In today’s busy world it is common for you as a leader to think that unless you are crazy busy you are somehow not being effective or normal. Unfortunately, too many of us have bought into the myth that busy is normal or being effective.
I recall a time in my life as a leader when I bought into that myth. I was on call 24/7 and felt I was needed; that gave me a sense of self-worth. In the process, I neglected my family, my health, my spiritual and psychological well-being.
The past week has been a difficult one in this nation’s history. As we try to make sense of the chain of events, it’s easy to be confused, especially if we listen to the differing views of so many talking heads.
As a Christian leader, you are faced with a challenge: how do you lead in the midst of such deep social unrest?
I certainly do not have all the answers. However, let me suggest a few things you might do to lead effectively during a time like this.
One characteristic of a successful leader is an openness to learning, exploring and trying new things, with an awareness that some may work out well while others only serve to teach what not to do again. Regardless of the result, to succeed as a leader you must operate according to an “open system” where you are receptive to new ideas.
Here are some question to ask about your leadership to help discern whether you operate according to an “open system” or “closed system” as a leader.
In recent days as the nation and the world try to come to grips with the recent killing of 49 people in a night club, many have looked at how our leaders have responded.
Listening to various responses, it seems obvious that many leaders have not really given thought regarding how to respond during a crisis. This we have seen time and time again as crisis after crisis has gripped our nation. We’ve seen responses that had to be pulled back or explained, or responses, we’re later told, that have been taken out of context.
The reality is, we see leaders at every level struggle to deal with conflict and crisis in an appropriate manner. In many instances we see people hurt, some falsely accused, or relationships irreparably damaged when a crisis is mishandled.
Apparently, what was meant for our good now seems to be working against us. One such case in point is the advancement of electronics. The idea was that with the arrival of computers, tablets, smartphones and cloud storage, life was supposed to be easier and more convenient.
We can now move and store information like never before, and we don’t need one sheet of paper to do it. We can be reached anywhere at any time and information sent to us instantly. Incidents taking place a world away can be seen as they unfold by people worldwide. You can meet “face to face” with people from around the globe in virtual reality.
In last week’s post I looked at some of the reasons followers find it difficult to approach their leader. In this week’s post I want to look at how you as leader might make it easier for your followers to approach you about even the most difficult matter.
Be approachable. This sounds simple, but many times leaders are not aware of how unapproachable they appear to their followers. Sometimes you may speak with such certainty that your followers feel there is nothing they can say to you that will make a difference.
While you may be certain about your point of view, as the leader, you should invite your followers to give feedback on your perspective. This is a means of saying to them you are approachable and willing to listen to opposing views.
One of the things I hear many leaders say, and I have said many times myself, is, “I am an approachable person; therefore, you can come talk to me about anything. I would prefer hearing it from you first rather than some third party.”
As a leader, you try to communicate to others that you are approachable, and still you continue hearing things about your leadership and decision-making from third parties. Even more frustrating, you only hear about some of these concerns during a review of your leadership before the board and your direct supervisor.
In the world of organizational performance, the Church stands apart in a significant way from all other organizations. At the same time, the Church continues to incorporate organizational skills used by secular organizations, many of which have been helpful in assisting the Church to do great things in spreading the good news of the Gospel.
Many larger Churches have taken on the management structure of corporations with the lead pastor and numerous supporting staff mirroring corporate CEOs and managers or vice presidents. Organizational structures which help Churches operate effectively reflect good stewardship of resources.
Where do you go to be completely honest with what you are feeling, thinking and going through without being judged? Who hears your heart with all its fears, joys and concerns? Who do you have to be straight up, in your face honest with you, to let you hear the hard truth even when you do not want to hear it? Many of us, especially leaders, do not have such honesty and accountability in our lives. And for many, the consequences have been tragic.
Have you ever experienced being in a team meeting and feeling the need to speak up but deciding against it because you felt you would appear unsupportive of the leader or the team? So, with your desire of maintaining harmony and avoiding conflict, you hold your tongue. That my friend is your run-in with groupthink.
Groupthink is a psychological phenomenon that occurs within a group of people, in which the desire for harmony or conformity in the group results in an irrational or dysfunctional decision-making outcome. Group members try to minimize conflict and reach a consensus decision without critical evaluation of alternative viewpoints, by actively suppressing dissenting viewpoints, and by isolating themselves from outside influences.