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:
One of the questions that is often asked of me by pastors, church leaders, and business leaders is, “Where do you get your vision?”
My answer usually seems to frustrate them because…well…it’s simple. Leadership (and vision) is as easy as listening to God.
I still say that passionate, white hot, hell charging, world changing & people inspiring vision comes from intentional and uninterrupted time with Jesus…in HIS Word, seeking HIS face through prayers–staying connected with HIS Holy Spirit throughout the day.
So when people ask me, “Where do you get your vision?” My answer is always the time…I meet with God & I don’t move until He tells me to move…but WHEN He tells me to move I go until He tells me to stop.
Leadership is as easy as listening to God. I always advise pastors and church leaders to get on their face and stay there until God says otherwise. I have NEVER made a bad or wrong decision when I clearly heard from God and followed–EVER!
Mars Hill is the kind of church men would love to attend.
Every Sunday, church pews fill up with despondent women who are forced to worship without the men in their lives. A recent survey by Ellison Research found that 31% of men never attend church even on holidays believing that church is for women, weirdos and wimps.
This sad statistic prompts parishioners and ministers alike to ask: “Where are the men?” While it’s true that several men spend their Sundays satisfying their vices for sports, beer, and sleep, men who don’t attend church usually have more substantial reasons for not attending.
However, I’d like to share five reasons why I believe Mars Hill is a church men would love to attend.
Man up & join us!
If you’ve learned a lot about leadership and making a movement, then let’s watch a movement happen, start to finish, in under 3 minutes, and dissect some lessons:
A leader needs the guts to stand alone and look ridiculous. But what he’s doing is so simple, it’s almost instructional. This is key. You must be easy to follow!
Now comes the first follower with a crucial role: he publicly shows everyone how to follow. Notice the leader embraces him as an equal, so it’s not about the leader anymore - it’s about them, plural. Notice he’s calling to his friends to join in. It takes guts to be a first follower! You stand out and brave ridicule, yourself. Being a first follower is an under-appreciated form of leadership. The first follower transforms a lone nut into a leader. If the leader is the flint, the first follower is the spark that makes the fire.
The 2nd follower is a turning point: it’s proof the first has done well. Now it’s not a lone nut, and it’s not two nuts. Three is a crowd and a crowd is news.
A movement must be public. Make sure outsiders see more than just the leader. Everyone needs to see the followers, because new followers emulate followers - not the leader.
Now here come 2 more, then 3 more. Now we’ve got momentum. This is the tipping point! Now we’ve got a movement!
As more people jump in, it’s no longer risky. If they were on the fence before, there’s no reason not to join now. They won’t be ridiculed, they won’t stand out, and they will be part of the in-crowd, if they hurry. Over the next minute you’ll see the rest who prefer to be part of the crowd, because eventually they’d be ridiculed for not joining.
And ladies and gentlemen that is how a movement is made! Let’s recap what we learned:
If you are a version of the shirtless dancing guy, all alone, remember the importance of nurturing your first few followers as equals, making everything clearly about the movement, not you.
Be public. Be easy to follow!
But the biggest lesson here - did you catch it?
Leadership is over-glorified.
Yes it started with the shirtless guy, and he’ll get all the credit, but you saw what really happened:
It was the first follower that transformed a lone nut into a leader.
There is no movement without the first follower.
We’re told we all need to be leaders, but that would be really ineffective. The best way to make a movement, if you really care, is to courageously follow and show others how to follow.
When you find a lone nut doing something great, have the guts to be the first person to stand up and join in.
© 2010 Derek Sivers
1. KEEPING PEOPLE PAST THEIR EXPIRATION DATE. I’m what you call an eternal optimist. My first instinct is to see the best in people and work to bring it out in the open. I’ve sent people to conferences, personally mentored them, invested time and resources into their development only to be disappointed. Dismissing a person is never easy, sometimes it’s inevitable. From experience, I’ve learned that the first person you fire is ALWAYS the most difficult. Before I replace someone, I ask myself: “Does the person really need to be replaced?” A sharper focus can be gained by asking: The right people don’t need to be managed—they just need to be pointed in the right direction. Jim Collins said, “If the person came to tell you that he or she is leaving to pursue an exciting new opportunity, would you feel terribly disappointed or secretly relieved?” If you’d be relieved, it’s time for them to go. Have you ever had to fire someone? How was the experience?
2. PUTTING PROJECTS BEFORE PEOPLE.
Ecclesiastes 7:18 says, “The man who fears God will avoid all extremes.”
This is one of those areas where we need to embrace the tension between relating with people and accomplishing the mission/getting the job done.
Ask specifically: “Is there anything I can do for you?”
You communicate how much you value someone by simply asking the question. Sometimes it’s nice to do something for another person without them asking or surprising them. But if you’re not a good guesser and you don’t have psychic abilities, just ask.
Often, when I get home from work, I know there are two things I can say that will encourage my wife:
1) I’d really like to hear about your day,
2) Is there anything I can do for you?
Have you made this mistake lately?
3. TRYING TO FIX THE PROBLEM RATHER THAN THE PROCESS.
A problem is an obstacle which makes it difficult to achieve a desired goal, objective or purpose. Furthermore, it refers to a situation, condition, or issue that is yet unresolved. In a broad sense, a problem exists when an individual becomes aware of a significant difference between what actually is and what is desired.
Although pastoring has many positives, problems run parallel on twin tracks. Trying to fix the problem rather than the process is like continuing to change diapers instead of potty-training your children.
May I offer you a piece of unsolicited advice:
You can either continue to react to the problem, or you can fix the process. Ninety percent of the time it’s a systems-problem rather than a people-problem.
What’s your problem-solving method?
4. DELEGATING TASKS INSTEAD OF RESPONSIBILITY.
In my humble opinion, the most overused and overrated buzzword in ministry today is “excellence.” As a pastor of a thriving urban church, I am committed to excellence in my life and the life of Mars Hill.
Because of my commitment to excellence, I can become obsessed about every detail. I’ve noticed how I’ve made my expectations clear to our team and now they tend to obsess about every detail. However, it didn’t take long for the team to realize that their interpretation of excellence might not be the same as mine.
5. ASSUMING THINGS ARE EITHER BLACK OR WHITE.
According to Wikipedia, ”a grey area is a term for a border in-between two or more things that is unclearly defined, a border that is hard to define or even impossible to define, or a definition where the distinction border tends to move.”
Wow, that’s a mouthful isn’t it!
I often say when I’m preaching, “let me give you the Stowers translation:” A grey area is a subject or problem that people do not know how to deal with because there are no clear rules.
Yea, I like that definition!!!
For those involved ministry, experience has taught us that grey areas exist! Following rules is easier than the messiness of relationships. Following rules is easier than discerning God’s will. The policies or guidelines we establish should actually remove barriers and allow more freedom within our organizations.
Moreover, innovative organizations don’t value the rules over relationships, they don’t value rules over people, and they don’t value rules over the mission. As we seek to minister to God’s people, remember black and white are not the only colors in the box.
What do you do when you encounter a grey area?
