Why Vision Casting Should be a Lifestyle for All Leaders in Your Church

by: Ron Edmondson

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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 amd 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 if 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.

Read more from Ron here.

Tags: Recasting Vision, Ron Edmondson, Vision Frame

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What Does “Healthy” Mean in Your Church Leadership?

by: Ron Edmondson

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I was talking with a young hurting pastor recently. He resigned after several years of trying to turn around a dying church into a healthy church. The church brought him in with definite goals. He felt he had a mandate. The church began to grow. Things were exciting…or so it seemed. But, with every change there was growing resistance. Eventually, only a few people with power still supported him. when they refused to back him with changes they had agreed were needed. He was continually reminded this was not “his church”. He felt it was best that he leave rather than divide the church. (This church has a long history of short-termed pastorates.)

In the course of the conversation he asked some sobering, and honest questions.

He asked, “Is there really such a thing as a healthy church? Are there any healthy church staffs? And, what does healthy mean, anyway?”

Great questions. I understand. Sadly, I hear from pastors continually asking the same questions. There are many unhealthy environments in churches.

But, yes! There is such a thing as a healthy church. There are some healthy church staffs.

I don’t know if I know completely what “healthy” means, but I’ve given the issue some thought.

The reality is that the church is the Body of Christ. In the purest form, the church is always “healthy”, because it represents Christ. We are promised that nothing will ever destroy what Christ has established. But, local churches are made of people. And, some of those people, even well-meaning as they may be sometimes, work together to form unhealthy environments. Some work together…for the common good of honoring Christ…and form healthy environments.

So, with that in mind…

A healthy church culture…

• Doesn’t mean there aren’t bad days
• Doesn’t mean you won’t have tension or stress.
• Doesn’t mean everyone always agrees.
• Doesn’t mean there aren’t relationship struggles.
• Doesn’t mean you have all the answers.
• Doesn’t mean the pastor is always right.
• Doesn’t mean problems or issues are ignored.

A healthy church culture…

• Does mean you can disagree and still be friends.
• Does mean tension is used to build teamwork..when one is weak another is strong.
• Does mean meetings are productive and purposeful…not ritualistic or boring, and certainly not hurtful.
• Does mean rules add healthy boundaries, rather than stifling creativity or controlling actions.
• Does mean you work as a team to find solutions.
• Does mean the pastor (and his family) is never attacked publicly or continually stabbed in the back.
• Does mean the rumor mill is never allowed to form the dominant opinion.

I’m praying for my new pastor friend that he finds a healthy church, in which to serve out his calling. They do exist.

Questions for your consideration:

• Have you been in an unhealthy church or organizational environment?
• Have you been in a healthy one?
• What do you think it means to have a healthy environment?

Tags: Leadership Engine, Ron Edmondson, Staff, Staff Leadership Roles

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A Personal Conviction About Change

by: Ron Edmondson

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I had a convicting experience recently. It was one which will actually help me in the current church work I am doing, but also in the future as I implement change.

One Saturday night during December I went to three church Christmas parties. Cheryl was out of town, so I made a quick pass through each of them. I was watching a football game before I left home and didn’t turn off the television. When I returned home I entered to find a Christmas show on that I had never seen.

It was something called “Frosty Returns.” I apologize if that is your Christmas favorite, but in my opinion…it stinks.

Sorry. Not trying to be rude to the people behind the show, but that’s how I saw it.

It wasn’t “Frosty”. It was “Frosty Returns”. Bad, bad, bad idea. Bad sequel to the original.

I immediately thought…

The audacity. They messed with Frosty. Frosty the Snowman. The classic. The one I watch every year. You can’t improve upon that. You make a mistake as soon as you waste time thinking that you can.

And, why did Frosty need to return anyway? Take a chance on melting again. Take a chance on losing that magic hat.

Who would mess with the original? What’s this world coming to?

How could you possibly improve upon the real thing?

Okay, maybe a little over dramatic…but you get the point. I couldn’t understand the need to change from what has worked for so long.

Then, in the middle of my disgust, it hit me.

Conviction. Between the eyes.

I’m pretty sure it may have been a “gentle whisper” moment.

I’m new in my current church. A 100 plus year old church. Some people in this church have been attending the church longer than I’ve been alive.

We are revitalizing. Transitioning. Making changes.

Not all of them are popular. Change is hard. Absolute change is hard absolutely.

We need change. I am convinced we won’t be a vital church body 20 years from now without some change.

I don’t believe in “blowing up DNA” kind of change, so I’m taking things slow. Or, at least, it seems slow to me.

But, the conviction?

The way I felt about Frosty….

That’s the way many seniors in my church feel everyday.

Sure, you sang “Amazing Grace”, but you didn’t sing it my way. The audacity. They messed with Amazing Grace. Who would mess with the original? How could you possibly improve upon the real thing?

What about the committees? What about the policies? What about the way we’ve always done things?

Why would you mess with the originals?

I understand.

They messed with my Frosty.

I’m not trying to be cute or funny. It was conviction. It was a teaching moment for me.

We do have to change. If we only do church the way it’s always been done…we will only reach who we’ve always reached. And, frankly, I want to reach multiple generations. Even people my children’s age.

Frosty had to change. Not sure how well they did, but to reach a younger audience, there needed to be some changes. My boys are okay with Frosty, but they’d rather watch “Elf”. I can wish they liked Frosty more, but if I want to make sure I get to hang out with them…I’m willing to sit down to watch “Elf”.

(Interesting, I shared this with a friend and he polled his twin 16 year old sons. They prefer “Frosty Returns”. I don’t understand kids these days.)

Change is a part of life.

That doesn’t mean it’s easy.

I understand that even better now. Understanding how someone feels…or why they feel that way…helps you plan your approach. It helps you respond to their uncertainties, even their disappointments about change. They aren’t necessarily trying to be difficult. We just can’t expect everyone to immediately think the change is good, needed, or welcomed.

Because, did I tell you?

They messed with my Frosty. The audacity.

Read more from Ron here.

Tags: Change, Leadership Development, Ron Edmondson

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7 Warnings for Aspiring Leaders

by: Ron Edmondson

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Almost on a weekly basis I hear from a young pastor who wants to grow as a leader. He feels the pressure placed upon him and knows that others are looking to him to steer the church on a healthy course. Most of these leaders are humble, knowing that ultimately Christ is the head of the church. What they also know is that there are expectations of their position, decisions that have to be made which are not clearly defined in Scripture, and that seminary didn’t train them to make.

Sometimes it seems I’ve given the same advice many times; either reminding myself or to another pastor. The more times I share the same concept, the more it becomes a short, paradigm shaping idea that summarizes the basic issue the leader is facing. What isn’t always clear is that I’ve learned these concepts mostly by living these concepts. I’ve made more mistakes in leadership than I’ve had success. That’s what this post is about. These are some warnings I’ve observed first hand in leadership positions I’ve held. I’m trying not to continue to live them and I’d love to help other leaders avoid them.

Here are 7 warnings for aspiring leaders:

• What you “settle for” becomes the culture.
• Mediocrity isn’t created. It’s accepted.
• Your actions determine their reactions.
• Don’t assume they agree because they haven’t said anything.
• You’ll never get there just “thinking about it”.
• If you’re the leader, they are likely waiting on you to lead or release the right to lead.
• What the team values becomes apparent by your actions, not your words, no matter how well spoken they might be.

What warnings would you share with aspiring leaders?

Read more from Ron here.

Tags: Leadership Development, Leadership Engine, Ron Edmondson, Staff

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Avoiding an Organizational Growth Cap at Your Church

by: Ron Edmondson

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When I consider companies like Apple, Facebook, Google and Amazon, the one constant I think of is change. Interestingly, after I typed that first sentence, I Googled “Most Innovative Companies” and found Fast’s list for 2012. How close do you think I got to their list? See for yourself HERE. But, don’t be impressed with my guesswork. You could have done the same thing, because it’s obvious to us that these companies are all about change.

Then I think of churches I know…some of the most growing, Kingdom-impacting churches I know are also the most innovative…the most open to continual change. I think of LifeChurch.tv, for example. Not only have they impacted many with their vision for multi-site/video venues, but they’ve also helped us discover or been a part of YouVersion and Open, a resource website for churches and ministries. I also think of Andy Stanley’s North Point and how their version of doing church and Andy’s preaching style has impacted so many others. Both LifeChurch and North Point appear to be a culture of change. From what I read about their culture, change is continually being introduced.

Let me be clear. I’m not advocating that either of the church models is the right one for every church. Neither are they the exact right model for the church I pastor. I am interested in church growth. I do like to see progress. I do want to avoid capping Kingdom growth.

I am suggesting that there may be something about growth we can learn from the two examples…business and church. My personal experience, and watching other organizations succeed, has led me to believe that there is something about continual change that produces continual growth.

In fact, I wonder if:

The level of growth an organization can experience may be determined by its level of tolerance or resistance to change.

I’m still processing that thought.

Read more from Ron here.

Tags: Change, Church Growth, Innovation, Ron Edmondson

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What Happens When Your Church Slows?

by: Ron Edmondson

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I was talking with a young pastor recently. He is battling the leadership of the church to make changes he feels he was called to the church to make, but because they have experienced some difficult years recently, they are resisting any efforts he makes. He’s questioning if he should give into them or push forward with more changes.

Of course, the way change is introduced is incredibly important, but after years of decline, change is certainly needed if they expect to see any new growth. As the saying goes, “More of the same will not produce change.”

It reminded me, however, of some common characteristics I have observed in organizations, whether the church or in business, when growth begins to slow or future progress appears to be in question. In uncertain times, probably because both the church and businesses involve people, each has a tendency to react similarly.

During times of difficulty, organizations:

• Resist taking risks
• Avoid change
• Cling to tradition
• Think inward
• Control everything
• Become selfish

Granted, I’ve been in both sides of the equation. I’ve been in the times of fast growth and the times of steady (even rapid) decline. I’ve even contributed to each of these reactions at one time or another. Unfortunately, I’ve never seen them work. They feel needed, even more comfortable for a time, but they fail to produce that for which they were intended.

In my experience, these are the exact opposite reactions that spur growth and progress.

Here is why I’m writing this post:

If you are in a time of decline, perhaps it’s time to think differently than your natural, even understandable emotions would lead you to act.

Perhaps you need to:

• Take new risks
• Embrace change
• Hold tradition loosely
• Think outward
• Empower others
• Become generous

To the church leader, I would say this: Walk by faith. Keep walking by faith. I know it is natural to react in fear and hold on to what you can easily understand when circumstances become difficult…I’ve been there…but if you want to grow again…you’ll have to walk by faith again.

Have you seen an organization react this way in times of decline?

Read more from Ron here.

Tags: Authentic Leadership, Ron Edmondson, Staff Leadership Roles

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Warning: If Your Brand is You

by: Ron Edmondson

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Here’s a principle you need to understand in leading a church, team or organization.

I see many church planters, pastors, and other leaders who build their organization closely around their own identity. They brand the church or the organization, very closely associated with their personality.

When you think of the church…you can’t help but think of them.

In fact, you may think of them even more than you do the church.

It has their flavor, their culture, their stamp. That happens naturally in leadership. It’s unavoidable to an extent. People like to follow a leader. People follow a person. But, these leaders seem to do so purposefully.

I’m not saying that’s wrong. It is certainly one option. I even encourage personal branding in this post. And it often works.

(Unless, of course, it’s done out of arrogance or in the case of the church it’s done at the exclusion of the real brand of a church…Jesus!)

But here is the warning…

If you brand something around you….

It will be harder to hand off should you ever or when you ever need to.

You can build a brand around your name, your personality, your particular flavor…

You can probably be successful at it…maybe even more successful at it.

The problem is that when you build around yourself…when you don’t give others a seat at the table of leadership…when you don’t let others share the “brand”…

…and then you leave.

What happens to the brand?

It often leaves with the one it was branded upon. Then others have to build a new brand.

Makes sense, right?

I’m not saying it’s impossible to brand around a person…lots of organizations have…some continue to be successful…it’s just more difficult. Take this blog for example. Who else wants the brand, right?

If you want the vision to last long after you are gone…

Build your brand around a vision that is bigger than you….known for more than just your name.

Read more from Ron here.

Tags: Attention, Brand, Leadership Development, Ron Edmondson

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The Value of a Long-Term Plan

by: Ron Edmondson

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I read a blog post recently that indicated the death of long-term planning was imminent. Their point was that we need to be so flexible in a fast changing world that we should no longer make 5, 10, or 20 year plans. Even a one year plan was diminished in importance for this writer.

I understand. I agree with the writer in principle.

In the age of short-term, instant everything, long-range planning gets a bad rap.

We want everything now. We want (and in most cases need) to remain flexible.

The adaptable plan…

The quick change plan…

I’m actually for it. I love the flexibility to alter our plans. I enjoy change. I like to remain adaptable.

I have a concern though.

My fear is if you don’t look further down the road, you’ll wake up surprised someday.

You’ll drift off course…

You’ll lose your way…

You’ll get distracted…

You don’t have to be rigid with your plan. I don’t even like the sound of that. You don’t have to legislate the methods of reaching the plan. That could keep you from embracing current trends. You don’t have to resist change because you have a plan. That seems counter-productive to me.

I just think you may still need a long-term plan.

Knowing where you want to end up is one key to long-term success. To me, that requires a longer term plan.

I know this:

You seldom hit a target you haven’t positioned in front of you.

Read more from Ron here.

Tags: Ron Edmondson, Strategy, Vision Frame

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7 Elements of a Strategy for a New Leadership Position

by: Ron Edmondson

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I am a month on the job in my new church. It’s been challenging and fun at the same time. I’ve met so many wonderful people, but there are more opportunities than time it seems. I believe this is going to be a great ministry assignment. Thank you God for the opportunity.

Several have asked what my strategy has been in the opening days. If you know me at all you know that I’m pretty strategic. I promised earlier on this blog to walk though this process publicly. I hope it helps others who are in or will be in times of transition. I’m happy for you to learn from my mistakes.

Here are 7 elements of my strategy for the beginning days:

Get to know key leaders – I am trying to get to know the staff and key Influencers in the church. I believe God uses the influence of others to build His church, so I want to know who I will be working with in the days to come. Think of it this way. If Moses was implementing the Jethro method, his primary energy would need to be communicating and investing in those leaders he enlisted to lead others. I’m using that approach. If I hope to make any substantial changes I’ll need these influencers support.

Let people get to know me – For an introvert it’s been exhausting, but I’ve been very visible in the early days. In fact, in my ministry I’m usually always very accessible, just as I am online. I have written before that I may not always be available but I can always be accessible. I want them to feel comfortable with me and trust my leadership, so I think they need to see me frequently, even more so in the beginning days of my pastorate.

Set my initial vision – People want to know where I am going with my leadership. I set an initial 7 part vision for the people. I really wanted 3 or 4 initial initiatives, but I landed on 7. They are all things I’m passionate about implementing. Some will gets started faster than others, but the church seems anxious to get behind all of them.

Identify quick wins – I’m looking for some things I can immediately impact and change for good. These are things I believe everyone can agree with, don’t require a lot of resources or long debates. There were a few minor paperwork nuisances that impacted staff were happy I changed, for example. I invested some energy in some areas of ministry that never received a lot of attention. Those areas are especially excited.

Do the unexpected – It seems like such a small deal, but I roam the balcony on Sunday morning. It takes a little more time, but it has proven to be a big deal. I talk to the person who will be changing my slides on the screen prior to the service. That’s been a surprise to them. They say it’s never happened before, but it’s proven to be a big deal. I’m roaming the halls of the offices during the day, walking into people’s offices, and allowing drop ins to my office when I’m available. All unexpected, but bringing very positive feedback.

Pace myself – I realize I’m only one person and although everyone wants some of my time right now and there are more ideas than we could ever accomplish, I know I will burnout if I don’t pace myself. That’s meant I am saying no to some things…really many things. It isn’t easy to say no to such eager people, for me or them, but I know it will prove best in the end if I’m able to last for the long run.

Move slowly on the biggies – Being honest, there are some big items I’d like to change now. I am wise enough, however, to know that some changes are too big to launch quickly. I could. I’m in a honeymoon period. I could probably “get away with them”, but the people don’t really know me yet. I may win a battle, but lose the war. (Not that there is a battle. Just using a cliche. Why do I even have to say that?)

Read more from Ron here.

Tags: Hiring, Ron Edmondson, Staff, Structure

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If You Have to Live by the Rules…

by: Ron Edmondson

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Write better rules…

That principle came to me recently in a personal illustration.

Cheryl and I love to travel, and we have done a lot of it together. Several years ago we realized that we were getting close to visiting all 50 states. Friends of ours had that as a goal of theirs, so we adopted it. Again, our goal was simple: visit all 50 states together. Since then we’ve planned many of our vacations around trying to get to all 50 states. At present count we are missing 9 states.

Cheryl needs a plan, so we needed some criteria in her mind for the visits. So we developed the “rules” for a state to be considered “visited”. There were only two rules:

• We had to be in the state together.
• We had to spend the night there.

Pretty simple, right?

Recently we were on vacation attempting to cover a few more states. Our plan would allow us to mark four states off our list. As we started planning, however, we realized we could mark five states off our list, if only we didn’t have to “spend the night there”. Our own rule got in the way. As anxious as we are to mark off all 50 states, especially since we are so close, we still had a rule to follow.

Then the thought occurred to me. They were our rules. We could change them if we want to. We could say we had to eat a meal there. Or we could say we had to spend 6 hours there. But, the point I’m making:

We could change the rules and still not alter our original goal…to visit together all 50 states.

It was a huge relief. Cheryl agreed. We added the fifth state to our list. As it turned out, we were able to spend the night there, but not out of the pressure to obey a rule, but because we wanted to.

Now that’s a silly example, but it illustrates a much bigger problem we face in many churches and organizations.

Sometimes we confuse our rules for our goals.

Rules aren’t goals. Goals aren’t rules.

Rules are meant to help us attain goals, not keep us from them. We need rules. They guide our way to progress.

As much as rules are a part of the process…

Why live by rules that keep us from accomplishing our goals?

Many times we limit ourselves to doing things strictly according to rules we’ve set for ourselves, or others have set for us, but they actually hinder progress. Instead, we don’t need to change our end goal. We don’t need to lower our standards. Many times we really just need to write better rules.

Read more from Ron here.

Tags: Goals, Leadership Engine, Ron Edmondson, Rules

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