Thursday, April 23, 2015

What to Do, Pastor, When You are the Victim of a Rumor

What to Do, Pastor, When You Are the Victim of a Rumor

 
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“I said, ‘Is that true? You’re telling people that?!’”
“Why would you rather not be wronged? … For you were bought with a price; therefore glorify God in your body and in your spirit, which are God’s” (I Corinthians 6:7,20).
In 1990, after a preacher had served only seven months and tore the church up twice, I arrived as the new pastor.
I was not the excited new kid on the block as with my previous moves. This was different.
I had endured a brutal three years in my former pastorate and thought perhaps the Lord wanted this broken church (to which I was coming) and this bruised pastor (moi!) to help one another heal.
Some years later, I learned a preacher in our area was telling people that I had torn up this church because of some serious immorality.
I sought him out and asked if he were really saying this.
“Brother Joe, I got this from Pastor Runoff, the guy that preceded me in this church.” His mentor and role model was gossiping.
He gave me the man’s phone number and I caught him at his church in another state.
I said, “My friend, let me tell you what I am hearing. Years ago, after I had survived a difficult three years in a church in another state, God sent me here to help this church recover from a pastor whose immorality had damaged it severely. My first years in this church were some of the most difficult in my life. And now, I hear that you are telling people that I caused this church’s problems, that I tore it up.”
I said, “Is that true? You’re telling people that?!”
He was quiet.
I said,”My brother, I put up with years of harassment in this church trying to get it healthy again. And now you are accusing me of being its problem?”
Finally he said, “Brother Joe, I am as sorry as I can be. I hope you will forgive me.”
I said, “I want you to call everyone you told that to and set them straight on it.”
He assured me he had told only the one pastor, the young man who followed him. I had no reason to doubt that.
One day recently, while going through my journal of the 1990s—I wrote for a half-hour each night for the full decade, eventually filling 46 hard-bound volumes—I found where my next door neighbor, a profane and angry man, had said that I had torn up this church by my immorality. Since it barely registered on my meter at the time, but evidently enough for me to note it in the journal, when that pastor began spreading the lie, I had not made the connection. However, my next door neighbor and that pastor had grown up together as boyhood friends. So I know where it came from.
By this time, the neighbor had died. So, hopefully, that ended this matter.
Most lies and rumors are not that easily run down nor that quickly addressed.
Case in point.

“I said, ‘Is that true? You’re telling people that?!’”
In the late 1970s, my wife and I went through a year of marital counseling. This was a painful time for us both, and involved three hours of driving twice monthly for two-hour sessions with the counselor. Briefly, her expectations and mine regarding marriage were poles apart, and we needed a friend to help us untangle 15 years of offenses, slights and misunderstandings.
In early 1981, at the encouragement of our church staff, Margaret and I took the entire Sunday evening worship service at First Baptist Church, Columbus, Miss., and told the story of our near-divorce and the hard work of reconciliation. It was a painful story, told to a packed out house. I thought that was the end of it. But God had other plans.
That week, the Office of Communications with our denomination called from Nashville. “By an odd coincidence, a person from our office was in your church Sunday night and heard your testimony. We would like to send a reporter down to interview you and your wife and publish the story for Christian Home Week in early May.”
I was hesitant. What preacher—particularly in 1981 before news of marital problems among the clergy had become so commonplace!—wants to tell such a story. When I called Margaret at home to get her thoughts, she said, “Oh good. I knew God was going to use this.”
Gail Rothwell spent two days with us, interviewing, taking photos, etc. Her article was published in the SBC “Facts and Trends” in May, 1981, and ran in most of the state Baptist weeklies. Even some dailies such as the Houston Chronicle ran the story. Somewhere I still have a file with over 40 letters from people thanking us for telling the story, with two or three saying it saved their marriage.
Now, fast forward a few years.
By then, we had moved to a church several states away. To our surprise, several members of the church were unhappy about us. To this day, I do not know what was going on with all of them. One of them, a dentist almost disbarred (I was told) because of dishonesty, began trying to dig up dirt on us in order to discredit us and drive us out.
Some who read this will be surprised that church people could be so cruel. But they are there. Thankfully, they are overwhelmingly outnumbered by God’s faithful, but even one or two can do great damage.
Soon a rumor began to circulate that “somewhere in their past, there was a newspaper article about a divorce and some kind of scandal involving Joe and Margaret.”
It was just that nebulous.
The rumor circulated for months before I learned of it. As I began trying to trace it down, everything pointed back to the dishonest dentist. When I called him, he gave me the name of a denominational worker in Memphis as his source. So I called him.
He said, “Joe, I simply told the man I did not know the details, but that the Baptist papers had written about your marital problems. That’s all I said.”
That was sufficient for a man with a mind set on mischief.
There was no running down and ending such a rumor.
My mistake, I realized, was not telling the pastor search committee of that church of our year’s counseling and the newspaper article from five years earlier. Honestly, I was hoping to put that behind us. It never occurred to me that someone would stoop so low as to use it against us.
I stayed at that church only three years. (It’s the “difficult church” referred to in our first story above.) As I was leaving the church, I managed to ask a few members whom I thought of as our closest friends, “Had you heard the rumor about us being divorced?”
They each had.
I said, “Why did you not ask me about it?”
To a person, they said, “I was afraid of your answer.”

“I said, ‘Is that true? You’re telling people that?!’”
I said, “Margaret was 19 when we married and I was 22. When could we have divorced? Where is the logic in this?”
Rumors require no logic. They do not need to make sense. They do their wicked work like termites, eating away at the foundation of trust.
“Let no corrupt word proceed out of your mouth, but what is good for necessary edification, that it may impart grace to the hearers” (Ephesians 4:29).
In the first story, the gossips were preachers. In the second, church members were the ones intent on undermining a pastor whom God had brought there.
I suspect neither group had a clue how seriously the Father in Heaven takes such acts against His messengers. Such behavior makes me think such people are practical atheists. They believe in God in their theology, but not in their lives, not in their heart of hearts.
When you are the target of such rumors and gossip, servant of God, you do what you can to run it down and deal with it. Beyond that, you give it up to the Lord and leave it with Him. If you are brought down by innuendo and false testimony, remember, servant of the Lord: You are not the first.
“A disciple is not above his teacher; nor a servant above his master. … If they called the master of the house Beelzebub, how much more will they call those of his household?” (Matthew 10:24,25).
Be faithful, friend. Stand strong in the Lord. Remember to love the culprits too. “Do good, bless, pray and give to those who hate you, who curse you, who threaten you, etc.” (Luke 6:27ff).
By doing so, you will heap coals of fire on their heads (Romans 12:20).  

Joe McKeever After five years as Director of Missions for the 100 Southern Baptist churches of metro New Orleans, Joe retired on June 1, 2009. These days, he has an office at the First Baptist Church of Kenner where he's working on three books, and he's trying to accept every speaking/preaching invitation that comes his way. He loves to do revivals, prayer conferences, deacon training, leadership banquets, and such. Usually, he's working on some cartooning project for the denomination or some agency. More from Joe McKeever or visit Joe at http://www.joemckeever.com/mt/

10 Secrets of Highly-Motivated Leaders

10 Secrets of Highly-Motivated Leaders

This is a guest post by Neal Samudre, the creator of a personal-development website inspiring thousands to lead selflessly and live a life of impact. You can read his blog here and follow him on Twitter.
Productivity is a byproduct of motivation. When you’re motivated to do your work, you get it done. And when you’re not motivated, work takes forever.
10 Secrets for Highly-Motivated Leaders
It’s a futile effort to attempt to keep yourself focused on the task. It won’t be long before something more interesting comes along and grabs your attention.
A better approach is to evaluate your motivation. Ask, Why I’m doing this project? And let the answer compel you to work with more energy.
When people struggle to accomplish goals, often the problem is not a lack of focus. It’s because we lack motivation.
So here are 10 practices to keep you motivated toward your goals:

1. Announce it

No one wants to let others down. Once your goal is out there, it’ll motivate you more with the fear of failing in the sight of others.

2. Have people depend on you

Much like the last one, this secret differs because it adds the pressure of delivering a product or service to people. If they depend on you for some service, you’ll be motivated to deliver.

3. Challenge false perceptions

The truth is, there is enough time in the day. You have enough energy. There’s enough money in the bank. Look closer at the perceptions – the fears – that are holding you back. If you do, you will find that there isn’t too much truth to them.

4. Celebrate victories

Little victories will feel more satisfying if you choose to celebrate them. Reward yourself occasionally and your productivity will skyrocket.

5. Start small

If you have an impossibly huge task in front of you, it’ll be much harder to stay motivated to tackle it. Instead, start with small, manageable goals that help you make progress toward the huge goal. Michael has written a great article that will help you with this – The #1 Way to Get Better Results.

6. Tell stories

When I’m struggling to make progress, I am often inspired by the stories of others. Because I can learn from their successes – and from their mistakes. So tell more stories – your stories. You’ll be encouraged and you’ll inspire others.

7. Share progress

Few things are more motivating than a kind word of affirmation. There are several people in my life who encourage me greatly. And I’ll admit – I often share my progress with them because I know they’ll inspire me to take the next step. Who is speaking encouragement into your life?

8. Process failures

Some people repeat the same mistakes over and over – like a broken record. And as a result, they are frustrated with tasks and projects before they even get started. Identify causes for failures, make adjustments. Then move on. Don’t keep reliving failures.

9. Think forward

Every setback or hurdle propels you closer toward your dream. Think of each step — no matter how bad it may make you feel — as a forward step.

10. Plan early

Plan small, manageable goals the night before. When you do, you’ll wake up with passion and purpose. You’ll know exactly what needs to be done. When you don’t plan ahead, you’re more likely to feel overwhelmed.
It’s true – if you’re feeling overwhelmed by your work, the problem may simply be your motivation.
Question: So what do you do to motivate yourself? You can leave a comment by clicking here.

The Top 10 Leadership Posts I Read The Week Of April 13th

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The Top 10 Leadership Posts I Read The Week Of April 13th

Persistence.  Resilience.  Continual Improvement.  Reaching and Exceeding Your Potential.  Honoring God with EVERY Aspect of Your Life.  Pressing Forward.  Christian leaders know these terms well.  They are mantras which we live by.
If these terms resonate with you, you will enjoy this week’s top posts.  These posts will make you, and everyone you influence, better and more capable of achieving everything God has for your life.
The following are The Top 10 Leadership Posts I Read The Week Of April 13th:
  1. Top 300 Christian Blogs For Ministry As Of April 2015 by ChurchRelevance.com
  2. 5 Ways To Recover Your Passion For Pastoral Leadership by Brandon A. Cox
  3. 10 Ways To Dethrone Debbie (Or Donald) Downer by Mary DeMuth
  4. Constant Reminders by Derwin Gray
  5. Restaurant Owner Noticed Someone Digging In Dumpster, So She Wrote Them A Powerful Note by Ryan Grenoble of Huffington Post
  6. How To Be Your Pastor’s MVP by Bob Jones
  7. The One Thing That Will Make Your Business Grow by Michael Lukaszewski
  8. Pastors: Don’t Let Ego Kill Your Influence (4 Hacks To Crush Pride) by Stephen Mackey at Team Impact
  9. Four Questions About Sex & A Sex Series by Perry Noble
  10. 10 Success Secrets From ‘Shark Tank’ Winners by Graham Winfrey via Inc.com

14 Practices of A Leader People Will Follow

14 Practices Of A Leader People Will Follow

No one wants to be a leader who no one will follow.  Leaders want to make a difference in the world and lives of others.  Leaders want to build teams.  The best leaders long deeply for authentic, lasting relationships.  Leaders want to take the journey with others.
So the question begs, how do you become a leader people will follow?  For answers to this questions, let’s look at the following tweet I came across today:
New England Patriots four-time Super Bowl quarterback Tom Brady is one of my the 10 people I listen most to who speak on leadership.  He is a leader worth following.  The following are 14 Practices Of A Leader People Will Follow we can take from Price’s tweet: Christopher Prince @cprinceNFL

  1. A Leader People Will Follow Has Great Ownership Of The Organization’s Success – Brady’s actions clearly shows the priority and importance of the Patriots offseason program.
  2. A Leader People Will Follow Is Often The Organization’s Hardest Worker – The speed of the leader is always the speed of the team.
  3. A Leader People Will Follow Is Prepared – Because of his focus on practice and film study, Brady is rarely surprised on a football field.  Brady’s preparation gives his teammates confidence in him.
  4. A Leader People Will Follow Arrives Early And Stays Late – Brady was the first in the building at 7 am.
  5. A Leader People Will Follow Embraces Lonely Work – This is the hard work that is done when no one is looking.
  6. A Leader People Will Follow Does Not Feel A Sense Of Entitlement – If anyone deserves to take the summer off, it is Brady.  However, he is the first one in the building and the last one to leave during the off-season.
  7. A Leader People Will Follow Continually Improves – Brady is committed to personal growth.
  8. A Leader People Will Follow Is Young At Heart – Brady will be 38 years old when the season begins.
  9. A Leader People Will Follow Remain Calm And Produce In Times Of Crisis – Brady’s tour de force performance in the 2015 Super Bowl comeback victory positioned him as arguably the greatest quarterback in NFL history.
  10. A Leader People Will Follow Has Overcome Great Obstacles – All six Super Bowls Brady has appeared in have been decided by four points or less.
  11. A Leader People Will Follow Is Always Looking Forward – Brady is obviously not resting in his reputation or past performance.  He is focused on the 2015 season.
  12. A Leader People Will Follow Makes Others Better – Just ask Shane Vereen, Julian Edelman, Brandon LaFell, Danny Amendola and countless others throughout the years.
  13. A Leader People Will Follow Leaves A Great Legacy – Star cornerback Darrelle Reavis told Sports Illustrated’s Greg Bishop in their February 9th edition, “Tom Brady is the best ever.  The best ever, period.  Tom Brady.  Michael Jordan.  The best.  Write that down.”
  14. A Leader People Will Follow Commands Respect – Watch the video below of the Patriots Super Bowl introductions.  Did you notice everyone stopped and allowed Brady to leave the locker room first?  Did you notice Brady led the team onto the field?  In an industry full of alpha males, this is respect shown to a leader worth following.
After reading the list of 14 Practices Of A Leader People Will Follow, what is one area you can improve in today?

Friday, April 17, 2015

5 Tips for Leading Strong-Willed People

5 Tips for Leading Strong-Willed People

 
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Have you ever tried to lead someone who didn’t want to be led?
The same children that were labeled “strong-willed” by their parents often grow up to be strong-willed adults. Perhaps you know one. Perhaps you are one.
(I know one personally—me!)
But have you ever tried to lead one?
It’s not easy.
In fact, I’m convinced many strong-willed people end up leading just because they couldn’t be led—and yet they probably didn’t need to lead. But no one ever learned to lead them.
And I’m not sure I am an expert. But I have some ideas—since I’m speaking to my own kind.

Here are five tips for leading strong-willed people:

Give clear expectations.
Everyone responds best when they know what is expected of them. That is especially true of those with strong opinions of their own—shall I say—those of us more stubborn people. If you have a definite idea of how something needs to be done and you leave it as an undefined gray area—we will redefine things our way. Keep this in mind with strong-willed people: Rules should be few and make sense or they’ll likely be resisted or broken more often.
Give freedom within the boundaries.
Once the guidelines and expectations are established, allow people to express themselves freely within them. That’s important for all of us, but especially for strong-willed people. Strong-willed people need to know they can make some decisions—that they have freedom to explore on their own.
Be consistent.
Strong-willed people need boundaries, but they will test them. They want to know the limits of their freedom. Keep in mind they are head-strong. We’ve even labeled them—strong-willed. They aren’t the rule followers on the team. Make sure the rules you have—and again there shouldn’t be too many—are consistent in application. If it’s worth making a rule—make sure it’s worth implementing.
Pick your battles.
This is huge. Strong-willed people can be the backbone of a team. They can loyal, dogmatic and tenacious—all for the benefit of the vision. What leader doesn’t want that? But those same qualities can be where the problems start also. Don’t cross a strong-willed person over issues of little importance to the overall vision of the organization. If you back them in a corner, they will usually fight back.
Respect their opinions and individualities.
Strong-willed people ultimately want to be heard (as all people do). They aren’t weird because they sometimes seem immovable. But they do resist leadership most when their voice is silenced. Learn what matters to them and give credence to their opinions—you’ll find a loyal teammate.
Be honest: Are you strong-willed? How do you like to be led? Have you ever tried to lead someone who didn’t want to be led?
Ron Edmondson Ron Edmondson is a pastor and church leader passionate about planting churches, helping established churches thrive, and assisting pastors and those in ministry think through leadership, strategy and life. Ron has over 20 years business experience, mostly as a self-employed business owner, and he's been helping church grow vocationally for over 10 years. More from Ron Edmondson or visit Ron at http://www.ronedmondson.com/

7 Warning Signs You May Be a Controlling Leader

7 Warning Signs You May Be a Controlling Leader

 
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I regularly talk to young leaders through my blog, and many of them feel they are working for a controlling leader.
In a recent post, I talked about the three results of controlling leadership.
In full disclosure, one of my top strengths on the StrengthsFinder assessment is COMMAND. I’ll take over if no one else in the room will—so some of the young leaders on my team may have felt that way about me at times. I have to discipline myself not to be a controlling leader.
But it’s a value for me personally not to be one, so I consistently try to evaluate. (And I’ve let teams I lead evaluate me.) And also granted, as I’ve posted previously, I believe there are some things a leader needs to control—especially early in their leadership. For example, I have controlled (or micromanaged) the hiring of key staff members during my beginning years of church revitalization. We are changing a culture. I am building a team—one I don’t have to control. And that’s worked well so far.
The odd thing I find is that many controlling leaders never really know they are one. They may actually even believe they are being good leaders—making sure things go well for the organization.
As I’ve pointed out in previous posts about this issue, controlling leaders are ever present in the church.
So, maybe if you’re reading this, you are still wondering if you might be a controlling leader. Or if you work for one.

Here are seven warning signs that you may be a controlling leader:

Your team struggles to share new ideas. Are people sheepish around you when they have an idea that may be different from yours? Do they start apologizing prior to approaching you with a new idea? Do they appear timid, fearful, even reluctant to share a thought? This may be on them—it might be on you, leader.
You think you’re wonderful. I don’t mean this to be funny. When a leader is in the control position, because of their own confidence, they can often feel everyone approves of all they are doing. A controlling leader may not really know how people feel about them. They assume everyone approves of their leadership.
You always know you’re right. Because you are—right? Seriously, if you never question your own judgment—if you never even think you need to get others’ opinions on your ideas—you might be a controlling leader.
You control information. Do you enjoy keeping others with less information than you have? Do you like to be in the power position—if information is power? (And it is.) If you control the information, you’ll almost always control what is done with the information. And you just might be a controlling leader.
You are part of every decision. Do you think you should be involved in making all the decisions your church or organization makes? Seriously. Be honest. A controlling leader can’t stand when they weren’t part of making the decision—especially if it proves to be a good one—or if people start getting credit for something in which they had no part. If you still can’t decide if you’re a controlling leader, use that as a scenario and judge for yourself how you would feel: The decision is made. It’s genius. Everyone applauds. You’re on the sidelines.
You can’t let go of the reins. Do you fear others being in control of a project? Does it make you nervous? Do you feel the need to continually step back in and check on things? I’m not suggesting a leader delegates and disappears. That’s not good leadership either. But if you can never let someone truly be the primary leader of  a task, you might be a controlling leader.
You ARE the final authority—on every decision. Think for just a minute about the decisions made in the organization in the last year—or even the last month. Did you have to sign off on all of them? Were there any significant decisions made that you weren’t a part of making? Again, be honest.
Have you ever worked for a controlling leader? Are you one? How would your team answer these questions about you?  

Ron Edmondson Ron Edmondson is a pastor and church leader passionate about planting churches, helping established churches thrive, and assisting pastors and those in ministry think through leadership, strategy and life. Ron has over 20 years business experience, mostly as a self-employed business owner, and he's been helping church grow vocationally for over 10 years. More from Ron Edmondson or visit Ron at http://www.ronedmondson.com/

10 Qualities Which Make Up Great Teams

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10 Qualities Which Make Up Great Teams

We all want to be part of a great team.  Furthermore, we want to build and lead great teams.  This is because great teams accomplish great things and significantly make a difference in the lives of people.
But what makes up a great team?  Are the qualities which can be identified and replicated?  The answer is “Yes”.
In today’s issue of USA Today, writers Scott Gleason and Chris Chase ranked the Top 10 Duke basketball teams of all-time.  What made each team so successful teaches us much about building great teams ourselves.
The following are 10 Qualities Which Make Up Great Teams we learn from the greatest Duke basketball teams:
  1. Great Teams Have Great Experience – The 1991-92 national championship team is considered the greatest Duke team of all-time.  It was also the most experienced.
  2. Great Teams Accomplish Great Things – Great teams must do something significant.  The 1990-91 national champions defeated the undefeated defending champion UNLV Running Rebels.
  3. Great Teams Have Great Intelligence – Great teams are smart.  The 1985-86 team featured Atlanta Hawks general manager Danny Ferry, Harvard head coach Tommy Amaker, Stanford head coach Johnny Dawkins and ESPN’s Jay Bilas.
  4. Great Teams Have Great Collective Talent – The 1998-99 team featured six players who would have careers in the NBA.
  5. Great Teams Have Great Individual Talent – The 2000-01 national championship team featured Shane Battier, the Wooden Award winner as the nation’s top player.
  6. Great Teams Have Great Expectations – Unfortunately, sometimes even the best teams fail to meet expectations.  The 2001-02 team was expected to repeat as national champion but were upset in the Sweet 16.
  7. Great Teams Have Great Depth – This year’s Duke team has an incredibly strong supporting cast to support star center Jahill Okafor.
  8. Great Teams Have Multiple Options – This was not the case for the 2005-06 team which consisted of two players, Sheldon Williams and J.J. Redick, scoring the majority of the team’s points.  When Redick shot 3 for 18 against LSU, the team had no other options losing to a very good team.
  9. Great Teams Have Great Chemistry – The 2009-10 national champions only had one future NBA player and he played a supporting role.  Though they overachieved, they were a great team in the truest sense of the word.
  10. Great Teams Utilize Momentum – Though the 2003-04 team finished the regular season with a 5-4 record, they caught fire in the tournament making it all the way to the championship game where they lost to Connecticut.
Experience, Accomplishment, Intelligence, Individual and Team Talent, Expectations, Depth, Options, Chemistry and Momentum.  If you have these 10 things, you may be part of a great team as well.
What is one area on this list you can improve in as a team?