a course one step at a time.

Baby steps. It’s how big change is accomplished. One foot in front of the other. The bigger the change the more methodical you must be. One day. One week. One month at a time. I had to ask people to be patient. I had to prioritize each day. I had to not feel bad about saying no. I had to get up every morning, create a list of things I could accomplish for the day, and realize tomorrow would be a new day. Learning to live a healthy pace may be a leader’s greatest challenge and most needed strength.

Invite people on the journey.

Delegation becomes even more important during overwhelming times in leadership. If you’re world is like mine this pretty much equates to every season of ministry. In church revitalization I was reminded over and over again the value of a team. I had to learn who I could trust, but I also have to take risks on people. I couldn’t then – and can’t now – be successful without others.

I made slow progress the first couple years. I was amazing how God blessed us in spite of our speed to obey. But, the process seemed to work. God has overwhelmed us – even in our times of being overwhelmed!

If you are overwhelmed at the changes occurring in your life right now, I suggest these 5 steps.

Ever been overwhelmed at the changes needed – what suggestions would you offer?

One of My Most Repeated Principles of Leadership – and Life – Which Can Make Your Life Better

I don't know

How’s this for a title? One principal for a better life? Really?

Yea! Really.

And, it is a very simple principle – one every leader knows, but one we often forget. But, understanding this principle can dramatically improve every relationship in your life – and, if you’re a leader, it will improve your leadership – every time. Guaranteed!

Wow! Another emphatic statement! But, it’s true.

Learn this principle and place it into practice and see what I mean. Our staff hears this consistently because it’s so true.  

Here’s the principle:

Are you ready?

Write this down:

People only know what they know.

I know what you’re thinking. That’s big.

It’s not just big – it’s

HUGE

Of course, it takes practice to learn and let a principle this important work in your life, but the reward is worth it.

Let me give some examples:

If an employee isn’t meeting your expectations – tell them. Do it with love. Do it gracefully. Share it in a way which attempts to build them up rather than tear them down, but they may think you’re completely pleased if you’ve not said anything.

People only know what they know.

If your spouse is continually hurting your feelings – be kind, be loving, be graceful, forgiving, and helpful, but let it be known. Communicate your feelings. Chances are they are not doing whatever “it” is on purpose, but out of ignorance. They don’t know.

People only know what they know.

If a child says the wrong thing at the wrong time – Be affirming. Make sure they know you love them first. Assure them you’re in their corner and “for them” either way, but teach them from the experience you have had in life. Likely, someone had to teach you.

People only know what they know.

If a boss seems completely out of touch with reality – guess what? He or she may be. They probably need others to speak into their life. Be respectful. Be kind. Be genuine. Don’t share with others until you’ve shared with them, but share what’s on your heart with love.

People only know what they know.

If a new believer doesn’t quite measure up to the standard you’ve set for a believer. Don’t bash them or judge them or make them feel more guilty than they possibly do. Love them. Disciple them. Help them understand the way Christ would act. It may be they don’t hold or even know the standard Christ set.

People only know what they know.

Insert your own scenario, but before you get upset with someone – before you lose your patience – before you hold it against them – before you give up on a relationship – remember:

People only know what they know.

When people don’t know – and we assume they do – it leads to frustration, anger and disappointment. Communication is key to healthy relationships. 

How could implementing this principle change some relationships in your life?

7 of the Biggest Misunderstandings Millennials have about My Baby Boomer Generation

Two People Having A Conversation

So much has been written about the Millennial generation. They may possibly be the most studied and documented generation – and, I thought this honor would go to my Baby-Boomer generation. Millennials have unique challenges. The world has been quite different during their lifetime. Fast change. New technologies. Increasing global tensions. 

I get to spend a lot of time with Millennials in my work as a pastor. I have two sons who are Millennials. Frankly, I love the generation. 

What is interesting to me when I talk to Millennials is some of the misunderstandings they have about my generation – specifically how my generation views their generation. 

Recently a young Millennial asked for some of my time to talk through where he felt God was leading him. He was so apologetic for “taking my time”. What he didn’t understand was how much his conversation fueled me for everything else I had to do that day. I loved it. I’ve had similar experiences many times.

The encounter caused me to reflect on other misunderstandings I’ve observed from Millennials about my generation. Feel free to add your own in the comments. 

7 of the biggest misunderstandings millennials have of my Baby-Boomer generation:

 

We really do enjoy helping you. Your inquisitive nature is not a burden to us. We don’t consider your questions to be dumb. We know we all have to learn somewhere. There is no higher compliment than to be asked for wisdom – or seen as knowing something worthy of your attention towards us. 

We wish we had asked more questions when we were your age. Yours is an inquisitive generation. You want to know. You’ve been used to having information – in fact, you can Google most your answers. We admire this about you and wish we had learned to ask questions earlier. Instead, we learned too many things the hard way – by experience – but we would have avoided some of those experiences if we could have. You inspire us to ask more questions. There are lots of things we can learn from you. (Thank you for this.)

We don’t think we know it all. At least most of us don’t. And, we are okay with it. Frankly, the older we get the more we realize we don’t know. And, it doesn’t seem to bother or frustrate us as it did when we were younger. 

We don’t always understand your impatience. Seriously, sometimes we don’t. We look at your life and you seem to be doing okay. So, when you are frustrated you don’t have everything yet – or aren’t where you want to be in your career – we don’t always “get it”. But, we know we were much like this when we were your age – and probably more impatient in our younger years. There was more of a sense of “work your way up” in our generation, but we often saw unfairness in who got to move up and how. 

We often understand what you’re feeling more than you think we do. You think because we are older, and aren’t experiencing some of the issues you’re experiencing, we don’t understand the frustrations you face. It is a new day – and the world is much different – but the things you experience today are some of the same issues we experienced – just without the texting or social media sharing possibilities for them. We struggled (and mostly still do) in relationships, careers, with our parents, trying to find our place, fears about our future – all of those things. 

We have a different perspective, but we aren’t as different as you think. We see life from a different viewpoint. We are further along in life. We have more experiences – more laughs, more heartaches, more disappointments, more failures – and, all of this makes us see the world a little differently. But, we aren’t as different as you might think. We have the same desires you have – for mutual respect, trusted relationships, workplace fairness and opportunity. We may disagree on how to get there – but we want the world to be a better place – as you do. The basic human wants and needs are often filled differently – but they remain much the same. 

We aren’t as crazy about all the tech advances either – when it comes to real relationships. Sure, we love the new gadgets – and appreciate you for helping us learn them (thankfully, I finally figured out the DVR) – but, we prefer real conversations with people we love than a text or phone call any day. Sure, we’ve taken advantage of the ease of social media to keep up with loved ones. We are guilty of emailing instead of walking down to your office. We fall into the trap of overworking and under-relating to people in our life. But, just like you, we value genuine relationships. We even like “hanging out”. And, hanging out with your generation – are some of our favorite times. 

Those are a few I’ve observed. Got any to add? 

5 Secret Objections to Change

Time for Change - Ornate Clock

In the world of change, I’ve learned there are some common objections. I’ve previously written objections people use to criticize change, but in this post, I’m addressing the root cause of that criticism. These are the secret objections.

No one admits to these. But they are real. Very real. In fact, they may be the biggest obstacles you’ll have to face in implementing change. The root of most objections.

Show me an objection to legitimate, needed change and you’re almost guaranteed to find one of these hidden in the crowd somewhere. Probably multiples of them.

Here are the 5 secret objections to change:

Selfishness

We want what we want. We want what’s comfortable. We want what requires less sacrifice on our part.

Pride

We like our ideas and don’t believe we can enjoy the ideas of others, as much as our own. The way I want to do things is best, isn’t it?

Power

We want to make the decisions for our life and resist when we think others are making them for us. We have a very real, often hidden desire for control.

Fear

We are afraid of what could happen if we change. We fear the change might change not only what we are changing, but it might change us in some way. That’s scary.

Satisfaction

We don’t see the need for change. We like things the way they are, no matter how hard someone tries to convince us change is needed. The way it is now is the way it’s supposed to be.

Granted, I don’t believe we can continue to grow most of the time without change. Change is all around us. Failing to embrace it only leads to more severe problems later. With the exception of God and His Word change is imminent. But, that doesn’t mean change is easy.

Sometimes understanding the hidden reasons behind the objection helps the leader better address the situation.

What are hidden objections to change have you seen? Which of these would be your most likely secret struggle with change?

5 Criteria for Making New Year’s Resolutions We Actually Keep

Clipboard with Checklist

I love a fresh start.

Perhaps it’s because grace is the doctrine I’ve needed so much, but there’s something about a clean slate, which motivates me towards achievement.

I’m like this with my desk at the office. I create stacks. Magazines to be read. Notes to be written. Lists to be completed. Bulletins from other churches. (I am always looking for better ideas.) Stacks, stacks, and more stacks. When the stacks are at capacity – I call it organized chaos.

But, then one day I’ve had enough of the stacks and I go on a cleaning spree. I sort. I file. I trash until the top of my desk shows far more wood than paper. Ahhh… Finally, I’m inspired to work again.

I love a fresh start.

I think this may be why I’m one of the people who appreciates New Year’s resolutions. It’s like a line on the calendar, which screams to me: FRESH START!

But, as much as I appreciate the value in them – beginning new things, stretching myself, making my life better – I’m like everyone else. I find it easier to make resolutions than to keep them.

How do we make resolutions we will actually keep? Because they aren’t going to improve anything if you don’t follow through and they probably just make you more frustrated than before you made them.

Well, first, write them down. This is huge. I’ve heard people say you are twice as likely to keep a written resolution than one you simply state in your mind.

And, then, here are some suggestions for the type of resolutions which seem to work.

My 5 criteria for making resolutions I actually keep:

Reasonable – Another word might be attainable. The resolution must make sense for you to actually be able to do this year. Saying you want to read 50 books in a year – because you heard someone else does it – and, yet you didn’t read any this past year is probably going to be a stretch. You might be able to do it, but it likely isn’t a reasonable goal. Don’t be afraid of small beginnings (Zechariah 4:10). The key is you’re trying to achieve something, which makes your life better. If you’re successful this year you can set a higher goal next year.

Measurable – To be successful in keeping a resolution you need some way to monitor success towards it – certainly a way to know when you’ve achieved it. If your resolution is simply to lose weight you won’t be as motivated as if you say you want to lose a pound a week. You can track that goal and see your progress. Obviously it will still require discipline, but there is something about a measurable goal which – for most of us – drives us to meet it.

Sustainable – This one doesn’t apply for every resolution, but does in many. Ultimately I have found I’m more motivated to reach goals, which change my life for the better over a longer period of time. It’s great to meet those milestone, once in a lifetime type of achievements – such as running a marathon, or writing a book. And, we should have those type goals in our life – and maybe a milestone resolution is reasonable for you this year. The problem I have seen is if we get off track on reaching them it’s easy to simply give up – maybe even write it off as an unreasonable goal. We feel defeated and so we quit making any resolutions. In making New Year’s resolutions, I find I’m more successful if it’s something which I possibly adopt as a new lifestyle. Some examples would be changing my eating habits, beginning to exercise more often, Bible-reading, journaling, etc – again reasonable and measurable – but something I will sustain beyond the New Year.

Accountable – This is key. Weight Watchers is a great example here of this principle. There is something about their system, which works, and part of it is the reporting portion – where you have to be accountable to others for your progress. If you don’t build in a system of accountability – whether it’s with other people or some visible reminder of your resolution and progress – it’s easy to give up when the New Year euphoria begins to fade.

Reward-able – And, this may be the most important and the least practiced. One secret to actually achieving your resolution may be to find the “carrot”, which will continually motivate you to stretch for the finish line. If losing weight is a goal it could be a new suit or dress when you reach a pre-determined number. If it’s running a marathon (and if this is a reasonable resolution for you this year) it could be you run the marathon in some destination city you can’t wait to visit. If it’s reading your Bible through in a year – promise yourself a new Bible at the end of the year. The reward should fit the degree of stretching and effort it took to accomplish the resolution, but this often serves as a good incentive to helping you reach your goals – especially during the times you are tempting to quit trying.

I hope this will help. It does for me. I have some daily disciplines in my life now, which started as New Year’s resolutions. It doesn’t work for everyone, but I’ve found resolutions can help me start the year with fresh goals, and the discipline towards achieving them helps me have more discipline in other areas of my life.

Here’s to a great New Year! God bless!