In Part 1, I shared my experiences regarding change and transition. If you missed it, you can read it HERE.
In 2011 we experienced many exciting changes at Mars Hill Baptist Church. Regardless of how exciting the vision of the building was, we know now that in the process, we left some people behind.
In Part 1, we learned how BUILDINGS HOUSE MEMORIES - DON’T ERASE THEIR SIGNIFICANCE.
Here’s SECOND humbling lesson learned:
I’ll admit, as a leader it’s quite easy to get caught up with a vision. It’s natural because as leader’s we’re encouraged to look out for opportunities and then take the lead in making things happen. But sometimes we find ourselves alone out front, and wonder what happened to the people we’re leading? Why aren’t they with us?
GOING FISHING - WHO’S IN?
Take a scenario of a group of people going fishing on a lake. Typical leaders get the vision, jump in the boat, and are off to fish. However, the rest of the group may take a different approach. As the leaders look back, they find that half the people are still on the river bank.
Some are still prepping their fishing gear. Some are just starting to launch their boats. Others are on the water but are heading in the opposite direction. Some are going in circles and still others haven’t yet even decided if they feel like fishing after all. That’s when you realize that only leading from the front doesn’t always help facilitate the transition.
John Maxwell in his book “Winning With People” admits that patience is not one his strengths. He says: “When I was younger I constantly cast vision for the people in my organization and then left them behind – not a good thing for a leader.”
In 2011 we experienced many exciting changes at Mars Hill Baptist Church. Regardless of how exciting the vision of the building was, we know now that in the process, we left some people behind. There were parts of the process where as leaders we simply dropped the ball.
Mars Hill Baptist Church - Before
Here’s FIRST humbling lesson learned:
As a pastor, my mission is to help people achieve positive change in behavior: for themselves, their family, and their teams. Research shows that successful people have a strong need for self-determination. Simply put, this means, “I am doing, what I am doing because I choose to, not “I am doing what I am doing because I have to.”
People who are doing what they choose to do are committed professionals. They proactively apply their talents to make a greater contribution. People who are doing what they have to do are compliant employees. They are putting in time for money.
How much of our lives have been wasted in trying to change the behavior of people who have no interest in changing? What is our return on this investment?
WARNING - THIS IS A CONTROVERSIAL STATEMENT…READ ON AT YOUR OWN RISK
