We are currently looking to both the long-term and short-term future as far as some new staff is concerned. We need to find a new president over the next year, when I will move into the Founder’s role. But long before that we need development staff as well as other additional staff. We are also trying to find some new leaders for GLOMOS around the world.  The result is that every day new resumes come across my desk.

What do you look for? Everyone looks so fantastic on paper! Here are some things I try to look for to avoid pitfalls from the past.

Check out the vision

Sometimes an applicant carries a vision that is out of proportion to reality. If the vision is so enormous and the person at the same time grossly underestimates the resources necessary for its accomplishment, the vision becomes skewed. If the person at the same time seriously underestimates the obstacles that stand in the way of its fulfillment, that person will have failure on their hands.

Sometimes it is obvious to everyone but the person in the resume, that their vision largely reflects the leader’s needs rather than the legitimate needs and aspirations of the organization. A self-absorbed leader may also be unable to recognize fundamental shifts occurring within or around his organization that demand redirection of the vision.

Check out the attitudes

Some eager candidates are prone to exaggerate their abilities, which can be misleading. For example, they may present information in such a way that their vision appears more feasible or appealing than it is in reality. They may screen out looming problems or foster an illusion of control when things actually are out of control.

Organizations with such staff members usually fail to achieve these lofty visions. Frequently this results in their becoming bitter and disillusioned and vowing to never commit themselves to a leader again: “I was used once, but never again!”

Check out if the person is a control freak

I have occassionally come across, and have had to deal with, staff and leaders who tend to create dysfunctional rivalries by promoting antagonistic “in” and “out” groups within the organization. Usually the distinction is the issue of extreme “loyalty” to themselves. The leader may draw his followers together against a perceived “enemy” or create excessive dependence on themselves and then alternate between idealizing and devaluing dependent subordinates.

Check out tendencies that look abusive, especially when you look for leaders!

Abusive leaders would not exist if no one followed them! Without followers, an abusive leader would be nothing but an empty shell, without any substance.

Insecure followers who look to their leaders as “parent” figures, seeking their approval and acceptance, are what make abusive leadership possible. Their insecurity causes their vulnerability. They are not secure in Christ, so they look to the leader for their identity and security. Such followers are willing to give their leaders inordinate amounts of control over their personal lives and relationships, and over their belief systems. I have seen this over the years in far too many churches, between the pastor and his inner circle!

Often they will suspend their own individual judgments and follow unquestioningly the dictates of the leader. Sometimes they will even begin to adopt the personal characteristics of their leader.

Certainly, it is appropriate to imitate the characteristics of a good leader related to his character, values, lifestyle and dedication to God. Scripture tells us to follow the examples of great leaders. Paul said: “Learn of me”. However, it is dysfunctional to imitate the leader’s personal quirks!

Follower-insecurity creates the opportunity for abuse that leader-insecurity takes advantage of. The solution, in both cases, is repentance and security in Christ. Healthy leader-follower relationships must be based upon a mutual recognition and experience of the centrality and all-sufficiency of the Person of Jesus Christ.

Problem with succession

We are working on a succession plan over the next 15 months. When you are the founder you tend to have a bit of a domineering personality. Domineering leaders like me often have a difficult time developing successors. We simply enjoy “center stage” too much to share it. Sometimes these leaders will have a “puppet” understudy, but to find a replacement who is a genuine peer may be too threatening for such leaders.

I am working on it….every day! To move to the side and bless, encourage and only give advice that is being asked for. It is a hard lesson to learn, but it is necessary!

What are little boys made of?

What are little boys made of?

Frogs and snails

And puppy-dogs’ tails,

That’s what little boys are made of. 

What are little girls made of?

What are little girls made of?

Sugar and spice

And everything nice,

That’s what little girls are made of. 

But what are great leaders made of? 

The Most-Needed Characteristic

The most central and important characteristic of a young leader is a strong personal relationship with Jesus Christ. Servant leaders usually lead out of a deep security in Him. Authoritarian leaders, on the other hand, are usually very insecure. There are other reasons why certain leaders become authoritative, even abusive, but insecurity is one of the main ones, especially in the church.

Spiritual leadership tends to be the natural expression of a divine calling. This kind of leadership does not exist for the purpose of proving to everyone else – even to the leader – that he or she possesses the calling. 

Is This Kind of Leadership Seen In You?

Here are some questions I sometime ask my leader colleagues in our private sessions. They may also reflect on your and my personal leadership, so we should ask the same questions of ourselves first: 

• How do you feel when someone rejects your leadership? Do you feel personally rejected?
• Are your feelings hurt because you personally are not received by someone as a leader?
• Do you personally identify with your ministry?
• What does it mean to you to be a leader, or to have a ministry?
• When you run into conflict situations in your leadership, does it feel like a competitive game and test of wills with others? Or does it feel more like a healthy dialogue and positive debate?
• If you often take questions as challenges, does that reveal an underlying insecurity? 

In true leadership, the purpose (the mission) is the central issue. Often in authoritative and abusive leadership, the person of the leader becomes the central issue. 

Are You Driven by Purpose or Personality?

When a task that represents your vision is successfully accomplished by someone else, are you as happy about it as when it is accomplished by you? Are you as pleased about the church down the road winning people to Christ as you are when your own church does this? When the other organization completes a similar project to yours faster and/or better, do you feel jealousy or gratitude? There are times I have been in both those places.

The servant leader truly serves his or her people by leading them in such a way that their best interests are served, and they find fulfillment. The essence of authoritative and abusive leadership often results in the leader using the followers for his or her own selfish purposes. 

“Even as I please all people in all things, not seeking mine own profit, but the profit of many, that they may be saved” (1 Cor.10:33). 

“The Son of Man did not come to be served, but to serve, and to give his life as a ransom for many” (Mark10:45). 

The servant leader will articulate a vision that serves the interests and the mission of the whole organization. If those kinds of leaders truly view themselves as basically equal with their followers, they will lead in a non-self-aggressive manner. They will actively empower and develop their people. On the other hand, the authoritarian, and at times, abusive leaders, are often domineering and narcissistic. They have high needs for power, driven in part by their own personal lack of peace and security in Christ. They tend to promote goals that reflect their own self-interests. They may even play on their followers’ needs as a means to achieve their own interests. They will largely disregard the feelings of others, and, at times, demand unquestioning obedience and dependence in their followers. 

How Can We Distinguish the Different Types As We Select Leaders?

Ask yourself some basic questions:

• Who will really benefit as a result of their leadership or ministry or a specific decision they make? Will they themselves or the people they serve? In what specific ways?
• Are they actually empowering people? Or does everyone need their permission to do everything? Do they give the people permission to do it their own way or only the leader’s way?

“For we do not preach ourselves, but Jesus Christ as Lord, and ourselves as your servants for Jesus’

sake” (2 Cor. 4:5).

• Who do they talk about? Who do they promote? Themselves, others, the Lord Jesus? What can they learn from this? 

Every day we all need to reflect on what it means to be a leader that functions well. We all have our “ups and downs”. None of us are perfect. But we would love to follow the best Leadership Model there is – Jesus Christ. 

May the Lord bless you richly this week! 

Yours in Him,

Lars B. Dunberg

Last month Doreen and I visited Honolulu. We spent a few days walking around the city and the area where we stayed. It was remarkable to see how many new skyscrapers had been built, and how deep the foundations were at some of those building sites. With good foundations, wonderful buildings can be built.

As we develop younger leaders, the end result is not just developing mature leaders for our own sake, but the laying of a sound foundation in the life of each leader. Our goal should be breadth of learning as well as depth of heart penetration. We should not be so focused on attempting to build up as to build deep and  wide. While it is good to be a master of a few concepts in depth, leadership also requires a rather broad exposure to a number of ideas and subjects.

The Scriptural foundations of searching the Scriptures and praying are also “a must.” We need to set good examples and get  leaders connected to God in reality, and to impart passion of vision, zeal of heart, and even a willingness to suffer for the gospel.

Lifetime Learning And Mentoring Is Essential

How do you teach a leader  how to learn, and to give them a love for learning? Our purpose should be to help each leader becoming lifelong learners, who will properly build on that foundation for the rest of their lives.

Leadership development occurs over a lifetime. Crash courses are good but will not be enough. Extensive and diverse experiences can only occur over time, as does the learning that comes from experience. This is one reason why an individual’s calling develops progressively over his or her lifetime.

While you may be an important influence in someone else’s life, you will rarely be the only influence. There were multiple leaders involved in Paul’s life as he matured: Gamaliel, Ananias, Barnabas, the other apostles, the leaders at Antioch as well as God Himself (2 Cor. 12:4). In Mark’s life there were Jesus, Barnabas, Paul and Peter.

The best approach to mentoring involves bringing a new leader into as many quality relationships as possible. Each mentor will impact the new leader with his or her own unique style, strengths and priorities. As we also tend to pick up both the good and bad from a mentor, having several mentors avoids imitation pitfalls.

Don’t be possessive concerning the leaders you build. Instead, deliberately expose them to other men and women of God who can fill in the inevitable gaps. They don’t belong to you but to God (1 Pet. 5:2-4).

I know how easy it is to become possessive when you’ve invested so much time and energy in a person. The sadness when such a person leaves to go and work with someone else, giving the other person or organization the benefit of all your hard work, is tough to deal with.  If you really love the person and believe in him or her, you will want that person to be exposed to other influences and eventually find even greater strength and maturity.

Some time ago I read an ancient Chinese proverb in a Leadership letter:

If you are planting for a year, plant grain.
If you are planting for a decade, plant trees.
If you are planting for a century, plant people.

Biblical Leadership Differs From Other Leadership

In Matthew 20:25-28, Jesus told us that kingdom leadership is of a fundamentally different nature than the leadership of the world.

Jesus called them together and said, “You know that the rulers of the Gentiles lord it over them, and their high officials exercise authority over them. Not so with you. Instead, whoever wants to become great among you must be your servant …” (Matt. 20:25-26).

As I travel the world and watch leadership in a variety of churches of every possible culture and denominational background, I find leadership that often violates the principles of Jesus, and I often wonder: “How did they get to that point of view?”

A godly leader is firm and strong, but he or she does not dominate the people of God.  However, a leader who is insecure in his relationship with God and with others may compensate by domination and dictatorship over God’s people. There is clear New Testament teaching dealing with leadership tyranny, overbearing and bullying tendencies as well as those that attempt to control the people of God.

I grew up in Sweden and for the first eighteen years of my life, that was home. At 19 I moved to the United Kingdom. For several years (with some breaks in between) it became a home. My wife is from there and she had a home. But the minute I opened my mouth in any gathering, the first comment was: “Where are you from, you have an accent?” Suddenly I was homeless! Even worse, when I suggested plans, which may even have originated in Britain, they were often met with, “It won’t work here even if you think they work in Sweden.” Homeless!

We have now been in the US for 33 years. We often go back to Sweden, both for ministry and for visiting relatives. As soon as we arrive, someone often tells us, “That’s an American idea, you cannot think like that here!” Or “You speak Swedish with an American accent….what are you trying to prove?” Homeless!

So we fly back to the USA and I go into a grocery store just to buy some item and the cashier tells me (just like today), “Where are you from? You have an accent!” Homeless. Do people ever realize that everyone has an accent – especially if you are from the South?

I became a US citizen three months ago. Wouldn’t that make me feel at home? Someone told me soon after the swearing-in ceremony, “I am so glad you saw the light. After all we are the greatest nation in the world.” Having been to over 100 countries, I am not sure I could agree with his statement even if I admired his enthusiasm. He had never been out of his state, and did not have much to compare with. But I felt homeless.

As you read this, it will be 4^th of July. My first Independence Day in my adopted country. Do you know what? I am going to Honduras today. Homeless in Honduras?

The more I think about, we are all homeless here on earth. We are only strangers, pilgrims, passing through. If you have set your sights on a better country, a better home, and an eternity with Him who understands all our languages (with or without accent), you cannot wait to make sure you are ready to go. There is going to be day that no one will feel homeless, or out of place, or be ridiculed because “you speak funny.”

The old gospel song says “…if heaven’s not my home, oh Lord where would I go?” Exactly! I am on my way, whether now or in the long term future, to the place where we will forever be at home – even on the 4^th of July!

However, there is no vacation from thinking about leadership. We are looking every day for qualified people to join us in the mission God has placed us in. We have been looking for some time. As we are doing that, the principles I have known for a long time continue to re-emerge.

Developing Leaders Does Not Happen Overnight

Over the last few blogs we have talked about finding leaders and how to identify God’s call in their lives as well as identifying their potential gifts and abilities.

While finding them may be happen relatively quickly, developing them into what they need to become is a life-long process! A long time ago I read this story in a newsletter:

There was once a young man who was exceptionally bright. When he was ready, his father went to enroll him in a fine university and said to the president of that school, “Since my son is so gifted, would it be possible for him to finish the courses in less than the normal time?” “It all depends on what you want your son to be,” the president replied. “If you want him to be a great oak, it will take a while. But if you want him to be a cabbage, I can have him ready in no time.”

Several months before Germany surrendered to the Allies, president Franklin Roosevelt had expressed hopes that the Yalta conference would not last more than five or six days. Winston Churchill had a more realistic outlook: “I do not see any way of realizing our hopes about world organization in five or six days. Even the Almighty took seven.”

Do not be unrealistic about the amount of transformation that is possible in a short period of time. Leadership schools that only last for a short period of time, and are primarily theoretical, can claim to produce mature leaders. But it takes a lifetime to build a mature and seasoned leader.

The examples in Scripture are clear on this point as well:

• Moses spent years in the desert in preparation for his ministry. Joseph spent years in slavery and jail before he received his assignment. Even Paul spent years in preparation for his apostolic ministry.
• Jesus began to minister when He was thirty. It seems that Jesus spent 30 years of preparation for three years of ministry. This is quite a contrast to our practices today! We tend to spend a relatively short period of time in preparation for a long period of ministry!

Maturity Comes With Experience, Experience Comes Through Failure

In working with leaders from all over the world for 40 years, I find over and over again that maturity comes with experience. Furthermore, the most valuable experience is developed through failure: the project that did not work the staff member who was hired on great recommendations that did not work out or the funding for the specific project that did not come through. How the person dealt with those failures began an integral part of the maturing process.

It takes time for any leader to become mature. Traditionally, our learning institutions give students degrees when they finish the prescribed course. Sometimes this can be damaging – both to the student and to his community – because the degree gives the appearance of a maturity and qualification. In analyzing the person you may find that while the theoretical knowledge is there, there is a lack of maturity in how to implement that knowledge.

For example, in India and Sri Lanka, Global Action has had the privilege of training leaders for ministry. Many of these leaders have had ministry experience but no theoretical learning – the reverse from the situation mentioned above. When their mature experience has been merged with theoretical learning, we have noticed some “spiritual giants” emerge. While they yet do not have a professional degree, their maturity often goes far beyond those that have spent years studying for official degrees in the same country. By starting churches, winning people to Christ, counseling and nurturing believers as well as living under extreme hardship, they have earned their maturity over the years.

Training people at any level is a must, of course. But just because someone has attended a training institution does not mean he/she is necessarily qualified to lead yet. It takes a long time to build a truly, qualified leader.

Last week we were looking at what it takes to appoint great people to work with and here are just a few more thoughts on the same subject!

Great Leaders Have to Think of the Impossible

It is not just enough to have “big-picture” thinkers. Effective leaders must also be able to generate creative responses to opportunities and problems. Most effective leaders challenge the status quo. They are looking for and seeking God’s best. They are continually seeking a better way to do something. Often these kinds of healthy leaders will have a spirit of discontent that is not critical but constructive. How do we distinguish between criticism and constructive discontent? If a person says, “There must be a better way to do this,” you can determine if there is leadership potential in him/her by asking, “What might that better way be?” If the person has nothing to offer, then he/she is being critical, and not constructive. But if the person has already thought of creative alternatives, then he/she has a constructive spirit of discontent. If they say, “It can’t be done!” you have the wrong person.

At the same time, they must be practical in their thinking. Not everyone who has practical ideas will be a good leader, but effective leaders must be able to distinguish between practical ideas and impractical ones, or else they will end up wasting a great deal of  time and resources.

Do They Like Others to Succeed?

A significant part of leadership involves working with others in teams. That is why it is vital that each leader has a heart to help co-workers succeed. 

“Do nothing out of selfish ambition or vain conceit, but in humility consider others better than yourselves. Each of you should look not only to your own interests, but also to the interests of others” (Phil. 2:3-4).

This attitude will reveal itself in ministry situations when the individual prays for and actively serves not only his or her own portion of the work, but also other areas of the ministry.  In addition, the leader should be able to get along with others, figuring out how to be relational. If they start bossing people around, and telling “they are in charge”. Then you have the wrong person.

How Do They Feel About Themselves – And Others?

“For by the grace given me I say to every one of you: Do not think of yourself more highly than you ought, but rather think of yourself with sober judgment, in accordance with the measure of faith God has given you” (Rom. 12:3).

The kind of people who demand perfection from themselves and others will not make good leaders. Effective leaders must be willing to accept reasonable mistakes. Perfectionists will often be too afraid of mistakes to delegate responsibilities to others

The Question I Often Ask Myself: Am I the Right Person to Help This One?

Even when you clearly discern leadership potential in someone, you must still be sure that you can give the person the right environment he/she needs to grow and succeed. Paul recognized that Mark was better-placed under Barnabas’ ministry than under his own (Acts 15:36-40) and was willing to make that change.

Be Prepared For Mistakes – Theirs and Yours

At times we will make mistakes in choosing the wrong kind of leaders. I have often found that despite trying everything I knew, I missed the mark. It is those times we need to be willing and prepared to make adjustments if we discover such a “bad fit.”We cannot expect perfection or even a high degree of maturity in every young leader in the early stages of his or her development. But there must be a whole-hearted willingness to learn, to grow and be subject to constant course adjustments.

Invest in people…that is the greatest thing you and I can do today!

Without finding either your organization dies quickly. However, we tend to be in such a hurry when finding leaders that we at times wish we had taken a longer time in the process.

Great people present themselves differently in different cultures. In Britain, where I began my leadership journey, people tended to present a lot of the more negative picture.”Yes, it is sunny today, but it will rain tomorrow!” It was at times hard to find the positive core to build on. In Sweden people applying for positions, ensured they did not come across as better than anyone else. The concept of being “just so” penetrates the Swedish society – not better than anyone, but not worse either – just so.

Then we moved to the USA, and most resumes were filled with superlatives, as if every person could save the world singlehandedly. Faith in yourself and your abilities is one of the trademarks of my new adopted nation. So, how do you find the real person?

Don’t Be In a Hurry

The twelve leaders chosen by Jesus came into their final intimate relation to Him through three different stages:

First, they believed in Jesus as the Messiah and were His occasional companions at convenient times.

Then they left their occupations to be with Him in uninterrupted fellowship. Even that took on different expressions. For example, Matthew left his occupation entirely, while the fishermen probably did not do so.

Finally, Jesus chose them from among His followers and formed them into a group to be trained as His future key leaders. This last event probably did not occur until all the twelve had been with Jesus for some time. He did not rush them into serious apprenticeship. “Do not be hasty in the laying on of hands (i.e., in choosing and appointing new leaders)…” (1 Tim. 5:22).

Pray a Lot before You Make the Choice

If Jesus needed to pray about making the right choices, how much more do we need to do that? Before Jesus chose His emerging leaders, He spent an entire night in prayer: “One of those days Jesus went out to a mountainside to pray, and spent the night praying to God. When morning came, he called his disciples to him and chose twelve of them, whom he also designated apostles…” (Luke 6:12-13).

Today we tend to be more concerned about filling open slots quickly and if the references sound right, what can go wrong? Sometimes everything goes wrong, because we are not spending necessary time in seeking God.

Ask yourself: How Did They Do In Their Last Position?

There are always reasons why a person left a previous position. Very few will tell you that the person was let go. Very few references will ever tell you that. But ask yourself the question: How do you think whatever attitude is expressed, worked for that person in the previous job.

The past can be a good predictor of the future. In Lystra and Iconium, the “brothers” spoke well of Timothy. Paul wanted to take him along on the journey, so he circumcised him because of the Jews who lived in that area, for they all knew that his father was a Greek. In Acts 16:2-3, Paul recognized that Timothy, who had likely been saved during Paul’s first visit to this area about four years earlier (Acts 14), had a fruitful and extensive ministry that involved at least two cities, Lystra and Iconium. It appears there was unity between the brothers in these cities. The ability to bring unity between groups of believers is an apostolic characteristic. Paul observed all this and chose Timothy to travel with him.

Evaluate Recommendations From Those Around Them

Since it is unlikely that you can have extensive personal knowledge of all the emerging leaders you will work with, you must listen carefully to those who actually know them. Assessments of this nature are at times based on hearsay, casual observation and insufficient information. You need to evaluate a new leader based on an integrated view of him/her drawn from various perspectives held by the people who have directly led, worked with, and lived with this person in the past.

Look for the Key – Who Are They In Christ?

The leader must have a genuine relationship with Jesus Christ. This relationship will always be the source of his/her character as well providing endurance during hard times. Neither will the person will compromise his/her integrity for the sake of being accepted by people.

Do They Have Passion or Heart?

Organizational skills can always be taught. But it is hard to train a person in passion, having the right kind of “heart.” Jesus told his followers: “The kingdom of heaven is like treasure hidden in a field. When a man found it, he hid it again, and then in his joy went and sold all he had and bought that field. Again, the kingdom of heaven is like a merchant looking for fine pearls. When he found one of great value, he went away and sold everything he had and bought it.” (Matt. 13:44-45) People who are not willing to make necessary sacrifices and who have their own list of terms and requirements for becoming leaders are probably not the best choices.

Many ambitious people perceive leadership as being the path to fame and fortune. In reality, Christian leadership is not about position, titles, power, authority, respect or privilege. It is an obligation to service and to self-sacrifice.

When Jesus’ disciples sought the highest places in His kingdom, He taught them: …whoever wants to become great among you must be your servant, and whoever wants to be first must be slave of all. For even the Son of Man did not come to be served, but to serve, and to give his life as a ransom for many.” (Mark 10:42-45)

The Christian leader’s attitude must be that he/she is an “unworthy servant” who has only done the duty that is expected. This is the spirit to look for in a person to hire, whether this is a position as a pastor, a Christian leader or in a secular job. If the person is married, it is important that the spouse understands and embraces this call to servanthood. That spouse may not personally possess the same call to a specific leadership role, but if the leader is to succeed, that spouse needs to stand united in a heart commitment to service and sacrifice.

Leadership is hard. It comes with suffering, rejection and pain. There is often a high price to be paid to lead. The leader and the spouse need to be willing to embrace together the cross that accompanies Christian leadership.

How Do We Choose Emerging Leaders?

When I was 31 years old, I was appointed European director of a Bible organization.  At that age, I knew very little leadership theory. Two years later, when I became president of the same organization, I was faced with a double dilemma. The organization had few area leaders around the world, and most of these were missionaries at least 25-35 years older than I. My first directive from the Board was to find nationals who were emerging leaders, for as many of the 135 language projects we operated around the world, as possible.

Here are some of the valuable principles of leadership development that worked then, and continue to work today:

You Can’t Develop Leaders en mass

In a small organization, a leader can only invest in a few other leaders at one time and be successful. Developing a leader involves investing an enormous amount of time into each individual. You must spend time with them, live with their families, travel with them and interact with them personally for them to grow…and you will grow with them. Before the days of automatic phone dial and email, the best way to develop leaders was to spend a great deal of face-to-face time with them, which paid great dividends. 

Identifying the Right Leaders Is Crucial

Since a leader can personally build only a few new leaders, he/she must prayerfully and carefully choose the right few.  Too often, we spend more time training people than we do in choosing the right people in the first place. This is where I have made my biggest leadership mistakes. Formal training programs will not automatically produce superior leaders. The more time we spend on accurately identifying those we should work with, the better investment in people we will make.

Today many people will be accepted as emerging Christian leaders if they can raise their support or complete Bible College and/or seminary. Research shows that only four percent (4%) of existing seminarians feel that leadership is one of their gifts! That is not how Jesus chose His leaders!

“As Jesus walked beside the Sea of Galilee, He saw Simon and his brother Andrew casting a net into the lake, for they were fishermen “Come, follow me,” Jesus said, “and I will make you fishers of men.” At once they left their nets and followed Him. When He had gone a little farther, He saw James, son of Zebedee and his brother John in a boat, preparing their nets. Without delay He called them, and they left their father Zebedee in the boat with the hired men and followed Him” (Mark 1:16-20).

“He came to Derbe and then to Lystra, where a disciple named Timothy lived, whose mother was a Jewess and a believer, but whose father was a Greek. The brothers at Lystra and Iconium spoke well of him. Paul wanted to take him along on the journey… “ (Acts 16:1-3).

Potential leaders are available, but we must take the time to identify them. How soon can we discern the call of God on a person’s life? And what can we do to help these potential leaders grasp the essence of a healthy leadership style?

Leadership Development Involves Risk-Taking

When Jesus chose His leaders, He looked for people of character (John 1:47) and spiritual passion (Mark 1:18, 20). They all left everything to follow Him (Matt. 19:27).  At the same time, from a human perspective, they were ignorant, narrow-minded, superstitious,  full of Jewish prejudices, misconceptions and even animosities. But Jesus knew that they could grow.

In choosing His leaders, Jesus disregarded social convention and human wisdom. When He chose Matthew, Jesus picked a hated tax-collector who was a stumbling block to the Jews, and would be a source of weakness rather than strength to Him. When Jesus invited Simon the Zealot to follow Him, He embraced a dangerous man with the potential to make Him an object of political suspicion.

Jesus didn’t fear the potential negative drawbacks from the worldly connections of His future leaders. Confident in the power of the truth He would give them, Jesus was indifferent to such worries. He was willing to take risks. He wanted to gain followers from each of society’s groups, including the despised and dangerous, and had representatives from those groups among His key leadership team.

Jesus had to be content with fishermen, tax-collectors and zealots for His leaders. They were the best that could be had. The leaders in society of His day boasted of their unbelief. A few prominent men believed in Him, but lacked the passion to be key leaders.  For example, Nicodemus was timid in speaking on His behalf, and Joseph of Arimathea was a disciple “secretly because he feared the Jews.”

In choosing leaders, do not be afraid to select people who may not be the obvious choice. As long as they possess character and passion, they can be molded and trained as leaders.

Why do we go to church?  Tradition?  Theological conviction? Or do we go to church to meet God? Never is God closer to us when we are acutely aware of our spiritual need. We are reminded of the words of Jesus in Matthew 5, “Blessed are the poor in spirit” and having a “hunger and thirst for righteousness.”  I love the way the Message expresses it. “You’re blessed when you’re at the end of your rope .With less of you there is more of God and his rule….  You’re blessed when you’ve worked up a good appetite for God. His food and drink is the best meal you’ll ever eat” (Matt.5:3,6).

I go to church because I need God. My greatest hunger, the greatest need in my life is to be filled with the presence of God. We will never experience the presence of God if we wait for only our minds to understand it.

Here in the USA bookstores have changed over the years. Today I have two bookstores, almost within walking distance. There, you don’t just find books and DVDs, but also arm chairs and sofas where I can sit and read, and listen to music. There is even a small coffee shop. Bookstores like this are more like homes or restaurants – places where people can have a great time with each other. In contrast, libraries are more like churches. They specialize in silence and hard chairs. They think more functionally than environmentally. The difference between today’s bookstores and yesterday’s libraries is that one is designed for experience and the other for information.

Today we live in an age where people are searching for spiritual experience. They are looking for an experience with God more than a lot of facts about God. Because people believe they cannot find an experience of God in the Church, they look in every other place but the Church.

In the last 25 years, so much information for church leaders has been about church growth. However, the focus today probably needs to be more on church health than on church growth. I can easily grow from 250 pounds to 300. That is not healthy. It is actually showing that I am not well at all. We are in desperate need of a radical Christianity that changes people’s hearts so much that it is expressed in their daily behavior.

Jesus did not say, “I have come that you may have more stuff” or “enjoy the worship production.”  In John 10:10, He proclaims that He came that we may have abundant life!

You and I want our lives to count. God has made us so we have a desire to invest in significance. But even the followers of Jesus were quickly distracted, trading significance for temporal success.

The disciples had to unlearn their definition of greatness.  Right after three of the disciple returned from the mountain-top experience, they were arguing over who was the most important. They had experienced the power of God and just a day later they were overcome with an exaggerated sense of their own importance.

Jesus reminded them that one becomes great by accepting, not asserting. Not grabbing, not controlling, not manipulating. “Your spirit, not your size makes the difference” (Luke 9: 48b The Message).

Each New Year, many people make resolutions, often dealing with diets!  I have done the same. But change and transformation go much deeper than resolutions that deal with diets, debt and addictions. We will never experience lasting change in our lives if we operate out of motivations that begin with the word “should”.  Believing that we have heard the voice of God changes “should do” into “must do”. We must come to the place of power that is beyond will-power. All of a sudden should becomes must. It is then that we find God’s power to change.

Moses gave himself over to God and as he did, his appearance changed. “Moses did not know that the skin of his face shone because he had been talking with God” (Ex 34:29b).  People looked at him and saw the reflection of God. As people see God in us, they will become more aware of God. They will notice God’s hope and possibilities for their own lives.

By today’s standards Jesus’ three-year experience with His disciples would probably have been considered a failure. At the end of Jesus’ earthly ministry, He had only 120 people in His church. Today very few would go and listen to Jesus speak at a church-growth seminar. Instead of emphasizing the quantity of people, Jesus focused on quality of growth. While He spoke to the multitudes, He majored on developing His twelve disciples. And it was those disciples who turned the world upside down.