My Favorite Sport

Yesterday we found a little "Happy Father's Day" booklet in Taylor's room. He's our 8-year old and evidently made this gift for me at the end of the school year and was supposed to give it to me–but forgot.

It was cute. Had nice drawings on every page with his view of me. My dad's favorite food…banana pudding. My father is good at…building stuff. I love it when my father…throws me on the couch.

Stuff like that.

Then I turned to the last page and found this…

I knew I wasn't athletic–and I guess my 8-year old also knows that. He thinks when I'm sitting at my desk in front of my computer and paying bills…that is my favorite sport.

By the way, do I really look like an alien from the back? 

Six Months Later

Six months ago today we announced the elimination of 7 full-time positions and additional cuts in hours. The weeks just before and after that day were among the most difficult for our team that I can ever recall, and definitely the most painful leadership moments for me.

Some random thoughts going through my mind as I reflect back…

1. Nearly every day in these 6 months I’ve thought about the 7 who lost their jobs. I pray for them constantly.
2. Our employment advisor said on that day, “You can provide an environment for healing, but you can’t be the healers.” That was hard to hear, but she was right. In this case, the one who caused the pain can’t also be the one to heal the pain.
3. Laying off people is messy. There is no easy way to tell someone they no longer have a job. I hated those conversations. I hope we never have to face that again.
4. I regret that I lost the friendship of a someone who meant a great deal to me. I have no idea how it could have been avoided, but it saddens me greatly.
5. I believe the transition for a few individuals took the lid off their capacity and potential. For example, Albert Martin now serves at Church By the Glades in Florida and Adam Tarwacki is the Creative Director at St. Mark’s Church in North Carolina.
6. People (from afar) have suggested, “I’m sure it was hard, but you probably got rid of some dead weight.” Uh, no. We didn’t get rid of any dead weight. The time to get rid of dead weight is when you notice it’s dead…you don’t wait for layoffs. The people we lost were great people who were contributing significantly to the mission.
7. We haven’t replaced any of the lost positions, nor hired anyone else into new positions. So I also think and pray every day for our remaining staff who continue to dig in and do more to make up the difference. For example, there are several staff members who give up a few hours a week to answer the phones since we no longer staff a receptionist.
8. It was right and honorable that the church covered full pay and insurance for the displaced for months following their departure. It was difficult financially–but I don’t regret it a bit.

There are days that I miss each one who is gone. I miss Adam‘s incurable optimism. He was even smiling the day I had to tell him I didn’t have a job for him any longer. I miss Deb and her long-held love for the church, and the way she could gently tell me that my receipts were missing. I miss getting killed by Albert on Call of Duty and his quiet yet effective leadership.

I miss Shelley‘s can-do attitude and willingness to tackle any new project. I miss Lindsay‘s contagious laugh, killer smile and her can’t-be-beat guest relations personality. I miss Wendy‘s pleasant “hello” each day as I passed her cleaning windows or setting up chairs. And, I miss Dottie–the “voice of GCC”–and her amazing ability to stay up even when life had her down.

The Tension Between Artists and Leaders

“He just doesn’t get it!” Pastor Calvin Gentry exclaimed as I left his office.

I’d just wrapped up an hour-long conversation with Calvin about his worship leader, Jeff. I hadn’t intended on doing a counseling session during my visit to Northside Church—I was just passing through town. But following the Sunday service as I was talking with both Calvin and Jeff in the offices, the tension was so thick you could cut it with a knife. I knew I needed to stay for a couple days.

I had long-standing relationships with both Calvin and Jeff for many years; Calvin and I went to school together, and Jeff was an intern with me about ten years prior. So I’d kept up with both of them, and when Calvin was looking for an arts leader two years ago…I had no hesitation in recommending Jeff without reservation.

Now I wasn’t sure. I’d spent the prior evening with Jeff and heard him unload a truck-full of complaints and frustration about working under Pastor Gentry. I’ll have to admit that some of the stuff he said made me think the problem might be with Calvin.

But now that I’d spent some time with Calvin, I could see things from a different perspective. In fact, the whole conflict existed because each one was only seeing through their eyes. They were speaking, reacting, interpreting—and then over-reacting because of their wiring. Calvin had no idea how to work with creatives, and Jeff was at a loss as how to work under a “charge-up-the-hill” type of leader.

After more than two decades in ministry, I’ve seen this scenario repeated over and over. The names change. The locations are different. But the bottom-line remains: There is a dynamic tension between those wired as artists and those wired as leaders .

I felt this as a teenager singing and playing instruments and running the audio console at my high school. I experienced this as a leader of a team of artists, singing and presenting media productions across the country during the late 80’s. I saw this in the early 90’s as I was responsible for annually recruiting scores of both leaders and artists for a parachurch organization. I’ve witnessed it as I’ve consulted with hundreds of church leaders in recent years. And I’ve been in the middle of it over the past fourteen years in a local church, working through the ups and downs of leadership and ministry, hiring and firing, and designing weekend experiences with a team of leaders and artists.

It’s just a fact: The tension exists. You can wish it wasn’t there. You can hope it will go away. But the tension is real. And the tension must be managed. If it isn’t, it will drive a wedge in your ministry and will cause many teams to divide. Or worse yet, you will just put up with each other and begin to exist…

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What you just read was the introduction to an article I wrote for Neue Quarterly earlier this year. Read the entire article here.

After you do, come back and tell me your experience as an artist working with a senior leader…or vice versa.

Coaching: 12 Leaders for 6 Months

I've never done this before and I couldn't be more excited. This fall, I'm going to begin meeting with 12 select church leaders for a coaching experience that will conclude in May. I'm designing it specifically for Executive Pastors (or leaders in a similar role) who want to take their leadership to the next level. I'm not quite sure how to describe it, but here is my best attempt…

• It will be personal. Highly practical. Intensive. Relational. Collaborative.
• Think less conference or workshop–and more hands-on graduate study program.
• We will drill down on building teams, hiring and firing, developing a healthy staff culture, leading change, budget and money issues, communication strategies and more.

It's not going to be cheap or easy. It will involve an investment of money and a commitment to travel (Granger isn't "on the way" to anywhere). But for those who join me–I promise it will be an experience that will enhance your ministry and take you to the next level of personal leadership.

If you are interested, there is good news: This the first day I'm talking about it publicly. But– last week in informal conversation with some friends, the first 3 slots were taken. So only 9 left. (UPDATE 8/13 – sold out in less than a week. Added a 2nd network–2 slots left in that one).

I'm really praying that God will put together an amazing group and can't wait to see what happens!

Download EP Coaching Summary

Not an Executive Pastor but interested in this type of learning? Check out the Church Communications Strategy coaching network, led by Kem Meyer, happening at the same time.

Culture Builder #4: Intentional Fun

A friend told me recently he overheard a co-worker saying, "Just because we work together doesn't mean I have to like you." Really? How can we be pulling together, working for the same vision, attempting to achieve the same goals–if we are only tolerating each others' presence? And do we think the people we serve are automatons and won't pick up on the tension?

A senior pastor once told me that his attitude about his staff was, "I don't want to be your friend. Just get your d*** job done." And he couldn't figure out why he had a high turnover rate.

It isn't just a job. It's not just about fulfilling a responsibility. It is also about doing life together. It is about having fun, working through conflict, accomplishing ministry, and yes–being highly effective in our jobs.

At Granger, we value chemistry and affinity as high (if not higher) than education, skills, experience and passion. And that is why we intentionally plan time to have fun. In the old days when our staff was much smaller, we would all hop on the shuttle bus and go to a movie, or out to eat, or miniature golfing. These days, much of that happens in a decentralized fashion.

For example, our communications team recently headed to a nearby town for an IMAX movie, our children's team experienced a high ropes course together, and the arts staff gathered for a family pool party and cook-out.

The affinity doesn't grow on its' own. It must be nurtured with intentionality. It is worth an investment of  time and money on "fun" to build a culture where your staff is energized and committed to each other for the long-term.

Previous Culture Builders: 1) Continually share stories, 2) Always believe the best, 3) Let leaders lead.

Culture Builder #3: Let Your Leaders Lead

We call it the "Loose/Tight Principle." That is, you have to decide as leaders what you are going to hold on to loosely, and what you are going to hold on to tightly.

For example, you likely want to hold on to your mission tightly. It's not up for debate. We have defined the mission, communicated it over and over in many ways, and it gives clarity to our direction. We have some major values and beliefs that are also in the "tight" category.

But there is so much that is in the "loose" category. We bring great leaders on the team and then free them up to lead. They make decisions, spend money, set direction, develop ministries–all without a huge approval process or a bunch of hoops to jump through to get permission.

Problems emerge in many organizations like this…

• Bad hiring decisions are made.
• So senior leaders jump in and start running things.
• Then the organization starts to get bottle-necked and people get frustrated.
• So potential high-capacity leaders don't want to participate.
• And the senior leader is too busy running things to properly interview potential leaders.
• So more bad hiring decisions are made.

And the cycle continues.

If you want to develop a healthy culture–decide the non-negotiables, then get out of the way and watch great people do great things!

Previous Culture Builders: Continually share stories and always believe the best.

Worship – My Way? Your Way? God’s Way?

We've been having an interesting discussion going for a couple weeks. I suggested that a certain artistic element in a service brought me to a place of worship. Others weren't so sure.

Some were quick to point out what worship is not. Yet they wouldn't tell me what it is.

I was told by some commenters that only God defines worship. Yet they also told me that my experience with worship wasn't right, it wasn't really worship. And yet God defines it?

One person said that worship isn't about music or lyrics. God must be worshipped in Spirit. And yet for some reason my admission that I was taken to a place of worship (spirit) wasn't valid in his eyes.

And one individual chose to quote Humpty Dumpty. Not sure what I'm supposed to do with that.

The truth is, much of what these commenters say is true, but I wonder if they may have filters on that blind them from their own traditionalism and church baggage. I know sometimes I do.

Worship is a personal thing. You can't look at someone in a worship service who is singing praise songs and lifting their hands and know for sure that they are worshiping. It is a heart issue. They might be thinking about a recipe for lasagna.

You also can't look at someone who stays seated in a worship service (while everyone else is standing), arms folded, staring straight ahead, not participating…and know that they are not worshiping.

A few years back I was with a friend in Vienna and we walked into St. Stephen's Cathedral. His eyes instantly filled with tears as the majesty and history of the building brought him to a place of awe about the majesty of God. I stood there thinking about the architecture and construction process. For my friend, it was worship. For me, it was not.

For some, spending time in nature makes them aware of the awesomeness of their God. For others, standing at the base of a skyscraper in New York City does the same thing. For many, a church service filled with praise songs about God will usher them into the presence of God. For me, that rarely does it. But the excellence of a musician playing their instrument without words–it makes me so aware of the amazing splendor of our Creator God.

What is it for you? When are you most aware of God and all that He is?

Culture Builder #2: Always Believe the Best

Yesterday I started a series about building a healthy staff culture. First thought? Continually share stories through your organization from top to bottom.

Today I want to suggest that to have a healthy culture in your organization or business, you must believe the best about the others on your team. This is less about what you do and more about what you believe. It is less about strategy–and more about a discipline of your mind.

• When people come at your team, always believe the best.
• When you receive an anonymous accusation about someone, throw it away. Why? Because  you choose to always believe the best.
• When you hear one side of the story and there is every reason to believe that your staff members motives or intentions or actions were wrong…wait. Don't react. Get the rest of the story. Believe the best.
• When there are two opposing sides and it isn't clear what is true and what is false–always side with your team. Make the mental choice to believe the best in those who are standing by you and with you.

This isn't natural. It is easier to assume the worst. It's always easier to believe the gossip and fall prey to the slander. Sometimes it takes discipline and integrity to go against popular opinion. But your team will give their best, be at their best and perform their best when they believe you have their back.

I'm a pretty secure leader. But nothing takes the wind out of my sails more quickly than when I feel like I'm not trusted by my leader. If I know he loves me, trusts me, and has my back–then I can be the best at what God has wired me to do. That is true of most of us. Your team deserves your trust.

This doesn't mean you shouldn't deal with incompetence, bad attitudes, misaligned leaders or the sinful choices of others. It also doesn't mean you should keep your head in the sand and not notice or deal with the obvious signs of trouble in the ranks. But those will be isolated situations. With most of your team, they need your undying loyalty and trust.

Whether they are below you, above you or next to you in position–your team will soar if they know you have their back.

Culture Builder #1: Stories, Spotlights & Stuff

As promised, this week I'm running a series of posts on building a healthy staff culture.

For several years we have had a weekly ritual with our staff that has been HUGE toward keeping us focused in the same direction. Our entire team meets together every Wednesday and we spend an hour together doing three things…Stories, Spotlights and other Stuff.

Stories — we spend the first 15-20 minutes of every gathering sharing stories. We begin the conversation by saying, "Where have you seen God at work in and through the church in the past 7 days?" And then it is an open floor. We hear about changed lives in student ministry, small groups and  children's ministry. We find out about the person in Canada who wrote in after watching an online service. We hear about the experience of people who attended for the first time, and the baptism of another who has been away from church for decades.

Spotlight – Then we spend time putting one individual in the spotlight. With no warning ahead of time, we ask someone to sit up front and field questions from the rest of the team. We find out about their childhood, likes and dislikes, spiritual journey, spouse, hobbies and history. Then we stop the questions and say, "Now let's tell [Jill] why we are so glad to have her on the team." And one after another we tell her how her life adds joy and meaning to the rest of us.

Stuff – The final segment in our meeting is often for sharing inside information. It adds value to the team when they know stuff ahead of time. Sometimes we are talking about stuff that is coming, sometimes it is merely stuff we are thinking about and haven't decided.

These weekly gatherings keep everyone on the team energized and focused. We realize, "It's not just about me or my department, I'm part of something bigger!" Even if we are having a tough week–for a few minutes we are pulled above that and realize again why it matters.

Creating a Positive Staff Culture

A few nights ago I was sitting at dinner with LV from Catalyst, and he brought up a topic that made me think. He didn't know much about Granger, so prior to his visit he asked some ministry friends what made our ministry unique. The answer he received: "The leadership culture at Granger is one of the healthiest I've seen anywhere."

I was intrigued by that answer. And then a little baffled by LV's follow-up question: "What do you guys do to keep the culture so healthy?" It is sometimes difficult to self-analyze when you are in the middle of it all. Kem and I gave it a quick answer in the video below…but I also decided to do a series of blog posts on the topic. Watch for that next week.