LeadershipThe Dictator !The dictator is the one of the most common types of leaders. This approach is to make decisions without asking for suggestions from other members of the group. This type of leader thinks he/she saves time and energy by not including someone else but with this type of leadership there is no buy-in from the rest of the group. !This type of leader would be seen as a pastor/council president that moves forward without seeking input from other leadership.

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The Laissez-Faire Leader!This type of leader is the opposite of the dictator: people are given a lot of freedom and leeway to work as they see fit. The laissez-faire leader rarely gets feedback or updates on a regular basis. The laissez-faire approach can result in time savings and better relationships with staff, council and church members, but only fits with there is an efficient, honest lay leadership that requires little guidance.

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The Motivational LeaderA motivational leader helps to bring out the best in everyone. By taking the time to get to know each member of the church, this type of leader gets to know strengths and weakness and develop strategies for taking advantage of them. This approach leads to good communication throughout the different levels of an organization. This type of leader is good at empowering people and helping people feel satisfied. A motivational leader is perfect to give a creative spark—or a jolt of enthusiasm. The problem is long term sustainability.

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The DemocratThe democratic leader values every member’s opinion and seeks to make each group member feel content and useful. A democrat participates in tasks while respecting and acknowledging the suggestions and contributions of others. This approach generally leads to team efficiency and happy church members. !Down the road this type of leadership may catch up with the democrat leader as they cannot always please everyone.

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The GratifierThe gratifier follows the old carrot-and-stick approach. Such a leader sets goals and then offers relative rewards depending on the contribution and achievements of members. !One benefit of this traditional management strategy is that it’s possible to initiate competitions within the workplace that often lead to improved—even transcendent—performance. However, when the incentives stop so may the motivation.

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The Innovator!An innovator is creative and dynamic, adapting quickly to change and spearheading explosive growth. An innovative leader is aware of new developments within the church and is always listening to members, who are on the lookout for fresh ideas and solutions. The best thing about the innovator’s approach is that the lead-by-example creativity inspires other employees to explore, expand and come up with new concepts of their own.

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Biblical Leadership Models

• Nehemiah !• Jesus

!• Joseph

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Nehemiah• Nehemiah went to King Artazerxes and asked to help his

people and he became governor of Judea • He left and rallied his people together and they began to

build a wall around his city • Eventually there was opposition by a man named Sanballat • Sanballat sent spied into the city to start rumors to

discourage the people • Sanballat sent armed forces against people to attack

workers on the wall • Sanballat caused many, many problems

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• Sanballat decided to distract Nehemiah from the work to get him outside the city walls and then kill him.

• Nehemiah knew what was going to happen so he said to Sanballat in Nehemiah 6: 3

• “I am doing great work and I cannot come down. You tell Sanballat I’m doing great work here and I cannot come down”

• As leaders we need to discern the work God is calling us too and whatever that is we need to say to one another and ourselves “I am doing great work and nothing is going to distract us.”

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Joseph!1. Principled- he had character and integrity. He was honest. He was tempted at multiple times, and he resisted. !2. Humble- the power and prestige of his position working for Pharaoh never changed him. !3. Disciplined- Joseph had the proper long term perspective, even while in jail for a crime he didn’t commit. !4. Faithfulness- while in jail and throughout all of the turmoil, Joseph remained faithful to God and never wavered from his commitment to follow Him.

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!!!5. Grace- Joseph showed grace and mercy to his brothers, even though they had sold him into slavery. !6. Competence- he did his job with excellence. Whether as a servant, or the interpreter of Pharaoh’s dream, or as the manager of the family sheep flock. !7. Wise- Joseph was wise beyond his years. He was 30 when he stepped in to help set up Egypt for the famine, and demonstrated a seasoned perspective with decision after decision. !8. Strategic- Joseph was a planner. He instructed the officials to prepare for a famine, even though it was years away, gathering up food to store up, even during the seven years of “plenty.”

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12 Models of Jesus’ Leadership

Jesus was willing to invest in people others would have dismissed. Consider the disciples. They were not the “religious” elite, yet Jesus used them to start his church. !Jesus released responsibility and ownership in a ministry. Consider how Jesus sent the disciples out on their own. !Jesus had a leadership succession plan. Jesus consistently reminded the disciples that he wouldn’t always be with them. Of course, he was still the “leader”, but he left others to take the ministry forward. !Jesus practiced servant leadership better than anyone. He was willing to not only model leadership but to serve the disciples and the people he ministered too. For example, he washed the feet of the disciples.

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!Jesus was focused on his vision. Regardless of the persecutions or distractions, Jesus kept on the mission God had called him to complete. !Jesus would treat everyone with love and grace. When people would seek Jesus out he would stop and minister to them even though he was headed a different direction. !Jesus was into self-care. Jesus constantly took time away to spend in prayer with God. !Jesus was into leadership development and replacement. He very purposefully prepared the disciples to take over the ministry. He pushed people beyond what they felt they were capable of doing. !Jesus held followers to high expectations. Jesus was not afraid to make huge requests of people. “Follow Me” meant the disciples had to drop their agenda to do so. He told the disciples they must be willing to lose everything to follow him. !

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Jesus cared more about people than about rules and regulations. He was willing to jeopardize himself personally by breaking the “rules” to help someone in need. !Jesus celebrated success in ministry. He rewarded people generously who were faithful to Him and His cause. !Jesus finished well. Any questions whether his ministry was effective? Still working today.

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Listen!to!

God

Listen to Congregation Listen to Community

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Receptive Leadership!

It is the type of leader that gathers information, that processes the information and uses the information to influence their leadership decisions. !It is being open to God and to the people around him/her. !It means that you are prepared to wonder !You understand that we are part of a world that began long before our arrival and will continue long after we depart. We do not control its course—so we must learn to flow with it.  This world was created by God.  And we have a direct relationship with God !You believe that world-changers are self-changers.  We lead not mainly by leaps, but by small steps. The way may be uncertain, but the ground we share is hallowed. All we need is here, and it’s all important. The greatest promise exists in the smallest seed. We belong to each other. We can feed each other.

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!You feel an energy around and about us that we don’t necessarily understand called the Holy Spirit —You try to be in tune with the Holy Spirit and you harness the Holy Spirit in all that you do. You recognize that power emerges from The Holy Trinity and you lead with that in mind with intention. You are united by a sense of responsibility, and a desire to improve the landscape, you commit to dropping old baggage, opening fresh eyes, and finding new ways to examine, reflect, and shift. You take the long view, adopting an unfettered vantage point from which to see the horizon. You round the square tables, holding safe spaces where all are seen and heard.  You listen attentively and well, inviting and welcoming the lost voices. You observe and discern wisely, knowing that some of our best teachers are least like ourselves.

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You perceive that there is no such thing as failure. !You are worthy of trust, deeply reflective and authentic, flexible, humble, and grateful. !You remind others of their dignity and hold their stories tenderly. !You laugh heartily and often, especially at yourself. !You act nobly—with care, compassion, respect, and grace. !You plant seeds, confident that they will germinate and blossom in their own time. !You become a liberating force, unlocking barriers to passion and unleashing the vitalizing power of creativity and courage. !You go gently down the stream, leaving only love in your wake.

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How Leaders ActAsk the Question: ! What’s in decline and where are we manufacturing energy? !For many people What happens at home is more important then happens at church !To reach people that no one else is reaching you have to do things that no one else is doing !What does love require of me? !When you run a church by relationships not policies it takes longer. !We believe the church should be the safest place on the planet for people to talk about anything

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Five “I’s” of LeadershipLeaders have insight. Sometimes we refer to this as vision, but that usually has exclusive reference to the future. While leaders must have vision, they need more. They need wisdom and discernment. They need to be able to look at complex situations, gain clarity, and determine a course of action. Leaders demonstrate initiative. They go first. They don’t sit on the sidelines. They don’t ask others to do what they are unwilling to do themselves. Instead, they lead by example. !Leaders exert influence. It’s no coincidence that influence and influenza (the flu) come from the same root word. Leaders are contagious. People “catch” what they have. People are drawn to their vision and their values. They are able to gather a following and move people to act. To change metaphors, they are like human wave pools, creating a ripple effect wherever they go. !Leaders have impact. At the end of the day, leaders make a difference. The world is changed because of their leadership. They are able to create real and lasting change. Unless something has shifted, they aren’t leaders. They are only entertainers. There is a big difference. The measure of leadership cannot be found in the leader; it is found in the impact the leader has on his or her followers. !Leaders exercise integrity. Not every leader is benevolent. Adolf Hitler was a leader. He had insight, initiative, influence, and impact. Yet his life was not integrated with the highest values. Integrity—or the lack thereof—ultimately determines the quality of a person’s impact.

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Leadership is a Gift!Prior to ministry I really had the opinion that leadership was an achievement. If I worked hard and proved myself reliable then I would create leadership opportunities for myself. I think this is the conventional view of opportunity and leadership. !But since moving into ministry leadership and really digging into what the Bible says about it, I have realized that leadership opportunity isn’t something we achieve, its something that we’re given by God. It’s proven to be more about God’s call than my desire. Romans 12: 1-8 — Especaily verse eight. It clearly says that leadership is a gift and for me this was a game changer. !I realized that a great gift has a higher value than something I could earn on my own. To steward something I wouldn’t otherwise have brings with it a higher level of responsibility and pushes me to serve in humility instead of pride.

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Leadership is who we are!As we work in the church we learn that as leaders we are what we do. For many people, it is normal for people to talk about who they are and when it comes to work they talk about what they do and how they got there. Most of the conversation revolves people defining who they are by what they did. !What we do is what we are called to do by God. Leadership is truly a gift given to us by God, we can escape the reality that when we are called to be leaders it is who we are. Whatever situation that we are in, we feel compelled to be leaders, and we are looked upon to be leaders. !People’s faith also rests in our hands. !

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We need to !Release Control

Many leaders feel that they need to have as much control over the circumstances in order to protect ourselves from failure. We become resistant in asking for help or delegating certain responsibilities because we want to make sure if there was credit to be given that it would have to be given to us. !In Exodus 18 we read that Moses was trying to do all the leading himself and his father-in-law told him what he was doing was wrong. He told Moses that if he really wanted to serve the people he led he would have to release controlling all the decisions that impacted the people. The bottom line was that Moses had to giving up control to put the power in the people’s hands and in return the people would continue to love and respect Moses but also take more ownership in the ministry and in their lives.

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So What do we do?• Pray • Learn • Listen • Be the Church • Join together with God in our Neighborhoods • Embrace Transformation • Remember that we are ‘Marked with the cross of

Christ forever, we are claimed, gathered and sent for the sake of the world.” ELCA Mission Statement

• Decide in our contexts how we are going to be the church, and live it out.

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Utilizing our Leadership to

Benefit our Communities

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Establish a !Sense of Urgency

• Churches that want to change and feel connected to the calling that God has placed before them need a plan to change. You can’t take an idea — put it out there and expect everyone to take it and run. You need to have a plan.

• 50% of the churches that fail to make needed change make their mistakes at the very beginning. Leaders may underestimate how hard it is to drive people out of their comfort zones, or overestimate how successfully they have already done so, or simply lack the patience necessary to develop appropriate urgency. !

• Leaders who understand the importance of a sense of urgency are good at taking the pulse of their church and determining whether the state of the organization is:

o Complacency - Complacency can occur whether your church is growing or on the brink of closing. It is a time when people say “Everything is fine”

o False urgency - People are busy, working-working-working, but their actions don't result in helping the church succeed in their calling. It is doing a lot of ministry that is not related to the mission.

o True urgency - People are clearly focused on making real progress every single day. Urgent behavior is driven by a belief that the world contains great opportunities and great hazards. It inspires a gut-level determination to move, and win, now.

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• Guaranteed to Fail: The problem in failed change initiatives is rarely that the case for change is poorly thought out, or not supported with sufficient facts.

• Kotter suggests that for change to be successful, 75 percent of a company's management needs to "buy into" the change. In other words, you have to work really hard on Step 1, and spend significant time and energy building urgency, before moving onto the next steps.

!• Guaranteed to Succeed: Leaders who know what they

are doing will "aim for the heart." They will connect to the deepest values of their people and inspire them to greatness. They will make the business case come alive with human experience, engage the senses, create messages that are simple and imaginative, and call people to aspire. 27

• How do we create a sense of urgency? • Talk with people (honest discussions) • Know the facts • Examine threats and opportunities • Outside perspective (Synod and Community)

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Forming a Powerful Guiding Coalition

• You want to form a team • Potential Teams

o Council o Executive Council o “Dream Team”

• Creating a team o Mix of people (genders, ages, experience,

church and non church people?) o Need commitment o 3-7 people

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5 Steps to Forming a Team1. Ground Rules !The way in which the team operates is very important. How will people behave? What is the culture of the team? !To be effective, everyone needs to be clear about the way they work together. The team needs a common identity … to share the same values, goals and objectives. Ground rules provide guidance for specific behaviors and expectations. !However, to make sure they are followed they should be prepared and agreed by the team. Therefore, I believe that a team covenant should be drawn up when the team is first formed. This will help everyone to focus on the right things from the start.

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2. Roles and Responsibilities !Once the ground rules are agreed the team should begin to define roles and responsibilities. !How will the team work together? How are different personality types accommodated? !The right people need to be selected for this task. However, it won’t be until the team first meets that a real insight is seen into how well members will work together. This is the time to match people to roles and identify gaps within the team. !At this early stage, the team can define the various duties and outcomes and agree responsibility for them. What’s more, it is the first chance to identify strengths and weaknesses within the team. !

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3. Decision Making !Decision making is an important element of team work. !How are decisions made? Who has the last say? What can be done without prior approval? How is conflict resolved? !Participation and involvement is important it leads to a more effective team. !And team members need to understand what authority they have in the decision making process. For instance, can decisions be made without council consent? What if council/the pastor disagrees? !Clarity about decision making strengthens the team because people are more likely to be committed to carrying out decisions.

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4. Vision Planning !The team plan achieves two things: !It will gather the appropriate data to outline a vision for the church community. This data will come directly from the church members and members of the community at large. !It will direct the activities that will be completed during the life of the transformation of your church. !Preparing a mission statement is a great way to engage the new team and reach consensus about the team’s purpose. It will encourage answers to many questions. !At this early stage in team development I believe it is necessary to set objectives that are measurable and capable of demonstrating that the team is making good progress. !Once again, agreement and commitment is more likely if the team decides on its priorities and then delivers on them. !

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5. Team Processes !Team building is largely about directing the team to establish clear objectives. This stage is best achieved with a high level of team involvement since it leads to strong, well supported decisions. !With strong foundations the team can begin to move from forming to storming … establishing processes and structure. !Delegating specific tasks – from the vision planning – empowers team members and prepares them for the reality of delivering a vision and mission plan. Forming a team never happens by accident.

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Before we can Move Forward

with a Transformation we

Need a Vision35

A vision helps us !tell our story!

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What’s in it for them?!!

“I have a dream….”!Martin Luther King

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“If your listeners are comfortable with who you are

and why you are here, then they are ready to listen to what you

think is in it for them!

[the vision].”!!

The Story Factor

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A vision is a mental picture of what could be fueled by a passion that it should be.!!In our everyday lives our vision pre-decides for us how life is going to be, what we are going to accomplish for the day and how we make decisions. !Our vision needs to be simple, it needs to be portable and it needs to be repeatable. !!To make your vision simple, it can’t be complete. Complete is not memorable or transferable.

How do I create a Vision?

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How do we, as leaders, make vision stick?

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Step #1: State your vision simply.

1 + 1 =240

ExamplesSt. Mary’s Catholic Church in Memphis, TN !Remembering our Catholic heritage. St. Mary Catholic Church continues to serve the poor, the sick, and those who are in need. Within the walls of our church, we find witness to our Faith, recognizing the diversity of our individual gifts, we find strength in our Lord, as we are guided by the Holy Spirit on our faith journey.

St. Mark’s Lutheran Church in Baldwinsville, NY!!St. Mark's Lutheran Church exists to embrace all persons we meet with the Good News of God's unconditional love in Jesus Christ and to empower all for joyful service in the church and the world.

The ONE Campaign!!

To make poverty history 

Northpoint Church in Atlanta, GA!!

To create a church unchurched people

love to attend41

Step #2: Cast the Vision Convincingly

a. Present the Problem!

b. Seeing the Solution!

c. Why here and why now

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Step #3: Repeat It Regularly.

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Step #4: Celebrate It Continually

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Step #5: Embrace It Everywhere

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How do we !Make Changes?

1. Determine what you need to communicate 1.You have a sense of Urgency 2.You have your team 3.You have your vision 4.You share your vision and answer the “Y”

question.

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!2. Write your Goals, Dreams, Vision, Mission Down !• Forces us to clarify what we what • It will motivate us to take action • It provides a filter for other opportunities • It enables us to see progress • It gives us a reason to celebrate

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3. Leadership Fully Understands • Council • Committee Heads • Key Stakeholders • Staff • Velma who comes in

every week to clean the kitchen • Known naysayers

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A leader is someone who has the courage to say publicly what

everybody else is whispering privately. It is not his insight that

sets the leader apart from the crowd. It is his courage to act on

what (s)he sees, to speak up when everyone else is silent. Next

generation leaders are those who would rather challenge what

needs to change and pay the price than remain silent and die

on the inside.

---Andy Stanley50

Visioning is not DreamingDreamers dream about things being different. Visionaries envision themselves making a difference. !Dreamers think about how nice it would be for something to be done. Visionaries look for an opportunity to do something.

We have a lot of dreamers in our churches what we need are visionaries. We need people to envision themselves making a difference, to seek opportunities to make a differences and then follow through on each opportunity.

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As leaders we can afford to be uncertain, but we cannot afford to be unclear. People will follow you in spite of a few bad decisions. People will not follow you if you are unclear in your instruction. As a leader you must develop the skill of leading confidently and purposefully onto uncertain terrain.

The individual in your organization who communicates the clearest vision will often be perceived as the leader. Clarity is perceived as leadership.

To be a Missional Leader in the 21st Century you need to be personally clear about what the vision is, you need to be confident in your vision and you need to be able to communicate it clearly.

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Learning and EvaluationGreat leaders are great learners. God, has placed men and women around us with the experience and discernment we often lack. However, experience alone doesn’t make you better at anything. Evaluated experience is what enables you to improve your performance as a leader.Because we don’t always know what is going to hurt us. We owe it to ourselves and the people that we lead to open the doors to evaluation and coaching. !!As a leader we need to constantly be engaged in being coached, as well as coaching the next generation.

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What if things go wrong?1st -- Shift your perception. !!We have to acknowledge reality, but in the context of a larger story, sometimes to get into these times of change and to enter into denial. But we have to shift our perception.

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Shift your IntentionOne of the marks of leaders is initiative. They don’t sit on the sidelines waiting for somebody else to act. Instead they lean into the problem and embrace the change.How many Lutherans does it take to change a light bulb?Thirteen, one to change the bulb, and twelve others to talk about how they miss the old one.

CHANGE!?!??!?!Good question….But we have appointed a committee to study the issue and report back at their next meeting.

We are to fear and love God that we cannot by our own effort or understanding comprehend the replacement of an electromagnetic photon source. It is, rather by faith, NOT by our efforts that we truly see, and that our own works cannot fully justify us in the presence of our Lord and Savior, Jesus Christ. Of course, it is still dark.

 I’ll have you know my grandmother gave that light bulb.  If you change it, I’m leaving!

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Shift your directionYour vision and your strategy may be perfectly clear in good times, when the weather is calm, but it can get really confusing fast when you’re going through a storm.

When you lose vision, the temptation is to stop. And you may need to do that for a short time to kind of refocus, regain your strength, but eventually, you have to make the call as a leader and keep pressing forward. You have to shift your direction.

It’s easy to give up on the dream and stop talking about the future because, you know, we’re just trying to get through today or this week or this month. But you cannot afford to do this. The only thing that keeps vision alive, is you talking about it as a leader. Well, how much should you talk about it? !!Talk about it until you’re sick of hearing yourself talk about it, and at that point, you’re about half done. Keep talking about it. Don’t stop. Vision is the lifeblood of your organization, and your job is to remind your people of what you’re trying to build and why it matters.

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Shift your accelerationEmail, social media, text messages…all these have conditioned!people to expect a near instant response.

There seems to be an inverse relationship between an organizations size and the sense of urgency that is embedded in the culture. !Bigger organizations often move slowly. !More often than not, smaller organizations have a sense of urgency. Why? Because their very survival is at stake. One false move and they may find themselves no longer in existence.

You have to think big but act small.

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Shift your Allocation

You can’t fund new programs without defunding old ones.

Time and money are finite resources. You’re never going to have enough of it either to do a job in a way that’s comfortable for you. Instead, you’re going to have to exercise courage, make the tough decisions, and find the resources you need. Sometimes, simple creativity will help. Other times, you’ll have to sell someone on giving you more resources. Usually, you’ll have to shift resources or reallocate from one program to another.

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Contact Me

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