5 Ways to Fight Insecurity

as a Pastor or Leader

Closeup portrait of a nerdy guy with glasses biting his nails

I was talking with a young pastor overwhelmed with the responsibility he’s been given. His church expects a lot from him – leading the church, preaching great messages, visiting the sick (and the well), managing a budget, and seeing the baptistry consistently in use – just to name a few things. He realizes the weight of his position, but much of it he doesn’t feel qualified to deliver. He accepted the position knowing there would be challenges – and he would have to walk by faith, which he wanted to do – but now he’s wondering if he’s in over his head.

I realized he was dealing with a huge dose of insecurity. I previously wrote “7 Traits of an Insecure Leader“.

It caused me to ask myself, so I could counsel him:

What’s the best way to deal with insecurity in leadership?

Here are 5 ways to deal with insecurity as a pastor or leader:

Avoid comparisons

Insecurity often develops when a person compares his or herself to another. Don’t try to be someone you’re not. Be yourself. Realize who God designed you to be is not a mistake. Obviously, someone believed in your abilities as a leader. You need to stop comparing and start living in your own skin.

Concentrate on your abilities

What are you good at doing? Make a list of your good qualities. You probably have more than you think you do. In times of feeling insecure we often forget who we are and how God has shaped us through experiences of life. We would never tell a church member they aren’t gifted – why would we believe this about ourself? Keep your list handy. It will help you to feel more confident if you focus more on your positives than your negatives.

Surround yourself with people who complement your weaknesses

Part of having a healthy church or organization is the strength, which comes from different people. Don’t be afraid to ask for help. There are probably people who can do things you don’t feel comfortable doing. It’s not a sign of weakness to get others involved. It’s actually a sign of strength as a leader. (And it’s the more Biblical model of the church.)

Keep learning

Seek wisdom from other leaders. Read books. Take additional classes. Knowledge is power. The more you grow in information the more competent you will feel in your role. (By the way, when I feel overwhelmed or insecure, I read the stories like those of Gideon, Moses, Joseph, David, or Joshua repeatedly. Great encouragement.)

Ultimately, find your identity in what’s really secure

You have a relationship with Christ. Remember, “You can do all things through Christ who gives you strength”. You can do all He calls you to do, because He will equip you for His call – and strengthen you when you need strength most. If you are facing insecurity in leadership you may have to simply get better at walking by faith. “He who calls you is faithful, who also will do it.” (1 Thessalonians 5:24)

Insecurity will weigh you down and hold you back as a pastor or leader. It will keep you from doing all you were called to do. Don’t let it!

5 Areas I Micromanaged in Church Revitalization

Sometimes we have to manage closely

Rural chapel

At least once a week a pastor contacts me about church revitalization. I always tell them I’m still learning, but we have seen God do some pretty amazing things in our church. In all measurable areas we have experienced explosive growth in an over 100 year old, extremely established church. Through this blog I’ve tried to share some of the things I’m learning.

The primary question I receive is where I spend my time. What am I doing – what did I do – to lead the church to grow again?

And, I understand the question. It’s the question I continually ask other church leaders also.

One of the things I’ve learned is there are some things I have to micromanage – some things of which I need to retain control.

It’s important to know I’m not a micro-management leader. It goes against everything I stand for in leadership and even how I’m wired personally. I have written extensively about the need for delegation in leadership. I’m not good with details. I have a problem focusing on small issues, so I really do control very little which happens on our team. Plus, I love the team process. I don’t like the word “I” as much as the word “we”. (Even though I’ll use “I” more than “we in this post.)

In church revitalization, I micromanaged a few things a bit closer than I normally would – especially in the first couple of years. We came with an expectation we were leading a church to survive it’s second hundred years. This is an not easy process. It’s not easy for a church to continue to thrive this long. How many vibrant 100 plus year old churches do you know? And, I knew this – not as well as I do now – before I entered this pastoral position.

I began with a keen sense some things were vital to our success long-term. I viewed it as one of my roles to see the bigger picture and make sure all of us were going in the same direction. Therefore, I micromanaged some things. I did not necessarily make the decisions, but I made sure I had a strong voice in the process. (Actually, some of these were just as true in my years of church planting.)

Here are 5 things I micromanaged in church revitalization:

Who we added to our team.

This included even people I don’t directly supervise. Now, I didn’t always make the final call — I didn’t do all the interviewing — but I did part of recruiting, part of discerning and part of the decision process. And, I retained the right to approve or veto all the final decisions. This included nearly every position in with near 100 people on payroll.

Here’s the deal. We were shaping a culture. It’s one of change and adaptability. It’s one where everyone takes ownership. It’s one where people enjoy their work and pull together as a team. This requires a certain “fit” and staff culture. Who we added to the team would say a lot about who we would be as a staff and how well we would work together. I wanted to make sure everyone we added was on the same page with where we were trying to go.

(I continue to speak into this even four years later. We recently hired a key administrative person. I didn’t interview the person nor recruit them, but I did weigh in on the type person we were seeking and signed off on the final decision.)

How we cast vision.

We knew having a common voice as a staff was vitally important — especially in the earlier days of change — but really always. We purposely developed some common language which would serve as rallying points for the church in the years to come. We had a few key areas of focus. We said the same things repeatedly. I didn’t come up with those exclusively — we developed them as a team — but I led the charge and micromanaged to keep us on track until it began to stick as our common vision.

Where we placed our greatest energies.

Many times in revitalization efforts we can get distracted chasing after too many ideas. We were trying to grow again and often churches (and other organizations) will frantically move from one bad idea to another trying to find one that works. We needed some common goals and ideas and a limited focus. Again, this was especially true in the early days until we could gain trust with the people and gain buy-in for larger changes.

I knew one of my roles would be to say no to some new initiatives. We had to slow the pace of change in other areas, while fueling pace in other areas. We actually stopped some very large – some would say successful – events, because they took a lot of energy, but didn’t fulfill our key mission. (Our mission, by the way, is the advance of the Gospel.)

Organizational structure.

As an established church, we had over 100 years of structure. Bureaucracy and process we know well. We had rules for everything. Our employees were subjected to counter productive paperwork, for one example, which wasted time and zapped energy for momentum. (We even had a policy on folded chairs. True story.)

Over time, churches don’t stop to analyze what’s working and what isn’t. Typically we just add new layers of structure. Some of our structure, quite frankly, had become extremely burdensome and stood in the way of making progress. Some things we had on paper as “rules” we didn’t even follow. (I don’t like this either.) Some rules we follow were simply archaic. They didn’t work or weren’t necessary. They slowed us down filling out paperwork no one was even going to read. We had duplicated processes and systems.

I knew in the early days I would be a fresh set of eyes on our structure and would need to micromanage quickly before I “settled in” and became just another participant in the established process. (After we do something long enough it becomes habit and we can’t even see it needs to be changed.)

New expenditures.

As with most churches in need of revitalization, our finances had been struggling for several years. Thankfully we had good people in charges of our finances and they had held the church together through very difficult times. But, I knew to be successful long-term we had to be in the best financial condition possible. And, I knew, as the senior staff leader, I had to be the primary voice for this on a day-to-day basis. Even though changes were needed which would be expensive, we were extremely careful to make sure our basic financial condition was stabilized first. I don’t make economic decisions alone — and shouldn’t — but I was the key driver in the process. We have done remarkably well financially (again thanks to tremendous finance committee and staff efforts). We have reversed our declined, built a healthy reserve, and begun doing some of the changes we needed to grow again.

I’ve not worried over a lot of things in church revitalization. What color carpets or wall coverings don’t excite me very much. I’ve given a few song suggestions, but I’ve not been too involved in the process of planning our worship (although I did mircromange who led the process). Apart from my normal responsibilities of preaching and being a pastor, these are the things I concerned myself with most and have received my best energies.

So far, God has blessed the micromanagement!

Peace Often Comes Through Obedience

Man walking barefood on the beach

Are you struggling with a “word from God”?

Do you feel there is something you need to do, but you aren’t quite certain about it yet?

Do you wish you had greater “peace” before you struck out to follow a dream – a dream you feel is God-given?

Are you sensing a desire to plant a church, revitalize a church, launch a new ministry effort, or surrender to vocational ministry?

If any of those or a similar scenario is your current story I may have a word of encouragement for you – or perhaps a word of challenge.

In my experience, peace often doesn’t come until obedience begins.

Seldom do I have complete peace prior to beginning to obey what I sense God is calling me to do.

Many times the direction God appears to be leading me doesn’t make sense. I’m restless. I don’t sleep well. I may even question myself and what I’m sensing.

I’ve previously written steps I take to discern God’s will (You can read that HERE and HERE), but after I’ve done those processes, and I’m still sensing God’s leading, the next place for me hasn’t always been an overwhelming sense of peace. The next place for me is one of obedience.

I’ve learned I may have to get my feet wet (Read Joshua 3) before the waters begin to part and peace begins to fill my heart.

When we agreed with God (and the search committee) He was calling us to leave an enormously successful church plant to go to an established 100 plus year old church almost a third of the size – where budgets were stretched and I was expected to preach three times as much and visit far more hospital beds – and to wear a tie on Sunday – it was difficult to get peace about any of those things.

It wasn’t until we agreed, and I showed up to tell the leadership of our church plant we were leaving where God gave me an overwhelming sense of peace. I had to obey first though.

To finish the story, we are a different church in many ways today. I preach once a week and very rarely have on a tie. And, the church has grown beyond our imaginations and the budget is healthy. But, we couldn’t see all this going into the process.

Are you in one of those times of discernment? Do you sense God’s leading? Do you believe God is calling you to a new level of faith and dependence on Him?

The next step may be to get your feet wet.

Improve this post. Share your stories of where peace came in obedience.

5 Suggestions When Firing Someone in Ministry

Unemployment

Whenever I talk about firing people in ministry I create a great deal of interest. Some feel it makes the church seem too much like a business. I get it, but the other fact, and many understand through difficult experiences, if we don’t address this very serious issue, Kingdom dollars are often misused. And, if we are honest, this has been allowed in ministry far more often than it should be. Our command to love or even to be kind shouldn’t cause us to waste Kingdom dollars.

Please read THE PREVIOUS POST before reading this one.

The fact is, in nearly every situation I’m aware of where this type decision is made, it’s not an issue of likability. It’s not we don’t love the person or their family. If this was the case, all this would be easy. It doesn’t even always mean the person did something wrong. At times, it is a simple issue of chemistry or fit and often the person proves later to be a great fit elsewhere.

Making this difficult decision has many times proven best for all parties involved, but admittedly, getting to the point of release is sometimes a most difficult process. As hard and delicate an issue as this is, it is poor stewardship, in my opinion, not to address the issue.

With this in mind, I always have people ask for suggestions when having to release someone from a ministry position. They want to know some best practices to protect the church and person?

Here are 5 suggestions when you have to fire someone in ministry:

Be certain

Not as much from a legal sense, but from a moral sense, we need to be sure this is the right move. (You need to be legal too and if you aren’t sure – ask. I have always consulted an attorney before anyone is released. Always.) The fact is it will be difficult. It may even be messy. There is usually some damage done to the body. You shouldn’t hide from the right decision because of it, but you should make sure you’re making the right decision.

Be generous

This will differ depending on the person’s tenure with the church and the reason for dismissal, but be as generous as you reasonably can be. This could be financial, but it could also be in the way you allow an exit to take place. I’ve had some unique situations to accommodate. Knowing how hard this is going to be for the affected party, as much as possible, be overly generous.

Be graceful

I’ve been involved in a few messy situations involving the release of a staff member. Many times the most gracious thing to the departing staffer is the information that’s not shared. There is always more to the story and everyone wants to know the “more” – sadly many times for the wrong reasons. Keeping information as confidential as possible extends grace to the person, the person’s family and the church. Grace should also be extended in creating an exit strategy which protects the person’s future employment possibilities, as much as possible. There may be moral or legal issues you feel obligated or legally have to share, but as much as possible, extend grace.

Be honest

Here, I am talking about what you communicate to the person being released. Don’t sugarcoat. Now is not the time. What’s the real reason? Hopefully, by this point, there has been sufficient due process and fair warning, except in cases where an immediate exit is the only option. Either way, tell the truth. I’ve seen churches disguise the real issues in an effort to land a “softer blow”. Many times this only creates more tension, because of the ambiguity and uncertainty of the dismissal.

Be helpful

How can the person improve for their next position? What are the areas they do well? In what ways can you help them land better into their next role? The person won’t always be open to your “help”, but you should be available to help them wherever and however they might be.

This is admittedly hard. No one enjoys this discussion or this process. I don’t even enjoy writing this blog post. We should be Biblical in our approach always, but it’s not Biblical to avoid hard issues hiding behind a label of ministry.

What other suggestions would you have when you have to release a person in ministry?

Thoughts on Firing People in Ministry – And Some Objections to Doing So

Dejected just fired an office worker with personal belongings in a box

This is a difficult post – about a difficult issue. It is one we don’t necessarily like to talk about in the church, but sometimes we must.

I came out of a business background, so some things which are done in ministry are different for me. And, frankly, many should be. Ministry isn’t business – it’s ministry. Let me say it again. Ministry isn’t business – it’s ministry.

Some of the people who think I don’t understand this need to read it one more time. Ministry isn’t business – it’s ministry.

At the same time, we should never hide in the label of ministry or us it as an excuse to waste Kingdom dollars. We need good practices of financial and people accountability. Just as the business world has to have healthy employment practices in place simply to stay in business – we need them in ministry. What we do is too important not to consider every dollar.

And, also frankly speaking, this hasn’t always been my experience in ministry.

I struggle being the bad guy, for example, about our utility bills. Some people are terrible about wasting electricity – especially not turning out lights. But, when your utility bill is larger than any one ministry budget you have to consider how you spend it.

Another example is in the area of staffing – people paid by the church. I’ve seen and encountered numerous times where staff people were allowed to continue drawing salaries from a church when their effectiveness is in serious question – or they aren’t even doing their job anymore. Everyone may know something needs to be done, but no one is willing to make the hard decision.

One of the hardest decisions any leader ever makes is to release someone from their employment. It should never be taken lightly. It always hurts. It wasn’t easy in business and it isn’t in ministry. But, sometimes it’s the right thing to do. And, it seems in ministry we are often much slower – if ever – to get there.

I was talking with a pastor who knows he needs to make a hard decision regarding a member of his staff, but he simply hasn’t been able to garner the support or gumption to do it. This person isn’t productive and isn’t trying to be. Though the person is hugely popular with the right crowd on Sunday, he has a damaging personality on the team during the week. He continually works against the pastor’s leadership – undermining him to other staff and lay leadership. The pastor has counseled with the person, has agreement from elders something needs to be done, but no one has been willing to make the hard decision. And, this has been the case for years – not months – years; and with more than one pastor. In the meantime, Kingdom dollars are admittedly being wasted. (I have had this same conversation numerous times with other pastors.)

Many times, in my experience, churches haven’t made the decision because of fear of how others will respond and they use “ministry” simply as an excuse. Again, many times the business world would have already made the obvious decision. After having this discussion countless times with church leaders, I often feel the need to address it. (Please know, I’m talking strictly about poor performance, not about those who lose their jobs because of tightening budgets. This, too, is a growing issue, but not one I’m addressing here.)

Here are some of the objections I’ve encountered and a few counter thoughts to consider:

We love the person – Of course. We love everyone. It’s what we are called to do. But, is this a good reason to empower bad behavior or to waste Kingdom dollars?

We don’t want to hurt their family – Of course not, again. And we should be gracious and generous in the exit strategy, and be willing to walk with the person through the recovery process as much as is reasonable and welcomed by the released person. But are we not also hurting other families who sacrifice and give to the church by misusing their resources on an ineffective staff member?

We are afraid we haven’t extended enough grace – I understand. We are to extend grace, but hasn’t there been a lot of grace given to allow the person to stay this long? When does truth come into play?

We are afraid of the ripple effects – And it’s understandable you would be. You should always consider how decisions will impact others. Yet the reality is you probably have ripple effects now anyway. You are injuring other ministries and jeopardizing future progress by delaying what you know you need to do. It will only get more difficult with time. At some point you may have to cut your losses.

Leaders have to make hard decisions. We should first do everything within our power to redeem the person’s job. (We did in business too. It’s much more efficient to retain an existing employee than to hire a new one.) But, protecting the vision for all may involve tough love for others.

Many times when we delay decisions like this we delay the healing which needs to occur and the benefits of making the right (and difficult) decision. Also, we send a dangerous message it’s acceptable to do whatever this person isn’t doing or is doing which merits being let go.

Notice I didn’t say this was easy. But genuine leadership never is easy. Don’t use ministry as an excuse. Pray about the matter diligently. Do everything in your power to redeem the person. Work through due process. Get wise advice from others before you make the decision – even from an attorney if needed. But, when the answer is clear what you need to do – do it.

Let me close with a word to those who have lost or may some day lose your job because of poor performance. I am not insensitive to your plight. In fact, I’ve helped numerous people pick up the pieces and begin again. I’ve hired people who were fired from a job and some of them made the best team members.

Sometimes being let go allows God an opportunity to do something new in your life – even something better. If you made mistakes, own them and learn from them. There is grace to begin again. Sometimes it was a matter of fit more than anything else, but whatever the reason, grow from it and let God restore the broken pieces. He specializes in restoration.

Okay, I’ve opened a can of worms. Please know I’m not trying to add insult to injury. These are difficult issues and should be prayerfully considered. They certainly, however, shouldn’t be ignored.

In my next post I will share some thoughts on how to do this gracefully.

7 Guarantees in Leadership

Closeup of businessman or salesman pointing to a white card with a Guaranteed sign on it. Conceptual of business marketing and quality trade.

I once had a leader who was an emphatic talker. He made statements with no reservation in them about things – honestly – I simply didn’t believe. He would say stuff such as, “There is no way this would ever work.” Really? No way? Maybe the chance is limited, but no way?

He impressed upon me enough I’ve always been hesitant about emphatic statements – unless they are Biblical truths, of course. 

But, I have some emphatic statements to make. I’m calling them guarantees. And, since I talk a great deal about leadership on this blog – these are leadership guarantees.

Here are 7 guarantees of leadership:

Every decision you make will produce a multiple of responses.

Some will agree. Some will not. And, some will not care either way. 

Change is inevitable. 

You can deny it. You can attempt to avoid it. You can be afraid of how people will react to it. But, change is coming either way. It’s best to be on the side of change where you at least have some chance of helping the change be for the best overall good of the people you lead. 

You will many times feel under appreciated. 

This is especially true if you are looking for appreciation. Of course, we all want to be appreciated, but great leaders are not as concerned about what other people think as they are about doing the right thing. And, because of this, they aren’t necessarily seeking personal recognition or applause. These leaders are methodical in their pursuit of progress, but not usually aware of how much good they actually are doing. 

You can never adequately predict how people will respond.  

Even the people you felt were your best supporters will sometimes turn on you if the decision you make does not go in their favor. And, then there will be some people who will rise to your support you didn’t even know were in your corner. 

You will seldom be 100% certain.  

There is always a level of risk with every decision you make. If you wait for perfect conditions you will seldom do anything. You should ask good questions, get plenty of input, and certainly pray for wisdom. Sometimes, however, you simply have to pull the trigger and get started. 

Some days it won’t seem you’ve accomplished anything.  

And, sometimes, looking back, these will be your best days. It might be because you spent all day investing in others – while other “work” goes undone. But, remember, if you are leading you are in a people business. People will always be your best efforts. 

You will make mistakes.  

And, you will make lots of them. But, you will learn from them even more than the things you do right. The best leaders I know do not hide the mistakes they make. They use them as life lessons and help others grow through them. 

I guarantee these to be true. Emphatically. 

Or, at least I’m 97.9% sure. 🙂

7 Ways I Hope to be a Kingdom-Minded Pastor

Building Blocks

Shortly after I arrived at our established church I began saying frequently, “I want to be a Kingdom-minded pastor”. The phrase seemed to catch some by surprise. They had heard the term, but they really didn’t know what I meant when I said it. Thankfully, rather than remaining curious, someone eventually asked me, “What do you mean by that?”

Great question.

Then recently, I was sharing stories of some people who had exhibited life change through the power of Christ in their life. Someone said to me, “Those are great stories, but are those people even members of our church?”

Wow! I realized we were talking two entirely different paradigms.

So, what do I mean by hoping to have a Kingdom building mindset?

Here are 7 ways I hope to be Kingdom building:

Care more about a person’s relationship to Jesus than their denominational loyalties.

Care more about a person growing to be like Christ than their membership in our church.

Care more about disciples being made than who gets credit for doing it or who gets to “count” them. 

Care more about the Gospel being shared than the methodology of sharing it – or whether a person walks the aisle of the church or sits in a coffee shop to have it explained to them. 

Care more about people’s growth than the church policies and procedures.

Care more about my obedience to Christ than my approval from others.

Care more about God’s glory than man’s recognition.

Care more about whether a person can worship than the style of music they choose to do so.

Okay, there is 8, but I care less about the number than you getting the point of this post.

By the way, in my opinion, we tend to work hardest for what we care about most.

I am not at all saying I don’t want people to connect with the local church – even our local church. I hope we are a good option. But, their relationship with their Creator is where I’m most motivated. Let us begin there.

Pick Up Your Mat and Walk!

iStock_000004255724XSmall

Then Jesus said to him, “Get up! Pick up your mat and walk.” John 5:8

In order to appreciate the value of Jesus’ command, you need to consider the culture of the day. Today, although some may feel we don’t do enough, there are limited opportunities for the physically handicapped to work and lead productive lives. In Christ’s time on earth, the handicapped were outcast. They lived off handouts they could obtain from begging.

In the above instance, the man had been crippled for a long time. Probably the only possessions he had were the clothes on his back and the mat on which he lay. The mat was almost a symbol of the only hope in his life. His existence was one to be pitied. There was no known cure for what ailed him (except Jesus), and even if there had been, he certainly couldn’t have afforded it.

Jesus had sympathy for the man, and with the spoken word, the man was healed. Jesus told him to “Get up!” Take his mat and walk. Obviously, this was a gift greater than anything money could have bought.

Whenever I read this verse, this question comes to mind:

What mat am I holding on to today?

This man was holding on to his mat. It had surely become a treasured possession to him. He slept on it, rested on it, and watched the world pass by on it. He couldn’t have imagined facing the day without it. Jesus tells him to pick it up and walk. When Jesus was finished with the man, he didn’t need the mat anymore. It would take faith to trust Jesus and attempt to walk, but the victory was worth it all. Instead of a mat of hope, this man had the hope of Christ!

What would Jesus have you and I pick up today? What are you holding on to tightly as your only hope?

  • Money
  • Health
  • Relationships
  • Hobbies
    • I think Jesus was telling the man to pick up his mat because he wouldn’t need it anymore. He wouldn’t need a place to beg, to worry, to suffer. He needed no more dependence on a mat. He had found the Healer!

      And, I think even today – whatever you are holding on to tighter than your faith, I believe Jesus would say, “Pick up your mat and walk!”

      If we aren’t careful our mats can become our hope rather than our hope being in Christ.

      Our goal should be to trust Him with we trust in most. We are to allow Him to carry our burdens, strengthen our walk and brighten our future.

      Jesus wants to help you – and, the best way He can do this is lead you to trust Him more. Listen for His command to pick up your mat and walk!

Freedom Passes – The New Math of Leadership

Student studying math on the blackboard full of formulas

When I was in school I had a love-hate relationship with math.

I loved doing math – working to find an answer to a problem. In fact, I was pretty good at it. I even served on the math team for a while.

But I hated having to solve the problem with the teacher’s methods.

On tests I would do poorly if the teacher made us show our work. I could get the right answers, but I wanted to use my own methods. The years I was on the math team and did best were when I had teachers who allowed me the freedom to find answers my way.

I realize the teacher needed to make sure I wasn’t cheating and I knew how to think through a specified process, but I wanted to invent my own process.

I think there is a leadership principle here. I have seen it so many times. 

If you want to empower people – give them a freedom pass.

In fact, if your team is currently stalled – maybe you need to hand out some freedom passes.

What’s a freedom pass? It is giving your people the freedom to complete their assignments in the way which works best for them. 

Successful leaders understand organizational success involves letting people figure out their own way. If you want team members to be energized towards progress they must be empowered to develop their own strategies for attaining the goals and objectives.

You still hold team members accountable for progress, but you allow them freedom to choose the process of completion. In practical terms this could be the hours they choose to work, where they do their work, and often who they include on their individual team. 

When you allow people to script the “how” they are more motivated to complete the “what”. People need space to create. They need to have input into the process of completing the vision of the team or organization.

Give people a Freedom Pass. It’s the new math of leadership. 

5 Mature Ways for a Leader to Respond Under Stress

Money Worries

Every organization and team has times where everyone is stretched, stress abounds, and even times where it seems things are going backwards for a while. It could be a crisis or an exceptionally busy season. It could be internal or external issues causing the stressful times. During these seasons good leadership is more critical than ever.

Mature leaders know the way they respond in stress will directly impact the organization and everyone attempting to follow them.

Here are 5 mature ways for a leader to respond during stressful times:

A level head

A leader must display a calmness in the midst of crisis. If the leader panics everyone panics. Trying times test a team and the leader doesn’t needs to add a calmness to the situation, helping assure people everything will be okay. This does not mean giving a false hope. People should understand reality, but it does mean helping people find their sense of balance in the midst of what may seem hopeless in their minds.

Steadfastness

There will always be temptations to give up under stress. A leader walks by faith and keeps the team moving forward. You can read the hard lesson I learned about this issue in my post of advice to the leader when things are going wrong. Through good times and the bad times the leader must stand firm.

Integrity

Character is tested during stressful times. A leader must remain unquestioned in his or her integrity for the health of the team and organization. People will watch to see how a leader responds. What a leader says or does will be taken seriously and subject to people’s own interpretations. This is why we must strive to be above reproach.

Strategic-thinking

Decisions are harder to make but more important during stressful times. The leader must think strategically for the organization – helping to steer towards clarity and progress. (Read a post about thinking strategically in the moment HERE)

Personal well-being

Leaders must remain healthy personally in order to continue to lead the organization. There will be a tendency to never leave the office, but during times of stress, the leader must continue to exercise, eat well, and be disciplined in rest. The leader must guard his or hear heart spiritually, knowing temptation is especially powerful under duress. The health of the leader directly impacts the health of the team.

Leader, have you ever had to lead during especially stressful times? Are you there now?

What would you add to my list?