Ministry Matters: Ron Edmondson

BLOG: Do You Lead or Control People?

Tue, 14 May 2013 16:00:00 GMT

By Ron Edmondson

In my years leading in business and churches, I have known many people who claim to be leaders, but they are actually nothing more than controllers of people. There is a huge difference in leading and controlling.

In fact, the differences are almost exact opposites:

Here are some characteristics of environments that lead people:

Creativity is encouraged and mistakes are seen as part of the process.
People are developed more than programs.
Healthy relationships and teams are part of the DNA.
Delegation thrives and people are empowered.
Everyone has value on a team.
People follow willingly, because they feel respected and valued.
Leadership development is part of the DNA.

Here are some characteristics of controlling people:

Personal growth is stifled.
Creativity and independent thought is discouraged.
Followers are kept as a distance from leaders.
Leaders insist on their way and are never wrong.
People are taken for granted.
Positions and policies rule more than relationships.
People are employees more than team members.

Apparently, to some leaders, it appears easier to simply make people do what the leader wants them to do. By force. I’ve had bosses like that. Making people carry out your agenda simplifies things…it seems. But, that’s not really leadership.

Leadership is more of an art than that. Leading people effectively means helping people with different skills, talents and interests, even ideas and temperaments in a way that makes them feel valued and yet accomplishes the established vision and goals.

That’s not easy. That’s not even always fun. But, it certainly is truer of leadership. The fact is you can’t truly lead people and control people. The two don’t work well together.

Have you ever worked for a controller?

Be honest with yourself, are you leading people, or do you claim to be a leader, but you are really a controlling people?

BLOG: 7 False Assumptions Made About Introverts

Mon, 06 May 2013 13:36:00 GMT

By Ron Edmondson

I am an introvert. Some people can question whether they are or not. I don’t. I’m certified in Myers Briggs, so I know the language well. I’ve studied the concept. It didn’t require much study though for me. I’m in the camp.

It means Sundays I’m more tired when I go home. It means I avoid certain crowds unless I have a clear purpose for being there. It means I run alone…and I’m okay with that. It means I’m probably harder to get to know than some people. I get all that. I own it. It’s me.

I’ve written before about the struggles of introversion in ministry and ways I work to overcome those limitations. What surprises me is how misunderstood introverts are sometimes. There are a lot of false assumptions made when someone is introverted.

Here are 7 false assumptions made of me as an introvert:

I’m shy – That may be your word, but it’s not mine. I prefer purposeful for me. Others may call it something else. I talk when there’s a purpose. I’m not even afraid to do so. Three year olds are shy when they hide behind their daddy. That’s not me.

I need more courage – Why I oughta… (You’ll get that if you are a Moe Howard…Three Stooges fan.) Seriously, I “ain’t chicken” when I choose not to speak. I’m just being comfortable.

I’ve got nothing to say – Actually I have lots to say. Did you notice I blog almost every day? Do you see how often I update Twitter and Facebook? I have bunches to say. Sometimes I do and sometimes I don’t express it, but many times how I choose to communicate will be different than how others choose to communicate.

I’m dumb – Yea, in a lot of ways I am. But, in some ways I’m smarter than the guy who never quits talking. You know the one. I am less likely to say the thing I wish I hadn’t said, because I didn’t think before I talked. It happens, but not as often as it might for some.

I am arrogant or don’t like you – Honestly, I love everyone. Or at least that’s my Biblical command and personal goal. Whether or not I talk to you will not be a good determination of whether or not I like you. It might even mean I respect you enough to listen more than speak. Maybe.

I need you to talk for me – Ummm….actually I’d rather you not. Now that said, I sometimes let my wife talk for me. She’s good at it too. But, if I have an opinion I think needs sharing, I’ll speak for myself. Or regret later than I didn’t. But, either way, please don’t try to be my voice.

I need to change, mature, grow as a person or leader – There’s nothing wrong with me. I’m just quieter than some. Actually, there are lots of things wrong with me. Introversion isn’t one of them.

Those are some of the false assumptions that have been made of this introvert.

Introverts, what misunderstandings have been made about you?

BLOG: 7 Common Energy and Time Wasters for Leaders

Tue, 09 Apr 2013 13:33:00 GMT

By Ron Edmondson

Wasting time and energy may be one of my biggest pet peeves as a leader. Some days I leave work and feel I never got off the treadmill. It’s physically and mentally draining.

Does that ever happen to you?

I firmly believe if we get rid of common energy wasters we can dramatically improve our performance as leaders. With that in mind, I’ve spent time in my personal development finding ways to eliminate time and energy wasters.

Here are 7 common wastes of energy in leadership:

Focusing attention on the naysayers – I have found that worrying over what the critics are saying, especially the ones I will never make happy, delays progress and takes time from and frustrates the positive people who believe in the vision and are ready to move forward.

Refusing to delegate – When I make every decision, or become too controlling as a leader, I rob myself and the team of valuable energy and talent and I feel overwhelmed more quickly.

Second guessing decisions – I find it is better to work to make better decisions moving forward rather than live in a pity party of bad ones already made.

Trying to have all the ideas – Many leaders feel they have to be the originator of all the creative energy of a team. They waste time brainstorming alone rather than expanding the creative process. Consequently, the best ideas often never surface. Original thoughts, better than ours, are usually in the room or the organization if we will welcome them to the table and it preserves my time for more efficient use.

Living with broken structure – Let’s face reality. Over time, rules take on a life of their own. What was once created to improve structure actually begins to slow progress and waste valuable time. Change the rules…or even drop them… and you often free up valuable space for people to breathe and enjoy their work.

Disorganization – Need I expand? Many leaders feel overwhelmed because they don’t have good organizational skills. Learning how to better handle routine tasks such as processing emails, calendaring, and scheduling work flow each week will drastically improve time efficiency.

Completing tasks not designed for me – This could be any number of things. Even reading a book. For example, perhaps a silly example, but I have discovered that sometimes I read too much. That sounds strange…I know…but really it’s because I read things I didn’t need to read. I start a book and within the first chapter I know it’s not helpful or even enjoyable…my sense of completion wants to finish. but, better is to put it aside and pick up another book. The novel length email…I try to determine first if I’m the one who should respond. Many times I’m not. It could be attending a meeting…or supervising a project. Whatever it is that I am not the best person for the job or it is just a time waster, the sooner I stop it or hand off the task, the more energy I preserve.

What energy wasters have you seen in leadership?

BLOG: Recruiting Warm Bodies

Fri, 05 Apr 2013 14:21:00 GMT

By Ron Edmondson

When I was in retail, we sometimes hired people at Christmas just to have more employee presence on the sales floor. I was in retail when customer service really meant something, so we wanted the customer to always see someone willing to help them. Admittedly, during especially busy times, we often hired people quickly and placed them on the sales floor with little or no training. The term frequently used was we just needed some “warm bodies” to make a statement to our customers.

As I’ve continued to grow in leadership, I have learned the term “warm body” is relative to context.

Let me explain.

Once King David was old and cold. (1 Kings 1) They brought in a young virgin to lay with him and keep him warm.

I’ll be honest, that passage has confused me at times. Knowing the history of King David, I could read this story and think improper thoughts about the arrangement. Before you let your mind wander, we are told King David “knew her not”. This arrangement was for practicality not sexual relations.

That girl was more than a warm body. That girl had a purpose. And, regardless of what you’re thinking, it apparently wasn’t sexual. It was practical. They didn’t have electric blankets back then, so she kept the aging king warm. She wasn’t just a “warm body”. Her purpose was to keep the king alive and well.

I recently heard a ministry leader say he would settle for a “warm body”. It was said in reference to the children’s ministry, which is one of the hardest areas in most churches for which to recruit. When trying to recruit so many volunteers per room, it can be tempting just to settle for the first warm body who volunteers.

I’ll admit though…his statement bothered me. It made me wonder if we need to reconsider our standards in recruiting volunteers.

Many churches would be willing to settle for a “warm body”, just to say they’ve filled the position. I must be honest, I’ve had similar thoughts about our parking lot ministry and in the hallways after church. I want more greeters. I want more people who are a presence when visitors come to church. So, I’ve even thought, “just give me a warm body”. Whether they smile or not, just fill the position.

Sometimes, because of the demands of ministry, we know we need help, so we are willing to settle for any warm body.

But, think about it. That’s not really what we want, is it?

Perhaps I’m unrealistic…maybe I expect too much from people. I’ve been told that before, but I think we need more than just warm bodies. Even in volunteer positions. In fact, may I push the issue a little further. I think we need warm bodies who are passionate about living out their purpose and willing to fill their positions with vigor.

We don’t just need a warm body in our preschool ministry. We need a warm body who loves preschoolers to the glory of God.

We need a warm body in our parking lot who sees their job as critical to a visitors first experience with a church.

We need warm bodies who will share the love of Christ during the week, at the coffee shop and in the work place, just as well as they warm the sanctuary chair on Sunday mornings.

We need warm bodies who will lead small groups and teach Sunday schools that are committed, enthusiastic and well-prepared each week to disciple people to become growing followers of Jesus Christ.

You get my point. We need warm bodies…but not warm bodies who are simply warm bodies.

Who knows? Perhaps if we raise the bar of expectations we will get people who better meet our expectations.

By the way…I’m thinking of retitling our volunteer ministry. Maybe calling it the “Warm Body Coalition”. Or the “Not Just Warm Bodies Team.”

I don’t know…just thinking.

Actually, I think I just confused myself. But, hopefully you’ve already gotten my point.

What do you think?

BLOG: The Safety Briefing Card and Church Vision Casting

Mon, 01 Apr 2013 13:21:00 GMT

By Ron Edmondson

The airline safety briefing card…

Doesn’t mean much to a frequent flier. But to a first time flier…it’s gold.

Church, what can we learn from this? Let me share a recent situation I witnessed that illustrated this principle for me.

I’ve learned my way around an airport over the years of traveling in business, government, and now ministry. So much so that I don’t listen to the directions very well. It gets me in trouble sometimes. i amost missed a flight recenlty because I didn’t hear a gate change. But, mostly, I pretty much know what they’re gonna say…or think I do.

Flight delay, right? I saw it coming.

Safety talk? I could recite it.

I’m like a steward runner up. If ever they can’t perform their duties I’m in.

“Ladies and gentleman, please take a moment to familiarize yourself with the safety features of this Boeing Dc9.There’s a safety card in the seat in front of you…”

“Federal regulations require…blah, blah, blah, right?”

If you’ve traveled much…You know the drill.

But recently I was reminded why they do that every time. The same way. Always.

On our plane was one who had never flown before. Ever. He was in his sixties I would guess, but this was his first flight.

And he paid attention to everything. Everything. I watched him read the card. He looked around to “familiarize yourself with the exit signs." He clung to every word of the steward. He was the model passenger.

Why? It was all new to him.

You see, everyone might be accustomed to the routine, but there’s always a chance, like for this guy, where it’s someone’s very first time.

It was also a great reminder for me as a church leader.

That’s the way it is for some who come to church…every Sunday.

Some could script things. Some could preach should I not be able to fulfill my duties. Some would probably actually prefer that.

But there’s always one (hopefully) who has never been here before. Perhaps ever.

Perhaps they’ve never been to any church—ever. They don’t speak our language of church.

As a pastor, I’ve always been concerned about that one.

And as I read the Bible,that seems like a Jesus characteristic too. He encouraged leaving the 99 found to seek and assist the 1 who was lost.

That’s why it’s important that we tell our vision. Tell it clearly. It’s why we must explain things well. Very well. It’s why we must communicate basic information. Every week. Every time.

(Even if it’s boring to the rest of us . . . to someone . . . it’s gold!)

Thanks for the reminder, U.S. Air. And that random guy who was flying for the first time. I hope it was a great experience for you.

Bonus question: What does your church do EVERY WEEK in case a visitor shows up that Sunday?

BLOG: Pastor, How Are You on Facebook So Much?

Sun, 10 Mar 2013 15:13:00 GMT

By Ron Edmondson

I’ve posted a similar answer to this before but in my new role some are asking the question again: Pastor, how are you on Facebook so much?

I honestly think the real question is “Why?” and some think it means I don’t work very much, but if only they knew.

Perhaps, if you follow me online, you wonder the same thing. So, let me try to help you understand.

First things first, I’m probably not on as much as you think I am. If you think so, then the strategy is working. I’ve been doing online ministry since 1996. That’s a long time. I started with a daily devotional that quickly turned into a ministry opportunity. Though they are mostly recycled now, that site is still active. (www.mustardseedministry.com) I learned that if I was going to do ministry with the potentials to reach tens of thousands (the Internet makes the world small), I had to be smart about it.

So, I work smart.

Here are four words to describe my Internet strategy.

Since I’m a pastor, and you’d want me to be pastoral, they all begin with the same letter.

Value – I recognize the value of being online. For the past several years, Facebook has been the most prominent way people reach me in my church. It also gives them a sense that they know me. I hear people every week say they feel they can follow me throughout the week, just by reading my status updates. In addition, I have the opportunity to minister to even a larger group, including hundreds of pastors and leaders around the country.

Vision – I have a vision of not only sharing the stuff I write (which I also see as a ministry), but sharing pieces about my life. I’ve learned it makes me seem more real if you see the person behind the thoughts. That’s why you may read something funny, some random thought, even an encouraging word I have for my wife. I want you to know me, so that when I share something serious, you’re more likely to take it serious because you feel you know me and hopefully I’ve become a reliable source. (Just to be clear, I’m capable of being wrong too, and unless I’m posting Scripture itself, it’s an opinion.)

Velocity – Now as for the frequency. There will always be those who think I post too much and those who wish I posted more. If I’m quiet for a couple days, I’ll hear from people who wonder if something is wrong. I’ve learned people depend on a certain amount of frequency. Plus, for those who are only on once or a few times a day, they may miss some of what I post if I don’t post things periodically throughout the day. The pace of doing so is really easy. I usually have my phone with me. If I have a thought, it takes me only a few seconds to put it out there. You’ll notice I don’t respond to a lot of other comments. I’m usually on and off of Twitter, Facebook, Instagram or LinkedIn very quickly. The total time per day is less than it appears. Plus, I can automate many of my posts if I choose to do so. Sometimes I do…sometimes I don’t. I’m not telling which are and which aren’t. The key is consistency and I’ve gotten pretty good at that over the years.

InVestment – (How’d you like the clever use of that V?) I have to believe that online communication is making a difference in people’s lives. I can only judge that based on the feedback I receive, and I receive lots. I’ve been overwhelmed at the responses I have gotten throughout my church and the world. I literally get emails every single day from people saying I was there at just the right time or said just the right thing. I’m not taking credit for that, just pointing out that God uses this avenue in ministry for His glory and I’m thankful to play a part.

Well, that’s my story. Why are you online?

Ron Edmondson is pastor at Immanuel Baptist Church in Lexington, KY. Visit his blog at RonEdmondson.com.

BLOG: 7 Ways to Support Your Pastor on Sunday

Sat, 02 Mar 2013 15:23:00 GMT

By Ron Edmondson

Sunday mornings are a stressful time for pastors. My ministry includes interacting with dozens of pastors each week. It appears to me that there are some common experiences on Sunday morning for many of us.

I also know most people who love their church…and love their pastor…want to help any way they can to make the Sunday morning experience the best it can be. That’s what this post is about.

Here are 7 ways you can help your pastor on Sunday:

Pray. – Pray for your pastor. Ask God to open the ears of the people, to guide your pastor’s heart and to bless the services with His Spirit.

Don’t critique. – Sunday morning is not the best time to bring complaints. It is very distracting when the pastor is about to speak to hear criticism that will have to be dealt with later. It weighs very heavy on the mind and gets in the way of focusing on the message. Hold those until Monday, but even then, ask yourself if sharing it is personal to you or genuinely helpful to the entire body.

Don’t share something you want us to remember. – Most likely we will forget what you told us by the time Sunday is done. Send us an email later or call us Monday morning. If it must be shared on Sunday, please write it down for us so we can remember the details. Our minds are so clouded on Sunday thinking about a million different things. And, we try hard to make our focus about a message we hope God will use.

Be Kingdom-minded. – Think of others interests even ahead of your own. Keep in mind the temperature in the room may not be your ideal temperature, but it may be exactly the right temperature for someone else. Your song may not be sung today, but it could be the song that leads another to the throne of grace. The message may not address what you’re dealing with right now, but for someone else, it might be life-changing. Be a part of the crowd that says, “I love what helps another” and you’ll help your pastor and the church greatly on Sunday mornings.

Volunteer. – The work of the church can’t function with only a few people. I’ve never met the church that had too many people volunteering in preschool ministry, too many greeters, or too many people willing to do whatever it takes.

Introduce us to visitors. – We love to meet visitors, especially those seeking a church home. It is comforting when the church is bringing people with them or meeting new visitors as they arrive.

Pray. – It really does begin and end with prayer. More than anything, we want your prayer support. The Spirit of God seems to respond when you do.

Pastor, how else can people help you on Sunday?

BLOG: 7 Issues That Distract a Leader from Success

Thu, 21 Feb 2013 15:55:00 GMT

By Ron Edmondson

I recently wrote about 7 ideas which will help you attain more success. It seems a counter post is merited.

Here are 7 issues that will distract you from success as a leader:

Trying to plan every detail – Ecclesiastes says you won’t plant if you watch the wind. Risk is always necessary for meaningful success.

Lack of flexibility – Things change. Have a great vision, but realize the road to accomplish it may change many times along the way.

Shunning or controlling other people – You can’t do it alone. You don’t have the corner on ideas. You need help.

Holding on to a grudge or attempting to get even – The wasted energy of an unforgiving spirit slows you down from meaningful achievement.

Worrying more than you pray – The unknown brings doubt but faith goes without seeing. Take your pick. Only one answer allowed.

Being stingy with your time, money or influence – The more you try to control what you hold in your hand, the stingier your heart becomes. Stingy hearts are burdened by unnecessary distractions. (The one who loved money is never satisfied with his wealth. Ecclesiastes 5:10)

Having to do things “your way” – When you limit the input of others you rob the team of expanded imagination and you discourage potential leaders from rising.

What would you add?

Are one of these keeping you from accomplishing all you could?

BLOG: 10 Tips for Recovery After a Major Loss or Disappointment

Wed, 20 Feb 2013 17:47:00 GMT

By Ron Edmondson

Sometimes life throws curves at us that take the wind from our sail. If we aren’t careful we can allow the injury to haunt us for life; never regaining what we have lost.

Have you lost a job recently?
Have you had a business failure?
Did you suffer from divorce?
Has the person you trusted the most hurt you the deepest?

What steps should you take to get back on track after a significant loss?

Here are 10 suggestions to consider during a recovery process:

(Choose the ones that apply to your situation)

Reconnect with God – This is always a wise idea, but it becomes necessity at times like this. Some people grow closer to God during a trial (that’s the best approach). Some, however, allow a trial to distract them from their relationship with God. If that’s your story, be like the prodigal and return to a waiting Father.

Evaluate your life – Use this time to reevaluate the decisions you have made in life and, if appropriate, what got you in the situation you are in today. Are there changes that you need to make? If so, be willing to change. If you did nothing wrong in this case, release yourself from responsibility.

Create some new dreams – Don’t allow past mistakes to keep you from discovering your passions in life. Keep those creative forces going in your mind so you’ll be ready when the next big opportunity comes along.

Call in the advisors – Others can usually see things we cannot see. They approach our life from a different perspective. Give someone you trust, who has your best interest at heart, access to the painful part of your life.

Don’t take your pain and anger out on others – It doesn’t make things better (usually worse) and it hurts people who did nothing to deserve it. Don’t hold your past experiences against others who weren’t even there.

Take a break – Don’t expect to recover immediately. Your struggles probably didn’t start overnight and they will not end overnight. Give yourself time to heal. Rest.

When it’s time, be willing to risk again – Yes, you may get hurt again, but just as life is full of disappointments, it’s also full of joy and discovery. Remember that everyone is not the same and every situation is different. Your next great opportunity may be waiting for your next step of faith.

Don’t let failure or disappointment in life define you – Be defined by God’s love for you and His plan for your life. He has one you know!

Do something – Rest yes, but at some point, just do something to stay busy and occupy your mind. It’s true that the “idle mind is the devil’s workshop”. If you lost your job, find somewhere to volunteer until you find another job. If you lost a relationship, find non-sexual relationships through church or civic activities to keep from being alone.

Get back in the game – Choose your next steps carefully and don’t keep repeating the same mistakes, but at some point it will be time to enjoy life again. Life was not meant to be lived on the sidelines.

Are there any you would add to this list?

BLOG: 3 Steps to Setting Achievable Goals

Fri, 08 Feb 2013 16:36:00 GMT

By Ron Edmondson

In a previous post, I talked about resolutions in a light-hearted manner. Many say they don’t make them, because they don’t work. The news media doesn’t help. Every year I see the same reports telling us how many people don’t keep the resolutions they make. No encouragement there. So, I shared some broad resolutions that are more life directions than actual resolutions.

I do know this, however. Seldom do we hit a target we haven’t yet identified or located. So, if you want to improve in certain areas of your life, you need some new direction to get you there. You’ll have to make some changes in what you are currently doing.

Call them goals if you want. That seems to be a more popular word these days, but decide a few areas in which you want to see improvement, then put some goals in place to help you get there. Making positive lifestyle changes isn’t easy, but it really does start with that simple of a process.

To help you get started, here are three guidelines I use for choosing achievable goals:

Quantifiable – Make sure you can make the goal measurable. Don’t say you want to lose weight. Decide how many pounds you want to lose. Don’t say you want to read more. Say you want to read one book a month…something like that. You want to read your Bible more? Then set a goal to read one chapter per day. Not…save more money…but save $50 per pay period…etc.

Reasonable – Set a goal you can actually attain. Otherwise you’ll give up easily. If saving $50 per pay period is completely unreasonable, then decide the reasonable number. It probably should be some stretch to make it worth celebrating later (which is a key component in goal setting), but make sure you can do it. Losing 10 pounds per week is going to be tough…perhaps even unhealthy…but two pounds per week…pretty much anyone can do that with a little discipline.

Motivated – Pick goals you are passionate enough about to put the energy and discipline in it to achieve success. Do you really want to lose weight? Do you truly want to do better with your finances? Is reading your Bible absolutely a goal worth pursuing? Your degree of motivation will likely determine how committed to achieving the goal you remain.

If you think through setting quantifiable, reasonable and motivated goals, and then you consistently practice them for a month, or two, or better yet three…you’ll be well on your way to successfully completing them. And, the satisfaction from that will be worth celebrating.

BLOG: Three Words to Encourage Fallen Pastors

Mon, 28 Jan 2013 00:58:00 GMT

By Ron Edmondson

In the past few years, as a pastor and through my blog, I have had the occasion to minister to some very broken people. Many of those have been pastors or ministers who once had thriving work they were doing for God, but, whether by a personal failure or through circumstances beyond their control, they are no longer serving.

It breaks my heart.

One resource I saw recently showed that 1,500 pastors leave the ministry each month in America. Startling.

I want to help some of those think through a process of restoration. I don’t mean to oversimplify a very difficult situation, but often if people can think in terms of a process they can more easily plan their steps. That’s my goal in this post.

Here are three words of encouragement to a fallen pastor or minister:

Recover – Seek forgiveness. Offer forgiveness where needed. Make things right as much as you can with people you have injured. Now is the time to do the right thing. What you do in this step will often determine the degree to which you can be restored.

Also in this step, most important is that you recover in your relationship with God. Ultimately, He is the One you are seeking to please. You can’t earn His love or re-earn His love, but if fellowship has been broken, confess your sins to the One who is faithful to cleanse. Fall on your knees in surrender once again.

Rebuild – Get counseling. This is usually paid counseling and it will be worth the investment. There are ministries that offer this, and there are those who will fund this, but just as you wouldn’t look for free medical help from a medical doctor, don’t neglect this step even if it isn’t free. It’s necessary in almost every case where disruption in ministry has occurred at a level where you had to resign.

Also important, find a few men (or women if you’re female) who you can trust and who can build into your life, hold you accountable and help you find focus again. Give them freedom to walk with you daily and speak into your life for the months to come, even after you return to ministry.

Rebirth – Accept grace. Launch again. It may or may not be into a ministry such as you left, but if God called you to follow Him with your life, I don’t see examples in Scripture of Him releasing that call. I see where you can reject Him and refuse to follow, but His grasp on you is firm until the end. I don’t agree with those who would say you’re forever barred from serving anywhere. (I’m sure those legalist will struggle with this post.) Where’s the grace in that? It’s certainly not amazing grace.

Don’t rush it. Make sure you are healthy enough. Follow the steps above first, but at some point you’ll need to turn from where you were and start again. There is still much unfinished Kingdom business to be done.

Be helpful to those who may need this post.

What else would you advise?

BLOG: 7 Ways to Gain and Keep Trust as a Leader

Mon, 12 Nov 2012 16:09:08 GMT

By Ron Edmondson

People follow people they trust. Do you want to be a trusted leader? Let people learn to trust you.

I’ve found trust develops over time and experience, as we witness trustworthy behavior. Honestly, it’s a delicate balance, because while the leader needs to be strong, independent and confident, a trusted leader must be approachable, inclusive and humble.

Here are 7 ways to gain and keep trust as a leader:

Always display confidence, but never cockiness. People will trust a competent leader, but one who is arrogant will be dismissed quickly.

Always follow through, so don’t over-commit. When a leader does what he or she says they will, people gain trust. When the leader always bails on responsibility, people begin to doubt everything the leader says.

Always put trust in others, so they’ll put trust in you. Trust is a mutually exclusive commodity. People won’t extend you trust they don’t feel they receive from you. Always extend grace, but be firm in some non-negotiables. (I wrote mine HERE) We need to allow people the freedom make their own way, including the freedom to fail, make mistakes, and be assured we will forgive them if needed. We should have, however, some standards which are not open to discussion. Those should usually be issues of character, vision or values.

Always try to be knowledgeable and aware by constantly learning, but realize you don’t know everything and you’ll know far more with a team. People trust a teachable leader. They are leery of a leader who knows it all…or pretends they do.

Always exhibit humility, but take great pride in your work. A humble, but diligent and effective leader is a trusted leader. It’s as simple as that.

Always value people more than you value progress. This is especially difficult for driven leaders, but people trust people they trust care for them.

What other ways would you add to gain and keep trust as a leader?

BLOG: 7 of My Biggest Frustrations as a Leader

Tue, 23 Oct 2012 16:57:46 GMT

By Ron Edmondson

A few weeks ago, someone asked me what my “biggest frustration” is as a leader. As I thought about it, I have to be honest, I have lots. That may point to another area of struggle for me personally…that I’m seldom satisfied…with me or others. In many ways I am still learning the secret of being content, but I like continual improvement and think there is usually room to get better in all areas of our life. I think that is true in leadership too.

But, the question was my “biggest frustration”, so I opened an Evernote file, titled it “Biggest Frustrations” (since I knew I had more than one) and decided to record some of my actual frustrations over the next few weeks. Some of these are mine from observing people directly and some are from the stories my readers share with me each day. When I reached seven, based on my obvious past love of the number seven, I figured it was time to share my findings.

Here are 7 of my biggest frustrations as a leader:

Pettiness – It bothers me in leadership to argue over things that really, in the large scheme of things, just don’t matter. When it comes to arguing, I can almost always find issues of bigger significance. (If you consider it this way…it may make a case….even a Biblical case…not to even argue.)

Selfishness – I get frustrated when people have to have things “their way”. It destroys any hope of a healthy team when people are only thinking of their personal wishes. (Doesn’t sound very Biblical to me either.)

Rudeness – The way you talk to someone, always determines the way they respond. To me, there is no place for disrespect in an organization or on a team or in any relationship, for that matter. This should be especially true in churches. Even when we don’t agree with one another, we can address one another in kindness. (Remember, kindness is a fruit of the spirit.)

Narrow-mindedness – When someone can’t think beyond the way it’s always been done, it limits the organization from achieving all it could achieve. There are issues…Biblical, foundational, value-driven issues…where narrow-mindedness is a positive, but in the mode of operation, of the way we get things done, or how we accomplish our God-given vision, I think change is not only good…it’s vital for continued growth.

Stubbornness – Equally frustrating, is when people are unwilling to change. When a person refuses to accept what’s best for the good of everyone, and it’s not a Biblical issue, their stubbornness only hurts the organization (and frustrates the leader. :) )

Unforgiveness – When someone has been injured, they have a choice. They can choose to hold a grudge or they can choose to forgive. Holding a grudge keeps the injury alive. Forgiving opens the door for healing. (Doesn’t seem like much of a choice to me.)

Recklessness – It is frustrating to observe people who seemingly have no regard for other people. They make decisions without the consideration of others. They say things without thinking how they hurt. They use their influence to disrupt an organization’s progress, rather than enhance it. They derail progress with a disregard for what’s best in favor of what’s personal to them. It’s frustrating.

There is my list. If I kept the Evernote file open, I might find some more. Of course, you can help too.

What are your biggest frustrations in leadership?

BLOG: When You Don't Communicate...

Wed, 19 Sep 2012 19:28:16 GMT

By Ron Edmondson

Recently I was talking with a staff member of a larger church. She consistently fears the stability of her job. She never knows what her pastor is thinking. She’s considering looking for a new position, not because she doesn’t like her work, but because she isn’t sure about the future of her work. She claims that living with uncertainty is 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. Failing to communicate says to the people on your team:

You don’t care – You are apathetic towards the emotional and practical needs of people on your team.
You don’t know -You may not be brave enough to say so, but, don’t worry, others are probably saying it for you.
You can’t decide – Your team thinks that 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 don’t value – 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’s the bottom line? Communicate through a decision.

Keep people informed along the way.

BLOG: 8 Most Dangerous Leadership Traits

Thu, 19 Jul 2012 13:55:13 GMT

By Ron Edmondson

There are no perfect leaders . . . except for Jesus. For the rest of us, we each have room for improvement. Most of us live with flaws in our leadership. Good leaders learn to surround themselves with people who can supplement their weaknesses.

There are, however, some leadership traits that a leader can never delegate away. If the leader can’t work through them, in my opinion, his or her leadership will be crippled. With these traits, the best the leader has to offer will never fully materialize.

These leadership traits will eventually wreck a leader’s success.

Here are 8 dangerous leadership traits:

Immoral character – If the leader’s character is flawed, the leadership will be flawed. A leader can never escape the quality of his or her heart.

Assuming everyone’s support – Leaders seldom hear the complete story unless they pursue it. Environments have to be created that produce transparency and honesty. Even in the healthiest organizations there will always be things a leader doesn’t know.

Assuming everyone understands – In my experience, most leaders think they are communicating effectively. What’s clear to them they assume is clear to others. It’s usually not as clear as the leader thinks. Good leaders ask lots of questions to identify the level of clarity.

Continually avoiding conflict – Conflict never, ever, ever, goes away. Ever. Unresolved conflict damages the strength and integrity of organizational health. It may get ignored, overlooked, or stifled, but until conflict is dealt with it continues to stir strife in an organization.

Pretending to have all the answers – The less a leader listens to others, the less willing others will desire to help the leader succeed. Arrogant leaders never attract the best from people. Great leaders invite input, knowing that with more people involved, decisions will be stronger and more buy-in will be achieved.

Allowing friendship to derail progress – Great leaders value relationships and recognize friendships with others as an important part of their personal well-being. At the same time, some leaders fail to separate their friendships from their callings as leaders. They confuse loyalty as a friend from their responsibility as a leader. A leader cannot allow personal friendships to negatively alter the course to success.

Refusing to let go of control – When the leader doesn’t delegate, he or she stifles the growth of the organization. Healthy delegation involves releasing authority over a project. If a leader continually maintains the right to control, the organization will be limited to his or her abilities, rather than the strength of the team.

Living in the past – Unless you’re a teacher of history, the leader’s primary focus needs to be on the future. Leadership is about moving things forward. That requires progressive thinking, welcoming change, and refusing to let past failures determine future success.

Be honest, of which of these are you most guilty? As difficult as it may be, until you push through them and improve in that area, you’ll never experience the leadership success you desire.

What examples would you add to my list of things you can change and things you can't?

BLOG: Sometimes People Don't Want to Learn

Wed, 27 Jun 2012 18:44:58 GMT

By Ron Edmondson

You can’t teach someone who doesn’t want to learn.

It is true. Perhaps you’ve tried. I’ve been worn out trying to teach principles I know someone needs to learn…everyone can see they need them…but they seem to ignore them. They keep making the same mistakes. They never seem to catch on. They never seem to learn. It doesn’t even seem they want to. Many times it’s because they don’t.

It can be frustrating, but sometimes the person who doesn’t want to learn is me. Sometimes it’s you.

It’s not only in leadership. It’s true with all of life. Some people simply don’t want to learn. They aren’t teachable at the moment.

I’ve discovered that the reasons someone isn’t willing to learn may not always be the same. The reason may not always be what we think it is. In fact, there may be several reasons.

Here are 4 reasons people may not want to learn:

They don’t think they need to learn anything – This is the one that frustrates us the most, and it’s the one we accuse people of the most. It’s true, arrogance is common in leadership, but also among those who need to be led. Many leaders feel they are in a position because they are the only ones who could do the job. Everyone around them may know that’s not true, but they can’t see it. They don’t care to learn from others, because they aren’t willing to admit or see they have anything to learn. Sometimes those who still have much to learn are too proud to admit it.

They don’t know they need to learn anything – It may sound similar, but this is a different reason. It isn’t arrogance than causes this one, but rather ignorance. We’ve all been there at times. Many times I’ve assumed I had the answers already. It wasn’t that I wasn’t interested in learning more . . . I just didn’t know there was more to learn. I’ve said before, the older I get the more I realize I don’t know yet. Some of that comes with maturity and age. Some of it comes with experience. But, many times we don’t think we need to know anything new, because we don’t see enough problem with what we already know.

They don’t want to learn from you – This is a hard one for leaders to accept, but it’s actually quite common. It could be a relational issue or a positional issue. It might simply be a personality clash, but for whatever reason, it keeps them from desiring to learn from you. As a parent, there were seasons when my boys learned more from others than they did from me. I welcomed that and was appreciative of those who spoke into their life. This has been true also when someone was supposed to be leading me, but I knew more about a subject. It takes a very humble person to learn from those you’re supposed to be leading. I’ve had times when someone on my team hears the same thing at a conference I’d been saying for months. It sticks coming from someone new. Don’t be offended if they aren’t always listening to you, but make sure they are listening to someone.

They want to learn on their own – There’s nothing wrong with this, as long as they remain teachable. In fact, it should be encouraged at times. Some of the best lessons in life come from trying something and succeeding or failing. If they aren’t being arrogant, give them the freedom to explore independent of you. It will help you, them and the organization.

But, regardless of the reason….

You can’t teach someone who doesn’t want to learn.

That’s why the best leaders I know . . . the best teachers . . . the best parents . . .

Spend as much time motivating the learner as they do teaching them.

In the book Switch, authors Dan and Chip Heath call it “motivating the elephant”. Your job as a leader, if you desire people to want to learn from you, or even from others, is to motivate them to want to learn.

How do you do that?

If you want people to listen to you:

Here are 5 suggestions:

Value the person – No one follows someone willingly who they don’t believe cares for them. Zig Ziglar’s famous line “People don’t care how much you know until they know how much you care” is true. Don’t expect people to want to learn from you until they know you have their best interest at stake and that you care for them personally; not simply what they can do for you or the organization.

Paint a great vision – You have to give people something worth following. It needs to stretch them, while still being attainable by risk, faith and hard work. When they know there’s a glimmer of hope to the finish line, they’ll be more willing to learn what it takes to attain it.

Communicate it frequently – Even the best vision fades over time. People get bored. Andy Stanley uses the phrase “vision leaks”. If you want to maintain your audience of followers, you have to keep reminding them why you are doing what you are doing.

Tell compelling stories – People are motivated by example. They want to know that what they are doing makes a difference. People will be more likely to seek your input if they know you are leading them to something of value and importance.

Share in the reward – People only feel valued when they get to celebrate the victory. If all the recognition goes to the leader, the follower feels taken advantage of to some degree. If you want people to keep listening…listen to them…share the credit…celebrate often.

BLOG: The Pastor's Prayer Team

Mon, 11 Jun 2012 14:36:25 GMT

By Ron Edmondson

This week I tweeted, “Meeting with my personal prayer team. I’m confident I’ve underestimated their influence in my ministry. Every pastor should have one.”

I received numerous replies asking me questions about the specifics of who this group is, what they do, how often we meet, etc. I thought it as worthy of a post.

Years ago when I was a layperson, a group of my prayer partners formed our own pastoral prayer team. We would pray during the church services and make appointments with church staff members to pray for them. It was a great marker in my spiritual growth and it seemed to be valued by the ministers.

When I became a pastor myself, knowing the importance of prayer, I decided to be intentional in soliciting people to pray for the church and my ministry. I have done this various ways. I’ve emailed individuals and groups with specific prayer requests. I’ve had Sunday morning meetings before church and recruited a few people to pray during each service. I’ve had a few men that I met with in accountability/prayer groups.

In the past couple of years, I started something new. It’s become my preferred model, simply because it’s intentional, it’s highly functional with my schedule, and I’ve seen the results of prayer working in my ministry.

Here is my current prayer team approach:

I personally recruited seven people in the church who meet with me regularly. (I wasn’t attempting to get to a biblical number. It’s just the way it worked. My goal would be for this group to never be larger than 10 or so, simply so we can function well as a group when we meet. Much larger and we would lose the intimacy of the group we have now.)

We meet every six weeks to two months, as my schedule allows. My assistant sets these meetings up for me at my request.

My part of the meetings last less than 1 hour.

I come to the meetings with a list of things to pray for, and hand it out to them as a prayer list.

Some to do with church
Some with staff (I don’t share names or specifics, but generalities)
Some personal (I don’t share highly intimate things. I have men in my life to share those things, but I do share requests personal to me and my family, that may or may not have anything to do with the church.)
In regards to the church, some items are general and some specific, but I rarely, if ever, use names associated with the requests. This is not as much about individual prayer needs within the church. We have a separate prayer team for those needs. This group is my personal prayer support group, so items within the church are more centered towards things I personally lead, opportunities or initiatives I feel God is guiding us towards, or personal issues of concern I have within the church, my family or with me.

I talk through each item on the list and allow them to ask me questions about them.

I pray for them.

I leave and let them pray together as long as they want.

They take the list home and continue to pray until we have another meeting.

We begin each new meeting reviewing any carryover items on the list to update the group on prayer results.

Who is on this prayer team?

People I have personally recruited. (In the church I’m moving to pastor, I’m in the process now of gathering those names. Since I don’t know the people, I’m relying on several other people I do know to help me with a group of names.)
People I can trust to hold a confidence (This is of utmost importance to me and I’ve never had a “leak” from this process yet.)
People I believe are fervent in prayer, and they would be doing so whether I asked them to or not
People who are humble, not looking for any spotlight or attention
People I would go to personally to request prayer aside from this group (You probably could name those people in your church now)

These people are often not on any other team or committee in the church. They aren’t necessarily eloquent of speech. They are simply people of prayer. This is not a committee or team where members rotate on or off after a term of service. These are prayer warriors. As long as they are willing to serve, and are functioning within the request of confidentiality, they remain in the group.

What’s the benefit?

Do you have to ask?

Seriously, just this week, I gave them a very personal prayer request of something I was asking God to do. Within 30 minutes of our meeting, I had an answer to the prayer request. I emailed them to let them know.

Months before God began stirring my heart towards a change in ministry assignment, I had asked this group to pray for our staff. I knew several were receiving requests to consider other positions. I asked them to pray for our staff to be wise and discerning of God’s direction in our lives. I didn’t know at the time that I would be the one God would deal with next. It was out of my realm of possibilities to take another church at this time, but this group was already praying for the possibility. I’m convinced their prayers have aided in making this transition process so incredibly smooth.

God still answers the prayers of His people.

You don’t have to do it my way, but if you’re a pastor, you need people you can trust praying for you in every area of your life. Yes, you need your entire church praying for you. I’m for more corporate prayer. I believe, however, that you need a smaller group around you to share more personal requests. When we look at the model of Jesus, He seemed to have that prayer support structure within the disciples, even calling a few of them frequently away from the 12 to meet with him in more private settings.

How do you ask people to pray for you?

BLOG: 3 Suggestions for Leadership Transition

Mon, 04 Jun 2012 14:06:10 GMT

By Ron Edmondson

When a new leader enters the picture, the opening days are critical to the leader’s success. First impressions matter. In the numerous times I’ve been the “new guy," I’ve learned that the impressions created in the initial days…positive or negative…are often hard to overcome. The initial momentum a new leader may have can be jeopardized by the environment created during the opening days of his or her leadership tenure.

In case you haven’t heard, I’m transitioning to a new ministry role in the next few weeks.

Recently I met with all the staff of the new church. I had spent time with the lead staff, but this was everyone. Some of these people, simply because of the nature of our responsibilities, I will spend less time with than others. I know with this group, a poor impression in the beginning will be harder to overcome, because I will have less opportunity to correct it.

In an attempt to release some of the pressure on this early phase, I shared with them three requests for the beginning of my tenure as a leader.

Level the Playing Field

If we are going to be a team, let’s act like it from the beginning. I told them if they treat me less like a boss, I’ll treat them more like partners in ministry. I realize there is tension and apprehension with any change of leadership. The more we can get on equal ground from the beginning the less tension all of us will feel. I want to be seen as a team player from the start. I realize they are looking to me for leadership, and I’ll assume that role, but I lead as a part of the team, not outside the team.

Lower the Bar

I set high expectations for my teams. I’m seldom completely satisfied with myself or the teams I lead. I want to be effective in every area of the ministry. I like to celebrate accomplishment, but I’m always wondering how we could do things better next time. In the early days of a leader’s tenure, however, the team may not be functioning on all cylinders yet. That’s okay. That will come in time.

For the early days, let’s not expect to get things right every time. Let’s not expect that we will perfectly gel at first. Let’s give some time for error and mistakes to be made (by others and me), which will help us be a better team in the future. In the early days, it’s important for the new leader to learn the team dynamics, the individual strengths and weakness of team members, and to assess how a team can function better. It’s important for the team members to learn how the leader thinks and responds to situations and to develop enough trust and respect in him or her to willingly follow. That takes time.

Limit the Confusion

Miscommunication is deadly in the early days of a new relationship. Let’s not be afraid to ask questions such as, “What do you mean? Are you saying _____? Are you sure that’s what you want to do? Can you help me understand why_____?” Even if you have to say, “Ron, you’re an idiot!” it would be better than misunderstanding something and building wedges in our relationship that may take months or years to correct. The communication in the beginning days are that important. We must practice good listening skills and have the patience to explain ourselves when needed. I shared with them that I’ve been accused by teams in the past of not giving enough to details to be understood completely. If you are uncertain what I’m asking you to do, please ask. I will not be offended.

I realize all of this will take time for them to learn to trust me as a leader, but hopefully we can create an atmosphere in the beginning conducive for a healthy team to form.

BLOG: Advice for Young Pastors

Mon, 21 May 2012 14:37:38 GMT

By Ron Edmondson

I love the opportunities I have to invest in young pastors. I’m encouraged by what I see in this generation of pastors entering church work. They want to learn and grow from older leaders.

I consistently try to convince them I’m not the guy to listen to, but they keep asking for advice, so I keep sharing. :) Here are 7 pieces of advice I give to young pastors:

Become a wisdom seeker. You’ll be looked to for lots of wisdom and answers. Make sure you are surrounding yourself with wise people. Obviously, you ultimately want to hear from God, but He encouraged us throughout His Word to seek wise counsel. Also, make it a point to always have mentors in your life. (If you need help, read THIS POST.)

Prioritize your life. You’ll be pulled in many directions. Make sure you have a plan for your time and center it around what you want to accomplish and where you want to be in the years to come. Don’t neglect your family for the ministry or destroy your ministry for temporary pleasures of the world. (You might read THIS POST about protecting your family in ministry or THIS POST on balance.)

Learn the secret of contentment—you’ll need it. There’s a draw in ministry towards bigger and better. You’ll be encouraged to count numbers (and I think numbers matter, but not they are not most important.). Most likely, unless your name is Stanley, or Furtick, you won’t have one of the largest or one of the fastest growing churches. Learn to be content with who God has made you to be and what He has called you to do.

Intentionally invest in others. You can’t call yourself a disciple-maker unless you are personally making disciples. I understand the fact that your teaching on Sunday will be building disciples, but the Jesus model involves intentionally investing in a few people at a time. Jesus concentrated most of His energy on 12 guys and even more on three in His inner circle. Shouldn’t we do likewise? Always be intentionally and personally mentoring a few. It will keep you close to people in the trenches of life and help you build more solid leadership in the church.

Keep moving forward through the disappointments of life. You will have plenty of setbacks. Life and people will disappoint you. At times you may fail to understand what God is allowing to happen at the time. Keep the vision of your overall calling to God in mind and push forward, regardless of the obstacles that come your way.

Ground your theology in Jesus. There are plenty of theological methodologies around. Someone will be happy to shape your theology for you. I’m not suggesting you can’t script it if it makes it easier for you to understand, nor am I saying not to grow in knowledge. You should always be growing. I am suggesting you never get beyond the simple child-like, overwhelming awe of who Jesus is and how He loves you. Center your beliefs firmly and completely around the person of Christ. Set Christ as your end goal, desire to be like Him, discipline yourself, then push forward. Invite others to follow likewise. Let the grace, glory and goodness of Jesus shape your life and ministry.

God knows best. As a pastor, there will be plenty of voices in your life. You’ll have plenty of advice from deacons, elders, Sunday school teachers and flower committee members. Appreciate the suggestions of everyone, but on matters of utmost importance, hold out for a word from God.

Of course, this is good advice for all ages (and not just pastors), but the majority of questions I receive are from younger pastors. I’m not sure what that says about us older pastors, but it is been true in my ministry that the younger a pastor is the more willing to heed advice. (Have you seen that to be true?)

What advice do you have for young pastors?

Ron Edmondson is Lead Pastor of Grace Community Church in Clarksville, Tenn.
Connect with Ron: Google+ | Twitter | Facebook | LinkedIn | Blog

BLOG: 4 Keys to Mentoring

Fri, 18 May 2012 16:14:34 GMT

By Ron Edmondson

I am a fan of the term mentoring. I have been and had a mentor for over 25 years and can honestly say mentors have helped make my life better.

One question about mentoring I am consistently asked is, “What should a mentor do?” That’s an obvious question. What do you do when you have been asked to be a mentor or when you decide to intentionally recruit someone to mentor you? What role should the mentor play in the mentee’s life?

Well, I don’t believe the point of a mentor is to script another person’s life. That’s not what I’ve ever wanted from my mentors or what I’ve attempted to do with those I mentor. I can’t share everything you may need in a mentor, but I can share what I have sought in one.

Here are 4 things I want in a mentor:

Help shape my path – Mentors have been used to help me make life altering decisions. Whether it was with career choices, marriage issues or character development, I need a mentor to help me make the major decisions in my life.

Allow me to learn from their experiences – Mentors have shared the good and bad elements of their life which has helped protect me from needless pain and guide me to better results. This is why I generally prefer mentors a generation ahead of me.

Help me me meet my goals – In business and in ministry, mentors have taught me valuable insights, discover paradigms, built principles into my life, which have helped me to be more successful in the things I hope to achieve.

Challenge me – Mentors have been there to encourage me to improve my life in areas of struggle, moments of fear, or in a resistance towards needed change. Mentors give an objective, but caring outside perspective that often gives me the nudge to do what I need to do.

My life wouldn’t be the same without the mentors in my life.

Who have been some of the mentors in your life? What else would you want in a mentor? What do you strive to do for those you mentor?

_________________________________________

Ron Edmondson is Lead Pastor of Grace Community Church in Clarksville, Tenn.
Connect with Ron: Google+ | Twitter | Facebook | LinkedIn | Blog

Check out Ron's other posts on mentoring:

The Mentor Recruiter, 5 Types of Mentors, How do I find a mentor?, Why I (You) Need a Mentor, 5 Questions to Help You Know What to do with a Mentor

BLOG: The Unaware Leader: 10 Symptoms

Fri, 04 May 2012 17:57:14 GMT

By Ron Edmondson

A couple years ago there was a consistent problem in one of our areas of ministry. It was something which I would have quickly addressed, but no one brought it to my attention. Thankfully, I’ve learned the hard way that what I don’t know can often hurt my leadership or the church the most, so I’m good at asking questions and being observant. Through my normal pattern of discovery I encountered the problem, brought the right people together, we addressed the problem and moved forward.

End of story.

It reminds me though that the leader is often the last to know when something is wrong. I tell this to our team consistently. You only know what you know and many times, because of the scope of responsibility of the leader, he or she isn’t privy to all the intricacies of the organization. Some people, simply because they would rather talk behind someone’s back than do the difficult thing of facing confrontation, tell others the problems they see before they share them with the leader. Without some systems of discovering problems the leader may be clueless there is even a problem.

Not knowing is never a good excuse to be unaware.

It’s not a contradiction in terms. I’m not trying to play with words. I’m trying to make an important leadership principle. As a leader, you may not know all the facts, but you should figure out how to be aware enough as a leader to discover the facts which you need to know.

Not certain if you are an aware leader?

Here are 10 symptoms of the unaware leader:

Not knowing the real health of a team or organization.
Clueless to what people are really saying.
Unsure of measurable items because they are never measured or monitored.
Not asking questions for fear of an unwanted answer.
Not dreaming into the future; becoming content with status quo.
Preferring not to know there was a problem than that there is one.
Ignoring all criticism; dismissing it as negativity.
Not learning anything new, relying on same old ways to consistently work.
Making every decision without input from others.
Assuming everyone supports and loves your leadership.

There are some things the leader will never know. That’s okay. Walking by faith is a good thing. I highly encourage it. There are issues within the life of an organization, however, that while the leader may not know readily, or even want to know, he or she should explore continually.

Want to test your awareness?

Try this simple experiment. Send an email to a fairly sizable group of people you trust…key leaders…staff members…friends…. Make sure there are some people on the list who you know will be honest with you. In fact, tell them you want them to be. Tell them that you are trying to be more aware as a leader and need their help. Ask them: What am I missing? What do you see that I don’t see? What should I be doing that I’m not doing? What are people saying that I’m not hearing? Who on my team is keeping from me how they really feel?

Now, to really make this experiment successful, let them answer anonymously. You trust them, right? Set up a Survey Monkey account and let them respond without having to add their name.

See what responses you receive.

Not ready to do that? You could simply address the symptoms above and see how that improves your awareness as a leader. Whichever you choose…here’s to knowing what you do not currently know! :)

What other symptoms are there of an unaware leader?

Ron Edmondson is Lead Pastor of Grace Community Church in Clarksville, Tenn.
Connect with Ron: Google+ | Twitter | Facebook | LinkedIn | Blog

BLOG: 10 Ways to Be a Good Follower

Tue, 10 Apr 2012 19:15:12 GMT

By Ron Edmondson

I have a strong desire to help improve the quality of leadership in churches and ministries, especially among the next generation of Christian leaders. My youngest son, Nate, who has already proven to be a great leader in the environments where he’s served as one, consistently encourages me that I need to develop good followers, along with developing good leaders.

He’s right.

We aren’t all called to be leaders, although I have a contention that we are all leaders in some environment in our life, even if it’s self leadership. The point is clear though, that not all of us will lead at the same level. Equally true is that it is difficult to be a good leader without good followers.

I’ve listed qualities of good leaders in several post; most specifically in this post. I suppose there is room for a companion post. So, I set out to make a new list. Now, granted, these are important to me as a leader. You may have your own list. In fact, I’ll welcome you to share your thoughts on characteristics of a good follower in the comments. If there are enough added, perhaps I’ll do another post.

Here are 10 ways to be a good follower:

Help me lead better – You see things I don’t see. You hear things I don’t hear. You have experiences I don’t have. Help me be a better leader in the areas where I may not have the access to information you do. I love something our children’s ministry does frequently. They alert me of people who are hitting home runs in their area so that I can personally thank them. I’ve made some great connections this way. I should be recognizing individual contributions anyway and this helps me do that more often. Help your leader do his or her job better. Good followers find ways to make the leader better.

Do what you commit to do – One of the most frustrating things for a leader is to assign a task, practice good delegation, and then watch the ball drop because the person didn’t follow through on what they said they would. It could be an issue of not having the right support, resources or know how, or it could be the person doesn’t know how to say “No”, but good followers find a way to get the task completed, whether by personally doing it or through further delegation. If you aren’t going to complete it, or if you find out along the way you may not, let me know in plenty of time to offer help or find someone who can.

Don’t commit if you won’t put your heart into it – If the leader strives to be a good leader, then he or she wants the task completed well. That won’t happen with half-hearted devotion. Good followers give their best effort towards completing the work assigned to them, knowing it reflects not only their efforts, but the efforts of the leader and the entire team. I need that from those who follow my leadership.

Pray for me – I don’t have all the answers. In fact, some days I have none. I sometimes wonder why God called me to be the leader. I rely on the prayers of others, especially from those I am attempting to lead.

Complete my shortcomings – The reason we are a team is because you have skills I don’t have. To be a good follower means you willingly come along side me to make the team better, bringing insights, talents and resources I can’t produce without you. Don’t get frustrated at something I may not understand or be gifted at doing, but realize this is one way God is using you on the team.

Respect me – There will be days when I’m not respectable, but I do hold the responsibility to lead, so encourage me when you can. Chances are I’ll continue to improve if I am led to believe I am doing good work. In public settings, even when you don’t necessarily agree with my decisions, honor me until you have a chance to challenge me privately.

Love the vision – Genuinely love the vision of the team. You’ll work hardest in those areas for which you have passion. Ask God to give you a burning desire to see the vision succeed, then become a contagious advocate of that vision.

Be prepared – When bringing an issue to me for a decision, do your homework and have as much information as possible. Know the positives and negatives, how much it will cost, and who the major players are in the decision. Be ready to open to having your idea challenged in order to make it better. I also believe in consensus building and a team spirit and don’t want to make all the decisions, so it’s probably wise to have a solution or two in mind to suggest should you be asked.

Stay healthy – I admit, sometimes I run at too fast a pace. I believe a healthy organization is a growing organization and that requires a lot of energy. I also think we are doing Kingdom work, which is of utmost and urgent importance. You can’t be as effective on the team if you are unhealthy physically, mentally, emotionally or spiritually. You can’t always control these areas and life has a way of disrupting each of them, but as much as it depends on you, remain a healthy follower.

Leave when it’s time – I realize this is a hard word, but when you can no longer support the vision or my leadership, instead of causing disruption on the team, leave gracefully. If the problem is me, certainly work through the appropriate channels to address my leadership, but if the problem is simply differences of opinion, or something new God is doing in your heart, don’t stay when you cease being helpful to the team. (Don’t simply stay for a paycheck.) God may even be using your frustration to stir something new in your heart.

What else would you add? What makes a good follower?

Ron Edmondson is Lead Pastor of Grace Community Church in Clarksville, Tenn.
Connect with Ron: Google+ | Twitter | Facebook | LinkedIn | Blog

BLOG: Know When to Hold 'Em

Mon, 19 Mar 2012 20:25:24 GMT

By Ron Edmondson

Kenny Rogers made a song famous a few (quite a few) years ago called The Gambler. Perhaps you remember it. If not, check it out HERE. Beyond a catchy tune, the song tells a story of a young man learning as he watched a season gambler.

I heard it recently and thought there were some good leadership lessons in the song. Some I’ve learned by experience…the hard, but valuable kind of lessons.

Here are 7 leadership lessons from the Gambler:

You got to know when to hold ‘em – There are sometimes in leadership when you know you’re right, even when everyone else thinks you’re wrong. In those times, follow your heart, your gut, and the Holy Spirit of God. And, remember, God has not given us a spirit of fear.

Know when to fold ‘em – You can’t win every battle. I’ve learned this one the hard way. Sometimes you are better to forfeit your right to control a minor issue so you retain your right to control a major issue. Don’t lose your leadership credibility over an issue of little lasting consequence.

Know when to walk away – There are better people on the team than me to make certain decisions. Recently there was a situation where I was asked to make the final call, but what didn’t make sense to me is I know little about the subject. I walked away, giving over the decision to others on the team.

Know when to run – There are times to run away from something and times to run to something. When it comes to issues, such as moral improprieties, get away from them as fast as you can. Avoid the appearance of evil. On issues where you know God has clearly called you to something, run to it fast, by faith, regardless of your fears or reservations.

You never count your money when you’re sittin’ at the table – You do the best you can to plan for a Sunday, an event, or a project. Give it everything you’ve got. Then don’t worry when you get there if the crowd is less than expected. Deliver everything you planned to deliver if the crowd was twice or four times the size.

There’ll be time enough for countin’ when the dealing’s done – There is a time to evaluate. You should always ask what you could have done better. Never settle on a plateau, but keep getting better. The gambler always did. (You know he practiced that poker face in front of a mirror.)

Knowin’ what to throw away and knowing what to keep – Leadership includes a lot of balance. You have to discern good from bad, better from best. You have to choose the right leader for the right position. You have to judge timing for change and know when to spur momentum. It’s often the weighing of options. It often seems “every hands a winner and every hands a loser”.

For the legalists out there: Please understand I’m not endorsing gambling, just using it as a backdrop for a post on leadership! Forgive me, and enjoy the song that's now stuck in your head!

ARTICLE: 4 Principles from Esther

Fri, 09 Mar 2012 21:14:59 GMT

By Ron Edmondson

I love the story of Esther. If you haven’t read it lately, you can do so here.

Here are four principles I’ve observed from the story of Esther.

1. God has a special plan for your life.

Esther was placed in a royal position, not by chance, but for a purpose.

One of my favorite verses is Proverbs 16:9, “In his heart a man plan’s his course, but the Lord determines his steps.” God didn’t make a mistake where He has you today. I think we spend too long in our life trying to figure out where God wants us to be or wishing we were somewhere else, instead of just allowing God to do something with our life where we are, while waiting for more to come.

2. Be willing to take risks

Sometimes you will have to go against common sense, against what others advise, even against what you want to do in order to follow God’s plan.

Esther would have to approach the king, though she didn’t have permission. This could have meant certain and sudden death for her since it was even against the law to approach the king. Esther’s response: “If I perish, I perish!”

Sometimes God’s will makes perfect sense, as you examine your experience. (I wrote about that HERE.) That doesn’t mean, however, that you won’t be required to take risks for God. The best things in life often come with the greatest risks. The degree of difficulty is not an indication that God is not in it. In fact, the opposite would be closer to truth.

3. The time to follow God’s plan is now.

I find Esther 4:14 interesting. “For if you remain silent at this time, relief and deliverance for the Jews will arise from another place, but you and your father’s family will perish. And who knows but that you have come to royal position for such a time as this?”

We mostly consider that last part of the verse, but notice the “Who knows?” It’s a question. They weren’t sure. They knew she was in the position as queen. She had opportunity to see the King. They knew God wanted to save the people. They knew for whatever reason Esther had been made aware of the plan. But did they know for sure that’s what Esther was supposed to do? Apparently not! They went without being 100% certain. Who knows?

There will be times in your life when you’ve gathered all the information you can, you’ve prayed as well as you know how, you’ve sought Godly counsel; whatever you are doing is not sinful…but there is something inside of you that’s still not sure. You can sleep on it. That’s something I always do. Esther waited 3 days, but at some point you just have to muster the courage to move forward. Without all the answers, are you ready to step out and walk by faith? Don’t be afraid to allow God to determine the outcome.

4. Trusting in God completely brings great rewards.

Esther 8:17 In every province and in every city, wherever the edict of the king went, there was joy and gladness among the Jews, with feasting and celebrating. And many people of other nationalities became Jews because fear of the Jews had seized them.

Esther saved a nation. Her obedience saved God’s people from destruction! The reward for obedience was even better than expected. Esther went before the king prepared for the worst case scenario…she got the very best! Many people became followers of God! The people were inspired by the faith of one woman and one man that everything changed in that nation.

It will always prove profitable in the long run to obey God. When others see us living in radical obedience; obedience that makes no sense, they’ll want some of what we have. The world around you is looking for answers; trying to figure out how to make life work. We may not have all the answers, but we know about a God who does.

BLOG: Structure Can Impede Progress

Fri, 10 Feb 2012 16:53:15 GMT

By Ron Edmondson

Recently I received a question about a blog post I wrote entitled “7 Enemies of Organizational Health“. One of those “enemies” I listed as “structure”. The person’s question was, “Are you referring to micromanagement?” He went on to say that we need structure to prevent organizational chaos.

I answered, Well, yes and no.

Micromanagement is an impediment to organizational health, but really I simply meant structure. Let me attempt to explain.

I do agree we need some structure, but not for structure's sake—for progress' sake. And there is a difference.

I see it as similar to the concept of grace, freedom, and the law. We don’t need laws if we are bound by grace. Grace is actually a higher standard than the law. But, we have to have an established order in our world for progress because it is a wicked world and we could never get anything done without some sense of structure.

In an organizational sense, think about it, if we all did the right thing we wouldn’t need structure. But structure allows for progress. When structure becomes a problem, when it gets in the way (this is the kind of structure I was referring to in my post) is when a well-meaning structure impedes progress.

Consider this example:

Imagine a rule that says everyone has to be in the church office from 8 to 5. So, because I want to respect authority, I obey the structure and am dutifully at my desk from 8 a.m. to 5 p.m. The fact is, however, that I work best at 6 in the morning at Starbucks or my kitchen table. Sticking to the structure in this case would limit my ability to be at my best. At the same time, because I’m following the structure, I may not go on the emergency hospital visit at midnight. After all, office hours are over by then.

The bottom line is that structure should enhance not impede progress.

Structure should never get in the way of accomplishing what God plants in your heart to accomplish.

Do you agree?

BLOG: Can You Preach on Something You Haven't Mastered?

Tue, 07 Feb 2012 14:03:08 GMT

By Ron Edmondson

I often get emails from pastors wondering, Can I, as a pastor, preach about a subject that I know I’m struggling with or an area I know that I’m weak in?

You may have asked this question yourself, wondering if it makes you seem hypocritical, arrogant, or naïve to preach things that you have not personally mastered. It can be a daunting task. Should you do it anyway? In my opinion, yes. In fact, you must in order to teach the whole counsel of God.

Consider the issue in simple terms. You preach about sin, right? If you are normal, you still struggle with sin also. You can’t avoid the subject because you haven’t mastered it. In the end, we preach the risen Christ as our only hope anyway.

This principle applies not just to issues of struggle and sin, but to lack of life experience. Can single pastors preach on marriage? Of course, single pastors can and should preach on marriage. Pastors should also preach on parenting even if they aren’t a parent. Even if you lack firsthand experience, or have less experience than those to whom you are preaching, your charge is to preach the whole counsel of God.

When you are preaching in areas you don't feel you are an expert:

Stick with scripture as your boundaries. If the Bible says it, there is no debate.
Be honest with areas of struggle or places you are growing.
Find and cite experts you can agree with. Quote the experts. Let people know your opinion is shared by well known others.
Offer ways you are growing personally in these areas as well as questions you still have.
Have a mentor for those areas of development and run the opinions you share that are interpretations of God's Word through them. Let the audience know you have.

The key is you can’t claim expertise and you shouldn’t hide the fact that it’s an area of struggle. People will endear to you more if you are honest anyway. That doesn’t mean you have to share intimate details, but you shouldn’t hide your own frailty. Be honest with people, don’t pretend to be anyone you are not, and preach where God leads you to preach.

The fact is, if I could only preach on that which I have mastered, I wouldn’t preach very much.

How would you answer? Do you hesitate to preach on things you haven't mastered?

BLOG: 7 Signs of a Weak Leader

Tue, 31 Jan 2012 14:05:34 GMT

By Ron Edmondson

A youth pastor emailed me recently. He’s frustrated that his pastor continually caves into pressures of a few leaders in the church. They are not supportive of the youth ministry, even though it’s the fastest growing area of the church.

The complaint they have? The ministry is costing far more than it brings into the church. Young people are coming to the church in growing numbers, but without their parents. Young people don’t usually contribute to the church, so it’s causing an issue with some of the deacons. The pastor was involved and supportive in the expansion of youth ministries and the church is financially sound, but a few deacons consider it an “unprofitable” ministry.

The pastor’s solution? Cut back on the youth ministry expenditures to keep the deacons happy.

I’d love to tell you this is an isolated issue, but I’ve written about these type situations before. Obviously, I don’t have all the facts, but based on what I do know, it sounds like the pastor is a weak leader.

Have you ever known a weak leader? They’re usually easy to spot.

Here are 7 signs of a weak leader:

Runs from conflict

Hides all flaws

Never admits a mistake

Quick to pass blame

Pretends to be in control

Shies away from difficult decisions

Appeases critics and complainers

What would you suggest this youth leader do?

BLOG: Tim Tebow Should Mentor Justin Bieber

Sun, 22 Jan 2012 21:18:09 GMT

By Ron Edmondson

I had a thought the other day…

What if Tim Tebow mentored Justin Bieber?

I love intentionality. I love people who use their influence for good. That’s what I see in Tim Tebow. I loved THIS STORY about Tebow’s work with suffering people each week. It’s incredible.

Here’s an excerpt:

Every week, Tebow picks out someone who is suffering, or who is dying, or who is injured. He flies these people and their families to the Broncos game, rents them a car, puts them up in a nice hotel, buys them dinner (usually at a Dave & Buster’s), gets them and their families pregame passes, visits with them just before kickoff (!), gets them 30-yard-line tickets down low, visits with them after the game (sometimes for an hour), has them walk him to his car, and sends them off with a basket of gifts.

Fan or not, you have to agree Tim Tebow is doing good things on and off the football field.

I also love the rise to fame story of Justin Bieber, though I don’t listen to his music that much. (I’m man enough to admit I like it, though.) Justin Bieber is a professing believer. He was raised by a single mom. I’ve read some promising things about Bieber and the morals he hopes to hang on to. I understand he’s done some good charity work. We don’t read as much about him standing for his faith as we do about his pop status and he doesn’t appear as bold in his beliefs, but . . .

Think of the good Bieber could do with a few lessons from the older Tebow.

Two great men of influence. Two men with tremendous potential for the Kingdom.

We just need to get them together.

What do you think?

Who else impresses you by using their influence for Kingdom good?

BLOG: Health of a Leader

Tue, 27 Dec 2011 13:29:09 GMT

By Ron Edmondson

I work with a lot of church leaders. One thing I’ve discovered, if they let me get close enough inside their real world, is that many are hurting. They are facing burnout. They are tired. Many are worn down from carrying the stress of everyone else, yet finding few people they can trust with whom to share their burdens. They face the pressure of dysfunctional leadership and the loneliness of being a leader. I suspect this can be found in all fields of leadership (and life) and isn’t limited to being a pastor.

The bigger question is, however… Does any of this describe you?

Not sure? I’m using my counseling degree for this one, but I encourage you to answer a few questions:

Do you discipline yourself with adequate time to rest?
Do you feel your home life is balanced with your work life?
Do you sleep well at night?
Are you able to accomplish all that is required of you?
Do you make decisions out of confidence? (or are you living in fear?)

If you answered “No” to one of these there may be issues of concern, in my opinion, and you should consider exploring ways to answer “Yes’. If you have 2 or more “No” answers, please consider taking definite steps to being healthier as a leader.

Still not sure if you are healthy as a leader? Answer these questions:

Do you worry excessively?
Are you having physical problems, such as excessive weight gain, headaches, or muscle tension due to stress or inactivity?
Have you recently or frequently had thoughts that you are inadequate?
Are you more irritable than normal, less patient or do you have a “short-fused” temper?
Have you been more impulsive, irrational or felt more scattered with the decisions you make than usual?

Again, one “Yes” answer may be enough for concern, but if you have two or more, I would encourage you to take action for your own well-being.

Here are 5 suggestions, which may help:

Stop everything for a couple days to fast and pray.
Read this post about pastor burnout.
Make (and keep) an appointment with a professional therapist.
Be honest with a mature friend you trust.
Check on the health of your family. (Your stress is most likely having an impact on them.)

How did you do?

Dear Christian leader, don’t risk your calling or your witness because you are unhealthy as a leader. You can drown alone or you can get the help you need. Make a wise choice.

Have you had times in leadership where you had to get help to keep your sanity? What did you do?

Ron Edmondson is Lead Pastor of Grace Community Church in Clarksville, Tenn.
Connect with Ron: Google+ | Twitter | Facebook | LinkedIn | Blog

BLOG: 7 Reasons People Disappear from Church

Tue, 13 Dec 2011 18:28:08 GMT

By Ron Edmondson

One frustration I have had in ministry is watching people come to church, get excited for a time, then disappear. You spend energy and heart on people, grow to love them and get excited about them, and suddenly they are nowhere to be found. These people don’t transfer to another church. I’m okay with that if it helps them better grow in their relationship with Christ. I’m talking about people who quit going to church altogether.

What happens to them?

I’ve found the same 7 reasons repeated continually. Perhaps you have seen this too.

Here are 7 reasons people disappear from church:

Burn out - These people came out of the gate too strong in the church. They showed up, got excited, and signed up for everything. They got so busy doing church they failed to enjoy being the church.

Injury - People inside the church can be cruel. These people experienced some of those people and they couldn’t get over it.

Distractions - These people got distracted by seemingly good things. Over time, their lifestyle of attending becomes the habit of not attending.

Life change – These people had a lifestyle change, such as divorce or re-marriage, or they move to a new community and never connect with a church.

Mistakes - These people messed up…they made a mistake and the place that should dispense grace appears to refuse it. Many times this is more perception than reality and based on the way a person feels about themselves, but sadly sometimes it is reality.

Power struggle – These people had an agenda and when it wasn’t met and when they couldn’t overpower the system, they left.

Immaturity – These people never grew spiritually; there was never any depth to their faith, so church soon became a chore rather than a joy.

Pastors, is this frustrating to you? How do you address these issues?

What other reasons would you add to my list?

Ron Edmondson is Lead Pastor of Grace Community Church in Clarksville, Tenn.
Connect with Ron: Google+ | Twitter | Facebook | LinkedIn | Blog

BLOG: 7 Traits of an Insecure Leader

Fri, 11 Nov 2011 15:24:10 GMT

By Ron Edmondson

Insecurity always shows up in a person’s life. It can be disguised, but it can’t be hidden. Insecure people, or people who aren’t secure in who they are personally or comfortable with their abilities, display some common characteristics. Here are 7 traits you may see in an insecure leader:

Defensive towards any challenge – The insecure leader flares his or her insecurity when ideas or decisions made are challenged in any way. They remain protective of their position or performance.

Protective of personal information – The insecure leader keeps a safe distance from followers. Their transparency is limited to only what can be discovered by observation. When personal information is revealed, it’s always shared in the most positive light.

Always positions his or herself out front – Insecure leaders assume all key assignments or anything which would give attention to the person completing them. They are careful not to give others the spotlight.

Limits other’s opportunities for advancement – The insecure leader wants to keep people under his or her control, so as to protect their position.

Refuses to handle delicate issues – Insecure leaders fear not being liked, so they often ignore the most difficult or awkward situations.

Makes everything a joke – One huge sign of an insecure leader is that they make a joke about everything. Joking is a coping mechanism used to bring attention and a false sense of being liked to the insecure leader.

Overly concerned about personal appearance – Some insecure leaders are never far from a mirror. They are overly conscious of their clothing. Afraid of not being in style or being accepted as hip or cool, they are constantly looking for the latest fashion trends or attempting to be cutting edge with the gadgets they carry.

Please understand, all of us have moments of insecurity. Leaders, especially if they want to be effective, must learn to recognize signs of insecurity, figure out the root causes of it, and attempt to limit that insecurity from affecting their leadership.

What other traits have you seen that indicate someone is an insecure leader?

Ron Edmondson is Lead Pastor of Grace Community Church in Clarksville, Tenn.
Connect with Ron: Google+ | Twitter | Facebook | LinkedIn | Blog

BLOG: How Ron Edmondson Plans for Christmas

Wed, 26 Oct 2011 13:44:02 GMT

By Ron Edmondson

We've learned some hard lessons when planning for Christmas.

As a church nearly six years old, honestly we haven't planned many Christmases. Having planned the ones we have, we’ve always seen things we wish we had done differently.

Some things we’ve learned by trial and error:

Volunteers need more notice of Christmas services than other services throughout the year.
People make plans earlier for Christmas than any other time of year.
Christmas is equal to Easter in terms of the ability to reach new people.
Our community cares what we do at Christmas, even if it doesn’t the rest of the year.
A properly planned Christmas service can be a huge momentum builder into the New Year.

Having learned those things, we’ve had to get a faster jump on planning for Christmas than we once thought. The main thing for us is that we need dates on a calendar. How many weeks do we have? What day of the week does Christmas Eve fall on this year? When are people likely to leave town if they plan to? This becomes even more important when Christmas falls adjacent to a weekend, but it’s important regardless.

We don’t do large musical productions, so we don’t need tons of rehearsals, but we do need to let people know when volunteers will be needed so those who are willing can make their plans around the schedule. Thankfully, we have volunteers who will alter their schedule if they know in advance, but Christmas is not a time where people are willing to make last-minute changes to their schedule. This year, with Christmas being on a Sunday, we have opted to put all of our attention into Christmas Eve services.

We normally do four services each Sunday—three at one campus and one at another. For Christmas Eve we will do three services, all at different times—two at one campus and one at another. We believe crowded works well at Christmas and some of our services are not full. We’ve strategically picked times we think will appeal to different groups of people.

Our schedule for planning this year for planning looks like this:

July 1 – Know when we were having services at each campus.
July – Volunteers are informed of the schedules
September – Messages are outlined and creative elements planned
September/October – Music is selected
September/October – Marketing plans are developed
October/November – Volunteers are identified and roles assigned
November/December – Marketing begins
December – Last minute details are completed
January – Evaluation begins

Planning ahead ensures we are able to take advantage of the strategic window of opportunity Christmas offers.

When does your church start planning for Christmas?

Ron Edmondson is Lead Pastor of Grace Community Church in Clarksville, Tenn.
Connect with Ron: Google+ | Twitter | Facebook | LinkedIn | Blog

ARTICLE: 10 Clues It's Time to Quit

Wed, 12 Oct 2011 20:47:56 GMT

By Ron Edmondson

How do you know when it’s time to leave an organization?

I recently wrote “Leave Before You Have To”. Sometimes it’s more damaging to stay than to quit.

I am asked frequently to help someone think through the decision of whether to stay or to leave their current position. Obviously, if God calls you to stay somewhere, you should stay, but many times, in my experience, we stay for the wrong reasons. The following are some times to consider leaving. I think these may apply if you are in a church or business setting. This post is expanded from a post I wrote a few years ago. It developed from a conversation with a church staff member suffering under tremendously poor leadership and other questionable activities. I’ve continued to encounter situations where a person is wrestling with whether it’s time to leave their position.

Here are 10 scenarios that may indicate it’s time to leave:

When God has freed you from your commitment - I believe God’s call is ultimately to the person of Christ, not to a place, but there are times God has us in a specific place for a specific season. You may only be a leader for a season. If you sense God has released you to pursue other positions, it may soon be time to leave.

When your work is finished - It could be that you’ve accomplished what you were sent to accomplish. I once wrote about leaders needing a challenge to stay motivated. If you have become too comfortable, it may be a time God is preparing you for a change…a new challenge.

When your heart has left the organization or its vision – Sometimes you need to reenergize your heart. If God hasn’t released you from the position, for example, then you have to find a way to make it work. In many cases, however, you are freed to move elsewhere. You shouldn’t harm the organization by staying when you no longer have a heart for the mission. If you’ve quit having fun, don’t keep making life miserable for everyone else.

When you can’t support the leadership - You need to know where the power rests in the organization. It’s nearly impossible to change the organization working against an ingrained power structure. Ask yourself, “If it’s always going to be like this here, would I be content staying?”

When your family or personal life is suffering, because of the demands of the organization - If you have to neglect one of them, your career or your family, in twenty years, which do you hope it will have been?

When your mind starts working against the mission of the organization – If you would rather see the place fail than succeed; it could clearly be time to go.

When your relationship with co-workers or leadership is damaged beyond repair - You should try to work out these differences, you certainly should offer grace and forgiveness, but when it is obvious a professional relationship cannot be mended, it may be time to move forward with your life.

If the organization or senior leadership is venturing into immoral or unethical practices – Don’t get caught in the next news scandal.

When you find yourself physically ill if work crosses your mind – On the weekend (or when you are off work), if the emotional stress is greater than you can handle, you may need to protect your health over your career.

When you don’t have the energy to pull your own weight - For whatever reason, whether it’s because you’ve given up, you are bored, or just can’t keep up the pace, if you are dragging down productivity and you don’t have the incentive to improve, perhaps it’s time for a change in your workplace.

Please understand. I’m not a quitter. God may leave you in the miserable environment for a season…or even years. He certainly did for some of the men and women in Bible history. I also believe that the times described above are not always to be viewed as negative experiences. Sometimes God uses the difficult experiences of life to draw us to Him and to open our eyes to the next opportunity He has for us. I would have never made some of the moves I’ve made in life…that I know now were of God…had it not been for my miserable situation at the time.

At the same time, I believe there are times a false sense of loyalty, co-dependency or irrational fear keeps us from moving forward even though God is not holding us to the position. In my opinion, protecting our heart is more important than protecting a professional position. I wouldn’t make a decision solely on just one of these scenarios, but if numerous of them apply…

Consider this list as it compares to your situation, then ask God to confirm in your heart:

If you are free to leave.
If now is the time.

What would you add to my list?

Ron Edmondson blogs at www.ronedmondson.com. Another valuable post on this topic is his Discerning a Change in Ministry Assignment.

BLOG: Don't Always Give an Answer

Tue, 11 Oct 2011 13:35:42 GMT

By Ron Edmondson

I have a theory I practice often. I’ve been using it for many years…as a leader, father, a friend, and a pastor. It’s not always what people come looking to me for, but I think it’s the best practice.

I don’t always give people answers…

As a pastor, people come to me for answers…
As a dad, my boys come to me for answers…
As a friend, people come to me for answers…
As a leader of a team, people come to me for answers…

In either case, I don’t always give people answers…

I don’t try to solve their problems for them.

Now, please understand, if there is a clear Biblical answer for their problem or issue, I give it to them, but these are the issues more difficult to discern. These are the career choice decisions, the calling in life decisions, the unwritten answer type decisions.

For those type issues, I probably have an opinion, but I never “have” the answer.

Instead…

I help people discover a paradigm through which to make the decision…

I become an objective listener…
I help them see all sides of the issue…
I share Scriptures that may speak to both sides of the decision…
I serve as an outside voice…
I may diagram the problem, as I hear it, so they can see the issue on paper…
I help them learn to pray and listen to God..

And then I release them to make a decision….

Here is my reasoning…

If I solve the problem:

I’m just another opinion…and I may be wrong…
They’ll resent me if it proves to be a wrong decision…
They’ll never take ownership of the issue…
They’ll likely do what they want anyway…
They won’t learn the valuable skills of listening to the voice of God…
They won’t learn from experience…

My advice:

Don’t always have an answer…

Help people form a paradigm through which to to solve their problems or make decisions…

Ron Edmondson is Lead Pastor of Grace Community Church in Clarksville, Tenn.
Connect with Ron: Google+ | Twitter | Facebook | LinkedIn | Blog

BLOG: Raising Godly Children

Sat, 01 Oct 2011 14:00:52 GMT

By Ron Edmondson

Most of the believers I know have a strong desire to raise their children to be godly; to be passionate followers of Christ. With two boys, I know the difficulty in completing that task. Years ago, before I even had children, God laid on my heart to develop a plan for my fathering. Though at the time I didn’t put this on paper, over the years I have begun to write it down in an effort to encourage other parents to have a plan for their parenting in the area of spiritual development. (I have an overall parenting plan. You can read that HERE.)

This is an outline of my specific plan for spiritual development of a child. You will need to alter your plan to fit your own goals, life situations, and the individualities of your children.

Here are my 10 suggestions for raising godly children:

Realize that raising godly children does not usually happen by accident. It will require proper planning and implementation.

Know what you want your child to look like as adults. Ultimately I want my boys to be like Christ, so He became the primary model I used.

Define what it means to be a Christ follower. For me that definition is one who knows what God requires of him and is willing to do whatever it takes to meet that requirement.

Strive to live like Christ personally. I realized early in parenting my boys that they would each, in many ways, be copycats of me. They must see me willing to live out my own definition of who a Christ follower is and being willing to walk by faith.

Have basic principles of spiritual growth that you want each child to learn.

For me those were:

How to hear from God.
What it means to be a student of God’s Word.
The act of surrendering to God’s will.

Find practical teachings from God’s Word. For my boys, that meant looking at the characters of the Bible and how their lives represented Christ, how they heard from and obeyed God, and also how sometimes they failed. Reading through Proverbs and Ecclesiastes also helped implant wisdom in my boys.

Individualize teaching time for the child. We seldom did the typical Bible study setting; although that may seem like the easy way. I looked for teachable moments with my boys; for one boy that was often while pitching a baseball together and for the other it was while kicking a soccer ball. Bedtime was another opportune time for teaching. It is amazing what children will do to delay bedtime, but if the discussion is productive I always felt their character development was most important. Dinner time was another opportunity when we could talk about the things of God.

Be purposeful to talk about the specific character traits you want your child to have. We decided each year what was most important for each boy to learn that year. I purposively brought up character topics, such as honesty or how to treat girls, and discussed it with them during teaching moments when I had their full attention.

Be willing to grow in your own learning of who Christ is. Over the years, my understanding of who Christ is and how He relates to us and the world around us has continually grown. I have allowed my boys to walk through those changes with me. I haven’t been afraid to let them know I didn’t have answers or that I was wrong.

Pray and trust Christ. I know plenty of examples where parents did everything I have done, yet they haven’t experienced the same results. I know that only God’s grace can really build godliness and every child has the ability to resist that grace.

I consider it one of my responsibilities as a father to see that this plan is implemented. So far, our now-adult young men are following after God’s heart in their own way. My role is changing from my boys' primary influencer to one of a mentor or coach, but I’m thankful for the godly young men they have become.

Do you have a plan for your parenting?

BLOG: The Power of Caged Momentum

Fri, 23 Sep 2011 18:48:43 GMT

By Ron Edmondson

There is an important leadership and life principle I have learned the hard way. When you get a brilliant idea, before you quickly rush to complete it, sleep on it. In that same vein, I think there's value in making a group of excited people wait, rather than rushing into things. Let me illustrate with a practical example.

Launching Grace Community Church was an 18-month process from the time I agreed to obey God’s encouragement to start a new church. (I had resisted his encouragement for ten years, but that’s another post.) After we recruited our core team, we asked them to wrestle in prayer months before we had our first meeting or they even officially committed to the vision; then we made them wait nine months before we ever met as a church. Waiting to implement God’s vision for excited people inclined inclined towards progress was difficult, but the result proved an important principle about human dynamics and organizational development. (That’s a fancy way of saying "waiting sucked, but it worked…")

In a similar fashion, although we knew small groups would be a major part of our mission, we did “test” groups with a few people for months before we allowed the entire church to join a group. We used that time to train leaders, but it also served the purpose to generate enthusiasm among those who had to wait to get in a group.

The principle at work here is what I call The Power of Caged Momentum…

Telling a person or a group of people to wait for something they really want to do and are excited about builds positive momentum. Of course, there is always the balance between waiting too long and losing the opportunity and moving so fast that you don’t build enough momentum. I can’t solve that for you in a simple post. Your situation and experience will be unique to you, but the principle here is important.

Don’t be afraid to make your church, organization or team (or even your family) wait before they get to experience something great. The power of caged momentum may even make the experience and outcome better.

Have you seen this principle at work? Let us hear your story!

Ron Edmondson is Lead Pastor of Grace Community Church in Clarksville, Tenn.
Connect with Ron: Google+ | Twitter | Facebook | LinkedIn | Blog

BLOG: Leadership Killers

Mon, 12 Sep 2011 21:40:58 GMT

By Ron Edmondson

I know numerous leaders with great potential. They have all the appearance of being a good leader, but they lack one thing . . . or two. It’s not that they can’t lead, but to continue to grow as a leader, to be successful at a higher level or for the long-term, they must address these issues.

There are a few killers of good leadership that are like a wrecking ball to potential. Any one of these can squelch good leadership.

Here are 12 killers of good leadership:

Defensiveness – Good leaders don’t wear their feelings on their shoulders. They know others' opinions matter and aren’t afraid to be challenged.

Jealousy – A good leader enjoys watching others on the team excel.

Revenge – The leader that succeeds for the long-term must be forgiving and knows that “getting even” only comes back to harm them and the organization.

Fearfulness – The good leader remains committed when no one else is, and must take risks no one else will. Others will follow. That’s what leaders do.

Favoritism - Good leaders don’t have favorites on the team. They reward for results, not partiality.

Ungratefulness - Good leaders value people, knowing they cannot attain success without others.

Small-mindedness – Good leaders think bigger than today. They are dreamers and idea people.

Pridefulness - Pride comes before the fall. Good leaders remain humbled by the position of authority entrusted to them.

Rigidity - There are some things to be rigid about, such as values and vision, but for most issues, the leader must be open to change. Good leaders are welcome new ideas, realizing that most everything can be improved.

Laziness – One can’t be a good leader and not be willing to work hard. In fact, the leader should be willing to be the hardest worker on the team.

Unresponsiveness – Good leaders don’t lead from behind closed doors. They are responsive to the needs and desires of those they attempt to lead. They respond to concerns and questions. They collaborate more than control. Leaders who close themselves off from those they lead will limit the places where others will follow.

Dishonesty – Since character counts highest, a good leader must be above reproach. When a leader fails, he or she must admit their mistake and work towards restoration.

A leader may struggle with one or more of these, but the goal should be to lead “killer-free”. Leader, be honest, which of these wrecking balls do you struggle with most?

What would you add to my list?

BLOG: Little Things Matter

Sat, 03 Sep 2011 21:20:48 GMT

By Ron Edmondson

In making a first impression…

The little things matter…

A number of years ago, while I was pastoring another church, I felt I needed more buy-in from them in helping to lead the church. They were a great group of people, passionate about reaching the lost, but they had begun to neglect some of the little things that had to keep a church operating. I wanted to encourage them to be more observant about what needed doing. (To be candid, the women did most of the work, so it was the men who needed the most encouragement.)

I conducted an experiment with the male church leaders. I placed a Sunday bulletin on the floor of the men’s bathroom, right in front of the urinal. It stayed there through two Sundays and no one picked it up. At the following Wednesday night leadership meeting, I brought the bulletin with me. I asked, “Does anyone recognize this?” Actually it looked vaguely familiar to most of the men.

I wasn’t trying to be cruel, but it was a tangible reminder to them that when making a first impression, the little things matter. This was a church plant. We didn’t have a custodial staff for the building we rented. We were the custodial staff. If the bulletin was to be picked up, one of us needed to do it.

They instantly recognized that every man visiting our church in the last couple weeks had probably seen that bulletin on the floor of the men’s room. We only had one urinal…and we had very good coffee. Although it was a minor thing…just a bulletin on the floor…it had the potential to leave a larger impression; especially if that same visitor returned the next week to find the same bulletin still on the floor. (Of course, in a church plant, by the second week we’ll even plug you in to pick up bulletins off the bathroom floor.)

From that point, some of the men became more observant about the little things that needed attention. They started to take ownership in their roles as church leaders. I felt I had more participation in leading the church. It turned out to be a very helpful illustration.

ARTICLE: Dealing with Anonymous Critics

Tue, 23 Aug 2011 14:03:16 GMT

By Ron Edmondson

I received some anonymous criticism last week. I’m one of those rare leaders who doesn’t automatically dismiss criticism from someone who doesn’t sign their name. Mostly because I try to consider if something in my personality or approach caused this person to feel the need to remain anonymous. (My StrengthFinder indicates I can tend to be controlling . . . something I have to continually guard against.) This person actually went to the trouble to make up a name and an email address.

I was okay though, because I figured it was from someone who felt the need to remain anonymous. I would love to talk with this person, but I’m trying to reconcile his or her reasoning for withholding a name. While I still don’t believe this is the right option to take in giving criticism, and it doesn’t fit well with my straight-foward personality, I realize everyone is not like me. I believe there are at least four different motivations for a person offering anonymous criticism.

4 Types of Anonymous Critics

Fearful – This is the anonymous critic who is simply afraid of conflict. It’s not that the person doesn’t like you or the organization or that he or she doesn’t have good suggestions for improvement. This anonymous critic simply can’t bring him or herself to reveal his or her identity, because of fear.

Pleaser – This is the anonymous critic who wants everyone to get along, and so doesn’t want to create any problems or tension. He or she thinks you need to know something, but would rather not be the one to tell you. They aren’t afraid of conflict as much as afraid you won’t like them if they tell you what’s on their heart or mind.

Trouble-maker – This is the anonymous critic who is trying to stir up trouble and knows that throwing the anonymous criticism in the loop causes confusion and concern. These people are disrupters and critics I’d rather avoid reading if I could always discern this was the critic’s intent.

Passive – This is the anonymous critic who has low interest in the organization and would prefer not to be bothered any further. He or she doesn’t want to be in the middle of the conflict, but thinks you need to know what he or she has to share.

Obviously, you can’t always know which of these you’re dealing with, but it does help me think through my approach to anonymous criticism. In the criticism I received this week, for example, several things in the email lead me to believe this person is a Pleaser. Because of that, I spent a little more time considering the criticism and how it applies. It doesn’t make me appreciate anonymity anymore. I still give it less credibility than I would have with a name attached. But considering it in this light--and making a judgement call--causes me to assume the intent of the criticism was to benefit and not to harm and keeps me from dismissing it as quickly.

Is a Policy Necessary?

I’m curious what you do with anonymous criticism. I don’t really have an official policy of how I handle it and I feel I should establish one. I realize that growth in any organization and just being in a position of leadership welcomes critics. The larger we get, the more criticism I receive. The debate I’ve always heard, however, is over what to do with anonymous criticism.

I don’t appreciate critics who won’t sign their name, but since it’s part of leadership, here’s how I currently react:

I listen to it (read the letter, email or comment) and if there is a forum to respond, such as with a blog post, I sometimes do. I try to still respond in love, even though I don’t feel like doing so at times.
I try not to figure out who the anonymous commenter is. It’s never helpful when I do.
I don’t give it as much weight to the criticism as when I can attach a real person to the criticism. If you want my full attention, sign your name.
I try to figure out if there’s a reason someone felt the need to be anonymous. Have I controlled the situation too much? Have I become unapproachable? Do I stink? (It’s never bad to consider hard questions about myself.)
I dismiss it quicker if I don’t feel it’s valid. Sorry, Mr. Anonymous, but it’s true. (I’m less likely to dismiss quickly if there’s a real person attached to the criticism.)
I try not to be the anonymous critic. If I don’t like to receive it, why dish it out to others?

I don’t think I have the right answer. It’s just the one that works for me right now.

How do you respond?

Do you read it?
Do you ignore it?
Do you respond to it?
Do you take it personally?

BLOG: What Your Pastor Wants

Tue, 16 Aug 2011 17:20:25 GMT

By Ron Edmondson

I have such a generous church. Every week someone sends me a note or an email to tell me they are praying for me. I routinely get encouragement when I need it most. Some of our closest friends are at Grace. I’m so thankful for the body of Christ called Grace Community Church.

A question I receive often is, “Pastor, what can I do for you?” or “How can I pray for you?” People think I do for others, so they want to do something in return. I’m so thankful for that kind of heart.

I know not every pastor is so fortunate, but (since you asked) here are a few things I (and most pastors, I imagine) would love:

Understanding that I’m human and will make mistakes…
Prayer that I would stay focused, committed, and faithful…
Seeing a need within the church or community and meeting it without being asked…
Not looking to be spoon fed but taking ownership and responsibility for spiritual growth…
Realizing that I can’t be everywhere or do everything I might wish I could…
Bringing new people with them as often as they can…
Making church services a priority over other activities, rather than the other way around…

I realize it’s a daunting list…

It’s not an easy list to complete…

But you did ask…

Or, at least, some of you did…

Pastor, what would you like from your church?

Ron Edmondson is Lead Pastor of Grace Community Church in Clarksville, Tenn.
Connect with Ron: Google+ | Twitter | Facebook | LinkedIn | Blog

BLOG: Hire Generalists, Not Specialists

Tue, 09 Aug 2011 17:02:37 GMT

By Ron Edmondson

In a church plant, no one can be a specialist.

In the early days of Grace Community Church, I did many things I wasn’t necessarily trained or qualified to do. That was even truer in my first church plant, which started smaller, but I suspect it’s true of every church plant. This has been the case for all of our staff. They’ve had to fill roles not assigned to their specific job description.

Specialists concentrate on what they do best.

Generalists, while they may have a specific job title, handle multiple tasks; some better than others.

At Grace, we’ve hired people for specific jobs, but we’ve had to ask everyone to do tasks which weren’t necessarily in their “job description”.

Our groups pastor helped launch our second campus.
Our family pastor helps with worship planning.
Our worship pastor helps with our website.

As the church grows, you may hire more specialists, but honestly, we are living in a day where generalists are more needed than ever. To me, someone’s value to the team increases the more tasks he or she can complete, or they are willing to try.

If you are looking to add to your church staff . . . consider those who can and are willing to handle multiple roles.

Have you had to handle multiple tasks in your position?

Ron Edmondson is Lead Pastor of Grace Community Church in Clarksville, Tenn.
Connect with Ron: Google+ | Twitter | Facebook | LinkedIn | Blog

BLOG: So you want to be a pastor...

Fri, 22 Jul 2011 21:18:44 GMT

By Ron Edmondson

I have the opportunity to talk with lots of young pastors each week. Another group that has recently started interacting with me are those preparing for the pastorate. I love investing in the next generation of leaders and am thankful for those who invested in me. One of those pastors in training recently asked me, “If you were my age (about 22) and were studying to be a pastor, what would you do?”

Great question!

If I were studying to be a pastor today, in addition to preparing my heart and mind spiritually, which is still most important, I would:

Take some business and/or leadership courses – You’ll find more leadership courses available these days at seminaries and Bible colleges, but you may have to take some courses online or at another school. Every pastor needs to know some general business and leadership principles to manage a church.

Build Connections – Just as in the secular world, having the right connections makes the difference in church positions also. It may be to help secure a job or to learn from other churches, but pastors should build a healthy network of peers.

Participate in social media and understand basic technology – One of the key ways today’s culture communicates is through social media. If the pastor wants to meet people where they are, he must at least know the basics of Twitter, Facebook, and blogging. The pastor doesn’t have to be a technology expert, but should know enough to help the church keep up with the times. Whether through a blog, the church website, podcasts, or even the technology required to make Sunday work, these days the pastor needs a basic understanding of the terminology and function of technology.

Work a secular job – Even if only part-time, at some point in your studies, work among people in the secular world. You’ll learn valuable principles about life, work and people. You’ll also be better able to identify with the people to whom you are called to minister. (Plus, it will be harder for that person who always thinks “well, Pastor, in the real world…” to discount your teaching.)

Take a people-helping or counseling course – Let’s face it! Regardless of the size church, a pastor is going to encounter hurting people. Understanding some basic questioning, summary, and counseling skills is critical to pastoring and will make your teaching even stronger.

Find a mentoring pastor – Early in ministry, or even before beginning, I would strongly encourage a young pastor to find a mentor. Ask a pastor who is older and with more experience to be available to help you through situations you find yourself in where you need wisdom you don’t have. You’ll be glad you’ve recruited this person in advance.

Embrace accountability - Develop a close relationship with a few other same-sex friends and invite them to hold you accountable to God, your family, your church and yourself. These do not have to be pastors, but should understand the pressures and demands of ministry.

Bonus Suggestion: BE A PASTOR – If you are confident God has called you to be a pastor, then don’t wait to get all the training. Keep receiving training, follow these suggestions, but more importantly, get some on-the-job training by finding ways to be a pastor today!

Ron Edmondson is Lead Pastor of Grace Community Church in Clarksville, Tenn.
Connect with Ron: Google+ | Twitter | Facebook | LinkedIn | Blog

ARTICLE: 7 Ways to Make Bible-Reading Fun

Mon, 11 Jul 2011 21:10:41 GMT

By Ron Edmondson

A young college-aged girl told me recently that she didn’t enjoy reading her Bible and asked if there was an alternative book. Well…no! This is THE BOOK! There is no substitute. There are plenty of great Christian books, but none compare to this one.

I’ve heard similar concerns many times. The Bible intimidates many people; even those who are avid readers of other books.

I told this girl she could listen to the Bible on a CD or mp3, but I don’t think that’s the complete solution. I think we need to figure out how to enjoy reading God’s Word. Part of maturing as a Believer is to fall in love with the Bible.

Here are 7 suggestions that may help:

Pray

The Bible is not like any other book. You need God’s Spirit to help you. You should always pray before and as you read it. Ask God to help you understand what you’re reading. Good news here! This appears, in my experience, to be one of God’s favorite prayers to answer.

Version

Pick a version easiest for you to understand. I would suggest you read a more literal translation primarily, but the paraphrase versions are good for casual reading. I suggest NIV or NLT for a literal but readable version, ESV or NKJV if you want a most literal translation, or for a paraphrase version, that’s extremely readable, try The Message. I read some of each of these for my studies and fun reading.

Sharing

It brings Scripture to life when we can share it with others. Sharing your reading with your small group, a group of guys or girls at a coffee shop, or a couple of people from work helps energize you for the passage. The key here is that when you talk about what you’re reading, it helps you value it more. (Read Philemon 6 for an example of this.)

Journaling

Writing about your time in God’s Word will help you process your thoughts and keep a record of them. It’s exciting to go back over time and remember what you read before. It fuels your enthusiasm for more.

Taking your time

I love the idea of reading the Bible through in a year. I’ve done this many times. I think it’s more important, however, that you benefit from what you’re reading. I sometimes meditate on a few verses or a story for a day. I also recommend people start with an easier book to understand and move to more difficult passages from there. The gospels are good places to start, because they are filled with great stories of Jesus.

Clarify

It’s best to have a study Bible for this part, but there are plenty of free online tools also. Look up words you don’t understand. Learn to use Bible dictionaries and commentaries. Look up passages that aren’t clear, cross-referencing verses with other similar verses using footnotes. For some people, having a Bible study to work through along with reading the Bible is helpful.

Relationship

The best way to fall in love with God’s Word is to get to better know its author. It’s cliche now, but read it as a love letter written to you. If someone writes you a love letter, you’ll read it continually until you figure out what it means, and maybe even memorize parts of it along the way. If you can’t figure out something, you’ll consult the author. Fall more in love with God and you’ll find reading the Bible much easier. You may even someday say it’s “fun”!

What would you add to this list?

BLOG: The Delivery Truck Principle of Leadership

Fri, 08 Jul 2011 13:55:38 GMT

By Ron Edmondson

When I was in business, I once owned a small manufacturing company. Most of my time was spent in an office or on the road somewhere, but when I had time I loved to hang out in the factory, especially when delivery trucks dropped off merchandise. For me it meant that we were receiving materials, we could make something, and then we could bill someone. Of course, collecting from the bill was another story, but anyone who has ever owned a business and had to make a payroll knows how exciting it is to develop cash flow.

As much as I loved the opportunity, the truck’s delivery was always bittersweet.

We could now build a product . . . But we also had to pay for the materials.

Sometimes (okay…truthfully all the time) that would stretch our cash flow until we could ship a product, send a bill, and collect some cash.

That’s what I call the Delivery Truck Principle of Leadership.

It serves as a small example of a tension that exists in all leadership decisions. The return on investment for any opportunity doesn’t come until after the investment has been made . . . sometimes a long time following the investment.

We see that in many areas of life. Some examples that come to mind:

New houses are built in a community, but it takes years to recover money invested in the roads, schools and emergency services to add them.
Gaining new clients for a business takes upfront marketing money, but making a loyal customer may take months or years, if ever.

And it happens in the church:

New people come to a church and participate in programs, but they don’t immediately start contributing, financially or with their time.
Hiring new staff or recruiting new volunteers may eliminate some stress, but it may be months before they understand the culture and their role and are able to contribute.
Developing a new program at your church may reach more people, but may pull resources from other programs.

You could add many more examples to this random list.

The point I’m making is simple…

With every opportunity comes a cost.

The leader must discern when the cost exceeds the return, stretches the organization beyond its current capacity, or the opportunity’s costs simply aren’t received well within the organization. Many leaders only see the potential in the opportunity, but fail to consider the costs associated. When a wonderful-sounding idea is thrown out in a creative meeting, I can get excited with everyone, but I’m also reminded that someone will have to develop a plan and complete the work. There have been so many opportunities or ideas I have left behind because I didn’t sense our team was willing or able to assume the costs associated. (There is also a cost associated with not taking an opportunity, but that's a different article.)

Deciding to grow an organization is an admirable goal. I highly encourage it. Helping leaders grow and develop will continue to be a major focus of this blog. My point is simply to remind you of this: With every opportunity to grow, someone must be willing to count and eventually pay the costs associated with that growth. The wise leader considers those costs along with the excitement of the opportunity.

If you wish to continue this thought process answer this question:

Is your organization better at:

Coming up with ideas
Counting the costs, or
Completing a plan?

In my experience, organizations and/or individuals tend to excel in one of these three. Understanding the importance of each of them is key to success.

BLOG: How I Prepare a Sermon

Fri, 10 Jun 2011 17:21:28 GMT

By Ron Edmondson

I frequently get asked the same two questions about my message preparation:

How long does it take?
An average message takes about 20 to 25 hours from start to finish. I am a slow processor and I like to sit with things in my heart and mind a while before I put them on paper.

How do you go about putting a message together?
Most of my messages are birthed the same way.

Need: We plan series months in advance based on the perceived or realized needs of our people or the directions we sense God wants us to take the church.
Bottom-line Idea: I need to land on what the central point of the message is before I can go much further with the message. Hopefully this happens weeks before the week I’m crafting the message.
Notes: After I know where I am headed I begin to keep notes on paper, on my computer, in my Blackberry, and in scrap pieces of paper in my car or on my desk. These could be Scriptures, illustrations, or thoughts about the central idea.
Study: I begin to study passages surrounding the theme/bottom-line I feel God is leading me towards.
Passage: Preferably a week or two before the message is written I land on the passage of Scripture I feel God is leading me to use.
Study: I spend more extensive time studying the specific passage I am using in my message.
Point of Desperation: Usually the week I am writing the message nothing I have written so far seems to make sense any more. I almost always reach a frustrating point where I am forced to cry out to God for help breaking through the mental and spiritual blockage. (I wonder if this is God-designed?)
Breakthrough: God always seems to provide the breakthrough I need to move forward towards a completed message. Sometimes it takes longer than I would like, but He always provides.
Outline: I begin to outline my message with the 1) Opening Illustrations, 2) Scripture or Bible Story, 3) Closing Applications and Challenge
Script: I am a manuscript guy, so the week of my message I write out the majority of what I plan to say on Sunday morning.

Of course, this whole process needs to be bathed in prayer and Holy Spirit directed, which means I need to spend quantity and quality time alone with God if the message is to be meaningful.

Pastors, how does this differ from the way you put together a message?

Read more from Ron Edmondson at www.ronedmondson.com.

ARTICLE: 5 Questions to Unpack a Bible Passage

Mon, 16 May 2011 17:28:39 GMT

By Ron Edmondson

Someone asked me recently how I address a Bible passage in order to teach about it. I certainly don’t claim to be an expert, but I do have a system. Of course the process begins and ends with prayer, but God has wired me to think systematically, so I need a format that works for me in writing a sermon message.

When teaching on a specific passage of Scripture, I consider five questions about the Bible text:

What does it say? – I usually look at several translations, and depending on the passage, may research the original words if needed. I want to know what the verse or verses says in a way that I can understand it. At this point, I attempt to understand the text within the context it was written…time period…location of writing…people to whom it was written.

What does it mean? – I always allow Scripture to interpret Scripture first. I like to use cross references and word searches for specific words or phrases I may not understand or want to explore further. At this stage, I want to understand the passage in the context of the entire Bible.

How does it apply it to my life? – Here I’m basically trying to decide how I can apply the truth in the text to the way I live my life . . . what changes I need to make in my life . . . how my life should be lived because of the truth in the text. This is where I use commentaries, or other writings to help me better understand the text. I want to know how this passage, written so many years ago, has relevance for me today.

How does it apply to others? – Now I ask myself, “How can the people listening to this message apply this text to their life?” Although a text has only one true meaning, it can have multiple applications in a person’s life. I try to consider as many of these as possible. I see part of my job communicating as helping listeners connect the passage to their life, the changes that may need to be made, and how to live out the truth of the text in their life. Of course, the real teacher is the Spirit of God, but I also know God uses teachers to help people grasp Biblical principles and apply them.

How can I communicate so they will understand and apply it to their life? – This final question is perhaps the hardest step for me, but equally important to the other steps. I want to teach in a way that appeals to different learning styles in the room, captures and holds people’s attention and engages them in the message enough that they will consider the message even after the message is delivered. The real win for me is not when people enjoy a message as much as when they are willing to make changes in their life to live it.

Now obviously, once you do something many times you start to form habits and so I don’t always think through these questions consciously, but basically this is the process I go through each time I preach. Also, it should be noted (because if I don’t someone will for me) that this entire process should be done in a spirit of prayer. My end goal is that God would use my limited abilities to communicate His truth.

Preachers, what is your process? What do you do differently? What commentaries and other resources help you the most?

Also, just curious, what style or method of preaching engages you the most? Is it through illustration, humor, visuals, or simply reading the Bible aloud--or something else entirely?