10 Ways I Attempt to Be a Leader of Leaders 2 Jul 2024 8:54 AM (9 months ago)
I try to be a leader of leaders. I love, welcome and appreciate followers, but as much as possible I want to lead people who are going to lead.
I’ve been asked the difference in being a leader of leaders and leading followers. It’s one of my favorite questions. The question ultimately points to a paradigm of leading people by which I try to lead.
I know I want to attract and retain leaders on our team. I don’t want a bunch of people waiting for me to make a decision or who fail to take initiative. Ultimately, I want people who will lead me.
Even though I have a leadership blog, podcast and book, it shouldn’t surprise anyone that I am not a perfect leader. I have so much room to grow as a leader. I have discovered, however, is the difference in how I lead if I want to lead leaders. And the difference is huge.
I could choose to be a boss and simply require people to perform for pay. To lead leaders requires a different skill set. It challenges the way I lead.
As a leader of leaders.
1. I say, “I don’t know” a lot.
If I have all the answers, the team will have fewer of their own. I need to be leading people – encouraging them to lead – more than I’m instructing people.
2. I often have to admit “I didn’t know about that”.
Whatever “that” is – until after a decision has been made, I simply didn’t know it was happening until it was. Granted, I don’t like surprises that may cause controversy in our church, but our team needs the freedom to “lead out” on things without my involvement if they are truly leaders. And if I’m leading well you won’t hear me say anything negative about what I don’t know, because I support my team’s ability to make decisions.
3. I encourage learning from someone besides me.
After all, I don’t have all the answers. Some days, without my team, I don’t have any. They need to be learning from others so they can bring new ideas back to the team.
4. I allow people make mistakes.
And I’m glad they let me make some too. It’s one of the best ways we learn from life and each other. This is created by culture. People know whether or not they can try new things by the way a leader responds when things don’t work as well as they team hoped they would.
5. I try to steer discussion more than have solutions.
And I find meetings become more productive. Work becomes more efficient.
6. I believe in dreams other than my own.
People have opinions and ideas. The best ones aren’t always mine.
7. I say “we” more than I say “me”.
(Except in this post) A team is more powerful than an individual effort. A leader of leaders has a leadership vocabulary that’s inclusive of others. It’s not “my” team it’s “our” team.
8. I strive to empower more than I control.
Leadership stalls when we try to determine the outcome. It thrives when we learn and practice good delegation.
9. I’m not afraid of being challenged by people on our team.
I’m not saying it “feels good” to be critiqued, but I know it’s a part of making us better.
10. I seldom script the way to achieve the vision.
In fact, I never script it alone. I try to always include those who have to implement the plan into the creation of the plan. And by experience, it seems to be a more effective way to do things.
If you try to lead leaders, what would you add?
If you’re looking for a church to follow online, check out our church. We are a multi-site church in Lexington, KY.
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What People Hear When A Leader Doesn’t Communicate 25 Jun 2024 3:00 AM (9 months ago)
Leader, do you realize what you communicate when you don’t communicate as a leader?
I was talking once with a staff member of a large church. She consistently feared the stability of her job, because she never knew what her pastor was thinking. She was considering looking for a new position, not because she didn’t like her work, but because she wasn’t sure about the future security of her job. She claimed that living with uncertainty was the standard when working on this church staff.
I’ve learned over the years that communication is one of the most important aspects of the field of leadership. In fact, it may be the thing that makes or breaks a leader’s success.
When a leader fails to communicate, it actually communicates a great deal to the organization. Unfortunately, it’s not always an encouraging message. The unknown invites people to create their own scenarios, which rarely turns out well for the leader, the team, or the organization.
What people hear when a leader doesn’t communicate:
You don’t care – You appear apathetic towards the emotional and practical needs of people on your team.
You don’t know -You may not be brave enough to admit it, but don’t worry, others are probably saying it for you.
You can’t decide – Your team thinks you’re incapable of making a decision, either because you’re afraid of people’s reactions or you’re not a strong enough leader to make a decision.
You are holding on to power – Information is power. When a leader controls it – or appears to – it communicates their power hunger. And it is never an attractive quality of a leader.
You don’t value others – Your silence produces perhaps the most dangerous scenario when people believe you don’t think they are worthy of knowing. Put yourself in their shoes and see how that one feels.
What should you do instead?
Communicate through a decision. Keep people informed along the way.
You can never communicate too much, especially during seasons of change.
Check out my leadership podcast where we discuss issues of leadership in a practical way. Plus, check out the other Lifeway Leadership Podcasts.
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A Simple, But HUGE Way to Empower People 24 Jun 2024 3:00 AM (9 months ago)
Leader, let me share one simple, but huge thing you can do to better empower people on your team.
In full disclosure, I’m the worst at this, but it’s something I continually strive to do better.
So, you want to fully empower your team?
Here’s what you do:
Release them from responsibility.
Whenever you can, let them know they aren’t being held responsible.
Often as leaders we handle a lot of information. Sometimes we push a lot of that to our team. In other words, we dispense a lot of new ideas. If we are growing and learning personally, the team is often where we process our thoughts as we have them.
And here is where this principle comes into play:
If it’s not their responsibility – let them know it’s not.
Simply release them from any responsibility other than hearing you out – at this point in your processing. If you don’t expect them to do anything yet, let them know they’re off the hook.
Again, it sounds simple but it’s huge.
You see, the team is always wondering if what you are thinking is where the organization is going next. Is your processing a mandate to do something? They are waiting for leadership on the “new idea”.
Specifically, what is the leader thinking here – as it relates to me?
- What do you want me to do with that new idea?
- How do you want me to help?
- What’s my role going to be in this?
- Are you going to hold me accountable for this?
- Do you expect something from me here?
- Am I supposed to be taking notes?
- Is this something I should be concerned about right now?
As leaders, we often process and present a lot of ideas, but sometimes we are just “thinking.” Sometimes we aren’t assigning anything – we are simply exploring.
The more we can release the people trying to follow us the more they can focus on things for which they are being held accountable. And the more willing they will be to process new ideas with us.
Just tell them what you expect or don’t expect. Say the words, “You are not responsible for this.” “I don’t expect anything from you on this.” “This is just for information.” “I’m simply thinking out loud right now.” And mean it.
Release them from responsibility.
Even better – create a healthy enough environment so people feel freedom to ask or challenge you when they don’t understand if they are being held responsible.
Sounds simple. Yet, it’s huge.
Check out my leadership podcast where we discuss issues of leadership in a practical way. Plus, check out the other Lifeway Leadership Podcasts.
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12 Ways You’ll Jeopardize Your Job as Pastor 20 Jun 2024 3:00 AM (9 months ago)
There are common ways we can jeopardize our role as a pastor.
Hopefully, through this blog and my conference speaking I have established myself as someone that loves pastors. I came into vocational ministry mid-career and it gave me a unique perspective on the role. I want pastors to succeed.
It’s like shooting yourself in the foot.
Of course, no one would intentionally cripple their ministry, but I have seen some ways pastors get into trouble if they aren’t careful. This is a light-hearted post, but it has serious ramifications.
12 ways to jeopardize your role as pastor:
Do life alone – trust no one and have no “real” friends.
Question everyone’s motive in the church – assume everyone is out to get you.
Don’t learn or consider the impact of key stakeholders in the church.
Take personal pride in numbers and constantly compare the success (or lack there of) your ministry to other ministries.
Refuse any outside critique or evaluation.
Keep your family life always second to the church – and make “ministry” excuses for doing so.
Cling to the few negative voices. Re-read that negative email (even with no basis of truth) over and over again.
Believe you have to do everything, be everywhere and never say “no” to anyone.
Spend time with God only when preparing for a message.
Ignore the warning signs of burnout.
Always protect your image. Pretend you’re good when you’re not.
Ignore personal physical or spiritual health.
Pastors, what would you add?
(Obviously, I’m praying you recognize the sarcasm and do the opposite of each of these. If you need help, please reach out.)
Check out my leadership podcast where we discuss issues of leadership in a practical way. Plus, check out the other Lifeway Leadership Podcasts.
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RELP – Episode 98 – Some of My Biggest Leadership Mistakes 19 Jun 2024 3:00 AM (9 months ago)
In this episode of The Ron Edmondson Leadership Podcast Ron and Chandler Vannoy discuss some Ron’s biggest leadership mistakes.
In leadership for over 40 years, I (Ron) have made a lot of mistakes. Hopefully, I’ve learned from them. But some are bigger mistakes than others.
In this episode, some of my biggest leadership mistakes.
Show notes:
We love hearing from leaders who enjoy these podcasts. Yes, we know they are simple. It is intended to be a quick listen to a conversation between father and son – (and in this one – father and friend) who are both struggling to figure out leadership in our individual contexts.
Ron is a unique leader in that h has experience in the marketplace, government, nonprofits and the church. Even today as a consultant, Ron continues to be a practitioner of leadership. He’s not just talking about leadership, he’s in the trenches with you serving as a full-time pastor.
As always, I hope this episode helps you be a better pastor and leader.
Would you do us a favor? If you enjoyed listening to this episode of The Ron Edmondson Leadership Podcast would you subscribe, share and leave a positive review about this podcast? We are enjoying doing this together, but it is especially encouraging when we know it is helping other church leaders. Thank you in advance for doing this. It is a great help.
Check out 5T Leadership and let me (Ron) know if I can help you or your church/organization.
We will be recording more episodes soon. Let us know leadership issues you would like us to cover.
Also be sure to check out all the great podcasts on the Lifeway Leadership Podcast Network.
The post RELP – Episode 98 – Some of My Biggest Leadership Mistakes appeared first on Ron Edmondson.
A Common But Damaging Leadership Statement – Never Make This One 18 Jun 2024 3:00 AM (10 months ago)
A leader – frustrated with my critical eye for improvement – made a common but damaging leadership statement that made me cringe. In fact, I believe it is perhaps one of the worst leadership statements to organizational health.
Have you heard this one?
Don’t bring me a problem without a solution.
To be clear, when the leader I heard said it he was frustrated by all the complaints I was bringing him from staff about a systems issue in the organization. It was causing added work for people and not accomplishing enough value for the effort required.
Passionately, he banged on the table and said, “Don’t bring me a problem without a solution. Don’t bring me a problem without a solution. That’s my leadership philosophy. Don’t bring me a problem without a solution.“
I suppose it made him feel better to repeat it several times.
Here’s the problem with that damaging leadership statement.
Actually two problems.
- Stifles creativity of problem-solving.
No one is going to offer any input to a leader with an attitude like that. Conversation done. Complete. Over.
- Forces real problems to continue – everyone knows it but can’t mention it.
Silence is forced upon people because they aren’t given permission to bring up the problems they see.
Here’s the reality. There are people on any team who don’t have the power or authority to solve the problems they see. They only know there is a problem. And they likely know it better than anyone else because they have to live with it daily. That was the case in the illustration above.
Consider positions such as administrative assistants, for example. Or facilities personnel. In most organizations, they have usually not been empowered the authority to change the rules. (Hopefully your organization is an exception to this.) They can only live with what they have been given. But they potentially see dozens of problems with the way their work is done.
When they have the freedom to expose a problem to leadership, they can help improve efficiency, productivity and team morale. Not to mention the impact it has on organizational trust.
Instead of shutting them down with this horrible saying, empower people to solve problems. Pull together teams of peers to suggest solutions. Promote open dialogue where people feel comfortable bringing a problem forward. Make sure everyone on the team – regardless of their position – feels the freedom to share what they see and are experiencing.
That’s part of serving on a healthy team. And it will make the entire organization better.
(In fairness, if there is truly a culture of empowerment at every level within the organization – where everyone feels safe to offer suggestions for improvement – then I have far less of a problem with this statement.)
Check out my leadership podcast where we discuss issues of leadership in a practical way. Plus, check out the other Lifeway Leadership Podcasts.
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The Problem with Perfectionism 17 Jun 2024 3:12 AM (10 months ago)
Perfectionism often leads to a less than desirable outcome.
The reality is that often when searching for perfect so intensely you end up settling for mediocrity.
It could be something simple such as searching for the perfect parking spot or the perfect seat in an auditorium. Or, it could be something big, such as searching for the next “great thing” for your organization.
Something happens along the way towards perfect that leads to an undesired outcome.
- The best ideas get taken by someone else.
- You waste all your resources.
- You run out of time.
- The opportunity window is closed.
Sometimes you simply have to pull the trigger even when you don’t have all the answers yet.
That doesn’t mean you don’t try to answer any questions that you can. You should eliminate as much risk as possible. Pray. Seek wise counsel. Investigate. Take small steps. (Everything big once began small.)
But as a leader, I’ve seldom been 100% sure when we’ve made major decisions.
And who knows, when you take chances, you just might end up at perfect.
Check out my leadership podcast where we discuss issues of leadership in a practical way. Plus, check out the other Lifeway Leadership Podcasts.
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RELP – Episode 97 – The Leader Sets The Bar 13 Jun 2024 3:00 AM (10 months ago)
In this episode of The Ron Edmondson Leadership Podcast Ron and Chandler Vannoy discuss some ways the leader sets the bar for the organization.
Whether intentional or not, the leader sets the bar for a team. It will make the team better – or not. Healthy – or not.
In this episode, ways the leader sets the bar.
Show notes:
We love hearing from leaders who enjoy these podcasts. Yes, we know they are simple. It is intended to be a quick listen to a conversation between father and son – (and in this one – father and friend) who are both struggling to figure out leadership in our individual contexts.
Ron is a unique leader in that h has experience in the marketplace, government, nonprofits and the church. Even today as a consultant, Ron continues to be a practitioner of leadership. He’s not just talking about leadership, he’s in the trenches with you serving as a full-time pastor.
As always, I hope this episode helps you be a better pastor and leader.
Would you do us a favor? If you enjoyed listening to this episode of The Ron Edmondson Leadership Podcast would you subscribe, share and leave a positive review about this podcast? We are enjoying doing this together, but it is especially encouraging when we know it is helping other church leaders. Thank you in advance for doing this. It is a great help.
Check out 5T Leadership and let me (Ron) know if I can help you or your church/organization.
We will be recording more episodes soon. Let us know leadership issues you would like us to cover.
Also be sure to check out all the great podcasts on the Lifeway Leadership Podcast Network.
The post RELP – Episode 97 – The Leader Sets The Bar appeared first on Ron Edmondson.
When You’re Frustrated Enough To Quit, But Can’t – 7 Suggestions 12 Jun 2024 4:12 AM (10 months ago)
What do you do when you’re frustrated enough to quit but you simply can’t?
I was talking to a staff member of a large church who was so frustrated he was ready to quit. But he couldn’t. For a multiple of reasons, most important the fact he didn’t feel God had released him yet, he knew he was going to be in this position for a season.
He was frustrated because he had given everything he knew how to give, but nothing seemed to matter. Plus, he felt under appreciated, under utilized, and unfulfilled. He felt his supervisor never acknowledged his accomplishments and controlled all his efforts. Additionally, he had tried confronting gently, firmly and directly, but nothing seemed to make things better. Every night he went home wishing he didn’t have to return the next day. He was ready to quit, but again, he had sensed no release from God in this position and believed he was supposed to stay at the time.
What he was experiencing was not depression, in my opinion. It could have turned into that at some point, if he was not careful, but at the moment it was simply frustration. Severe frustration.
And though the problems were more external than internal they were work related. They were impacting every other aspect of his life. They always do.
So what should someone do in this situation?
(By the way, I don’t think God always leaves us in situations like this. These times always serve a purpose in our life, but many times God releases us to pursue a healthier environment. Don’t confuse loyalty to a bad leader with obedience to God. They aren’t always the same. That requires walking close enough to God to discern His will.)
There will be times when, apart from any God-calling, the economics, timing or other personal or family situations dictate you stay for now. What do you do then?
Here’s the reality I had to share with him: The truth is we can’t control our environment. We can’t control other people and their reactions to us. But we can only control how we respond to life.
7 things when you’re frustrated and want to quit, but can’t:
Pray –
That’s an obvious answer, but it’s the most powerful answer. The question I had for him is have you really prayed? Have you prayed for God to change the circumstances or for Him to change you? There’s a huge difference in those two prayers.
Remember the good times –
I keep a file of memories. Notes I’ve received of encouragement. Emails that came at “just the right time”. I store them in a special file and, on especially difficult days, I pull out this file and review better days. My life has been filled with seasons. Some good and some bad. I want to remember the good times when I’m experiencing the bad. And I’m always encouraged looking back that life is seasonal. There will be better days ahead again.
Share your burdens –
Now is not the time to be proud. You need some people with whom you can share your burdens. Be honest. Don’t believe the lie that pastors have to live life alone. You don’t. Find someone in another church. Find a trusted leader in the church. Don’t share with a motive to stir trouble and don’t gossip, but be honest. Share your side, not anyone else’s. The goal is to get the support of a listening ear you need. (Don’t be afraid to get professional help if needed.)
Rest –
Many times, in my experience, these days come most when we are tired. Our emotions get the best of us. Would it be better to disappear for a short time or disappear altogether? You can’t sustain your best work long-term when you are experiences this level of stress and that will only make your life more miserable. Get away and rest. NOW.
Renew your heart –
Remind yourself of the vision to which you were called. You weren’t called to an environment, or the pastor of a church, or even to a church. You were called to a person – Jesus. He loves you. Plus, He wants to invest in you. He has a plan for your life. Lean into Him again and allow Him to restore your passion for Him that is bigger than the place where He has you now.
Do the best you can –
Do the best work you can within the ministry context you are called to do them. You may not be able to impact the entire church, but you can impact your individual ministry, even if it’s only by impacting the people within your ministry. You’ll need to find your fulfillment in smaller wins right now, but allow those moments in ministry to fuel you and keep you going.
Learn all you can –
We learn most in the hardest days. Those aren’t necessarily helpful words to hear in times like this, but they are so incredibly true. Keep a journal of your experiences – what happens and how you feel about them. You will use these insights in the days to come and look back on this as a significant growth experience personally and professionally. If you learn things that make you better later this won’t be a wasted period of your life and ministry, but may even prove to be a valuable period.
That was my advice. (Update – his supervisor has sense moved on to another church and things have greatly improved for him.)
Have you ever been in that kind of situation?
What would you add?
Check out my leadership podcast where we discuss issues of leadership in a practical way. Plus, check out the other Lifeway Leadership Podcasts.
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5 Common Struggles Most Young Pastors (and Leaders) Face 11 Jun 2024 3:14 AM (10 months ago)
There are some common struggles most young pastors seem to face.
Several years ago, I spent a coupe of hours with a group of young pastors. It was a cross representation of church planters and pastors of established churches. There were healthy churches and unhealthy churches. Churches represented were growing, plateauing and declining. It was a sharp group of people, mostly new in their positions. Yet, I expected to see all these churches would be growing soon.
We talked about a lot of issues, but one of our longer discussions was when I asked them what their greatest struggle in ministry was at the current time. There were some incredible consistencies – actually more than I anticipated. Very different churches and very different pastors – very similar struggles.
A large majority of my readers are pastors. So, here is my word to you – you may not be as alone as you think. The title says “young” pastors, and I chose it because this group was, but I suspect these aware shared by pastors of all ages.
5 most common struggles among pastors:
Personnel issues.
If the church has any paid staff other than the pastor there will be issues for the pastor. The longer I lead the more complex this issue becomes, simply because of the changing culture, laws and expectations of people. Some of this has been needed change, but it doesn’t come without challenges.
I always advise younger leaders, especially those without a background in this issue, to seek professional help in this area – even if it has to be from outside the church.
Navigating bureaucracy.
The younger generation in ministry is much like the one in the secular workforce. They want to do something, not meet about doing something. I share their heart, but granted this is one of the hardest ones to address. Of course, the church planters weren’t the ones with this struggle as much, but depending on their support base or people they place into leadership they may still have this struggle.
I often advise young pastors in established churches to write some of their best sermons to cast vision of how we should spend our time as pastors. Jesus seemed to teach and model quite extensively about our need to reach the lost. The Bible doesn’t record a lot of His time in committee. Acts gives good models of leadership and serving the people. People in the first century seemed to do a lot of the work we’ve placed on professional staff.
Balancing ministry and family time.
This has always been a struggle. Frankly, it should be. We need to work hard – it’s a good Biblical principle – and we need to protect our family. There’s another great Biblical principle. It requires a healthy art of rhythm for our time.
This younger generation of ministers won’t automatically let the ministry trump their family. And I think that is a good thing. Ministers from my generation and older generations sometimes did. Many from these generations have told me they wish they hadn’t after it was too late.
My advice to younger pastors is work to find the right rhythm for you and the church. I know from experience life is seldom fully balanced, but you can be intentional with your schedule and use of time. You will have to cast vision to the church continually of why you are not at everything and why your family is so important. The church needs this message too – as they are equally in the struggle.
Developing leaders.
This one seems true regardless of the style of church. In my experience, it’s true in most organizations. We are always in need of new leaders. You can’t grow or even maintain without consistently developing new leaders. In a practical sense, leaders come and go, die or burnout. It’s difficult to grow and develop as a body without growth in the number of leaders.
I advise younger leaders to start systematically and strategically developing new leaders now. In fact, I think it’s more important you have a system – even if it’s not perfect – than to do nothing. People typically learn best by doing. So, at the least, in the absence of a formal leadership development program, start giving people you see with potential assignments to lead – and let them develop with on-the-job training.
Handling critics.
Again, this one was shared less by the church planters, but the interesting twist is the criticism church planters received was typically from outside the church. Pastors in established churches seemed to receive most of their criticism from inside the church.
There’s a whole blog post needed on my thoughts on this one, but either way, one thing all leaders have in common is criticism. Lead anything and critics will find you. You don’t have to go looking for them. (I love the passage in Exodus 24 where, as Moses was going to the mountain to spend time with God, he made a plan for how to handle disputes among the people.)
Because leadership involves change. And change always changes things. (You got that, right?) People often respond to change with an emotion — it could be anger, frustration or sadness — but it comes to us as what we’ve labeled criticism. I’ve learned sometimes it isn’t as much against the leader as it is against their sense of loss, but either way it hurts.
I always remind young pastors and leaders that we must find our strength in our calling, our purpose and in the pursuit of the vision God has placed in our hearts. We shouldn’t ignore criticism. We should filter it. (And I’ve written on the right and wrong ways to respond to criticism.) But we should not let criticism control us – in our leadership or in our emotional state – even though that is sometimes the intent of the critic. Part of leading is learning how to stay healthy even in the midst of criticism.
I wondered are seminaries addressing these issues? Should they?
Check out my leadership podcast where we discuss issues of leadership in a practical way. Plus, check out the other Lifeway Leadership Podcasts.
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