My office window overlooks one of the main entrances to our property. What I saw wasn’t just a full parking lot – it was cars on every paved surface imaginable. We were three minutes from the start of the second service, and I knew there was no way everyone was going to find a spot to park and a seat in the worship center.

We delayed the service and sent reinforcements to help.

As it turned out, everyone was patient, our parking lot team was creative, and apparently the Lord multiplies parking spots like He does fish and bread when people are hungry.

Crisis averted. Panic not needed. But the moment stuck with me.

Because it was a reminder – we’re in another season of growth.

And while I’m grateful for it – and I hope it’s not our last – growth always brings tension with it. Growth is evidence that the Spirit is stirring somewhere. Our responsibility is to steward that movement well. But stewardship almost always stretches us before it settles us.

By the way, yes – the church is both a church and an organization. We are a spiritual community of people following Jesus together. And we are an organization with systems, policies, structures, and processes designed to help people grow as disciples. That dual reality becomes more visible in seasons of growth.

Every time growth comes, the same pressures resurface. They’re not new, but they are easy to forget when things feel stable. 

These are 7 of the predictable growth pains of any growing church or organization – 

Systems will be stretched. Holes will be exposed.

Systems are designed to support the organization. Growth stretches those systems beyond what they were built for. That exposes gaps—and gaps create tension. This can be especially frustrating for people who value order and structure (which, ironically, is often the same group that dislikes change).

Improvement gets forced, not invited.

Growth pushes leaders to rethink structures, processes, and pathways. This often has to happen in real time, while things are still moving. It’s uncomfortable. But over time, these forced improvements usually make the organization healthier and more effective.

Not everyone will know everything – or everyone.

This one is emotionally harder than it is strategically. People who once felt in the know may not always be now. And honestly, that includes me as the senior leader if the organization is healthy. Growth requires wider leadership, which means influence becomes more distributed.

The leader’s time gets stretched thin.

Some places where I once showed up regularly now feel my absence. That doesn’t diminish the expectation others may still carry, but it does force new boundaries and delegation if I want to lead well over the long haul.

Resources lag behind growth.

I’ve always believed the resources are in the harvest, but they don’t always arrive on the same timeline as the harvest itself. Growth creates needs before it creates margin.

When resources feel tight, turf wars tend to follow.

Even among people who love each other, competition emerges. Time, attention, budget, and influence start to feel scarce. The loudest voices, the most driven personalities, and sometimes the biggest complainers can end up dominating the conversation. One of the quiet disciplines of leadership is learning to weigh competing needs wisely, because everyone believes their need is the biggest one.

Current culture is challenged.

Some people thrive on momentum. Others get overwhelmed by it. Growth widens the gap between those who are energized by change and those who feel like they’re losing their footing. There’s also a natural tension of nostalgia versus vision. People often grieve what used to be even when they believe in what could be. This creates an emotional tension leaders have to shepherd – not argue away or overlook.

None of these tensions mean growth is a problem. They mean growth is alive. The real question isn’t whether growth will bring pressure. It always will. It’s whether we’ll notice it early, talk about it honestly, and steward it faithfully – before panic texts become our primary leadership strategy.

(It’s been a while since I shared some of my thoughts on leadership. We’ll see how this goes. My preference is to share current leadership struggles and learnings. Let me know your thoughts.

The post 7 Tension Reminders in Times of Fast Growth appeared first on Ron Edmondson.

I was empathetic, but thought to myself, “Welcome to the world of leadership”. And it can be true even in Christian leadership.

If you’ve been in leadership very long you know what it feels like to be betrayed. It can come at the hand of one you barely know or someone you trusted.

I love that God provides us real life examples from the Bible of men and women who faced the same struggles we face today. I once wrote 4 Ways to Process Betrayal about Judas’ betrayal of Jesus.

Then consider these thoughts from the life of David.

Psalm 41:7, “All who hate me whisper together about me; they imagine the worst for me.”

David, the man after God’s own heart, had men who talked behind his back. They spread rumors about him. They maligned his reputation and character. He was the subject of gossip. People said things about him that weren’t true; probably some that were partially true, but stretched out of proportion to reality.

Have you ever been there?

Then consider what David says in verse 9, “Even my close friend in whom I trusted, who ate my bread, has lifted his heel against me.”

David had been betrayed by someone he trusted completely.

Most likely you have also. Chances are good, if we are honest, we have been the the betrayer and the betrayed. It could have been in a business deal, with a family member, or even in a marriage. It might have been a misunderstanding or an intentional act of betrayal, but either way, it still hurt. You were tempted to get even, perhaps you held a grudge. Maybe you quit speaking to the person.

How should you respond in betrayal?

Here are 4 reminders for times of betrayal:

Be confident in who you are, and who you are not – You are not a super human. You are a man or woman. You have real feelings. You have emotions. You can be hurt. Don’t be surprised by your emotional response to betrayal. You will have to trust again, but you may be hurt again. That’s part of living among sinners like you and me.

Be confident who others are and who others are not – Don’t hold others to a standard they can’t live up to, but don’t allow them to control your reactions either. Others will let you down. Even the most well-meaning people will disappoint you at times. There may need to be consequences for otherâ€s actions, but if you open yourself to betrayal by trusting others, which you will often have to do in leadership, life and love, you will be hurt at times. Just as you are not perfect, others are not either. Part of relationships is the vulnerability, which allows betrayal. They only way to avoid it completely is to avoid relationships.

Be confident in who God is and who He isn’t – God is able to protect you. He doesn’t always protect you from betrayal. Sometimes He even allows those closest to you to be the betrayer. He will, however, always use it for an ultimate good. We shouldn’t expect God to do as He hasn’t promised to do. We can expect God to never leave us nor forsake us and to be our strength when we are weak and to lift us up in due time when we humble ourselves before Him.

Be confident in what God has called you to do and what He hasn’t – God has not called you to please everyone. He has called you to be obedient to your call; regardless of the sacrifice. Even in the midst of betrayal, we are called to love mercy, act justly, and walk humbly with our God. (Micah 6:8) He has also called you to forgive. He has not called you to enable bad behavior.

You can’t control the world from betraying you, but you can control your reaction to betrayal. That begins by living out of the confidence God has given you through your relationship with Him.

Have you ever been betrayed? How did you handle it?

The post 4 Reminders in Times of Betrayal appeared first on Ron Edmondson.

Frequently, someone who watches our services on television will say theyâ€d love to come in person, but they didn’t think they had anything appropriate to wear. It literally breaks my heart to think someone wouldn’t attend because they didn’t think they had the right clothes.

Yet, I get their response. It would almost be easier not to visit than to wear the wrong thing. It would be the less complicated safer choice.

I’m always glad, however, to be able to assure them they didn’t need to dress to impress in our church.

It made me think some other questions people may have about visiting a church the first time. I thought of some of the more common. This post has been tweaked a couple times over the years, but actually originated years ago in one of our lead staff meetings. Someone suggested, “Why don’t you compile a list of some of the top questions people may be wondering, but haven’t asked, and write about it?”

Okay, here you go.

Keep in mind, this is written for the church where I currently serve as pastor – Immanuel, but I suspect most will be true for many churches you would visit for Easter. In fact, I’m nearly positive about this – most pastors would prefer you ask rather than wonder and not visit at all.

So, if you don’t know, ask. Please.

7 frequently asked questions about visiting a church on Easter:

What should I wear?

At Immanuel, you’ll see all styles of dress. Some will wear a suit and tie and dresses and there will be one or two hats for women. Some will wear jeans and t-shirts. We could even see shorts if the weather is warm enough. To answer your question, choose an outfit you already own, one you feel comfortable in, and join us. We only require you to wear clothes. And, as a purely personal request – no speedos please.

What will we do? What can I expect?

We will have a fairly typical worship schedule. We will sing some songs, have a short greeting time, I’ll share a message (my intent is always to share truth, grace, and ultimately hope), and we will sing some more. We will offer communion for those who choose to receive it.

We attempt to have a blend of music all ages can enjoy. We are an intentionally intergenerational church. In full transparency, and in case you’re wondering, we will receive an offering. Our offerings support the full range of ministries we offer in the church, community, and around the world. You are not required to participate during this time unless you choose to do so.

Will you embarrass me?

I certainly hope not. It will be a primary goal not to do so. I don’t personally like to be embarrassed when I visit somewhere new, even in a church – and I’m a pastor. Our goal is to create an environment which is comfortable for all.

You WILL NOT be singled out as a visitor. We don’t make visitors stand, raise their hand, or even fill out a card if you choose not to do so.

(You certainly won’t be asked to sing a solo, unless you sing really, really loud – and then you’re on your own. )

How long will the service last?

About an hour. I’d love to say exactly an hour, but sometimes the service ends up being an hour and 5 minutes frequently. At the most, you’ll be with us for an hour and 15 minutes – and that includes walking to and from the car time and all.

What time should I arrive?

Thatâ€s a great question! I’m really trying to help when I suggest you get here a few minutes early. Maybe even as many as 10 or 15 minutes early. It takes a little while to make your way through our building, especially if you have children to check into our children’s areas or this is your first time.

We especially want you to find a seat where you are most comfortable (some want up close – some want in the middle – some like me if I were visiting on the back row), and you’ll feel more acclimated to the room if you have a few minutes to adjust before the service begins.

Do you have something for children?

Absolutely. Birth through 5th grade have their own activities designed especially for them. They will enjoy a worship experience which will engage them at their level. Of course, we don’t keep you from bringing children with you in the worship service if this is more comfortable on a first visit, but our experience is they truly do enjoy the service designed for them. Either way, we love when entire families join us Easter Sunday.

We even have photo backdrop opportunities to get that Easter pic for yourself or with those you love.

Can I only come one time? Really, for what am I signing up when I come Easter Sunday?

There’s no obligation beyond Easter Sunday. It’s a “free look”. Promise.

Being honest, we do ask you to fill out a contact card and, if you do, we will follow up with you.

Plus, I hope you do come back. Being totally transparent, we would love if Easter triggered a desire in you to be a part of our church family, but that’s totally your call – not ours.

I hope this answers some questions of those who think about visiting our church. I’d be honored if you are our guest.

What other questions do you have? Seriously, I’d rather you asked. 

The post FAQ About Visiting a Church Easter Sunday appeared first on Ron Edmondson.

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.

The post 10 Ways I Attempt to Be a Leader of Leaders appeared first on Ron Edmondson.

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 doesnâ€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. 

The post What People Hear When A Leader Doesn’t Communicate appeared first on Ron Edmondson.

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 donâ€t expect them to do anything yet, let them know theyâ€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.

The post A Simple, But HUGE Way to Empower People appeared first on Ron Edmondson.

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 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’e 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.

The post 12 Ways You Jeopardize Your Job as Pastor appeared first on Ron Edmondson.

In leadership for over 40 years, I (Ron) have made a lot of mistakes. Hopefully, Iâ€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. Heâ€s not just talking about leadership, heâ€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.

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. Thatâ€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. 

Hereâ€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. 

Thatâ€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.

The post A Common But Damaging Leadership Statement – Never Make This One appeared first on Ron Edmondson.

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 donâ€t have all the answers yet.

That doesnâ€t mean you donâ€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, Iâ€ve seldom been 100% sure when weâ€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.

The post The Problem with Perfectionism appeared first on Ron Edmondson.