One of the highlights of my year is the 2 days I spend in Atlanta with a group of leaders from our church at the Catalyst Conference. It's fun, creative, though provoking and incredibly challenging, and I know that as a leader who loves to learn and wrestle with new ideas, few things compare to it for me personally. This was my fifth year at Catalyst and I will continue to go as long as I can hitch a ride to Atlanta.
I'm sure not everyone feels the same way about Catalyst. I can even say I understand why some people might not like it. That's not a problem for me, just like I hope it's not a problem for you that I like it. We all learn and get refreshed in different places and times and Catalyst does it for me. The 'what' and 'where' aren't nearly as important as the fact that it happens. Even Jesus had places and times that he would get away to quiet places that gave God an opportunity to stir inside of him, and when he would come back it was on!
As has been the case the last few years, God met me in a very real and spoke to me in such a way that even I wouldn't be able to miss it. Two years ago, someone gave me a passage to think about before going to Catalyst. That scripture was directly referenced in three separate sessions. Last year I was dealing with some pretty challenging things and the message was clear - God is there, don't give up, better things are ahead if I hold on. This year I came with a few prominent themes already on my mind - mentoring, discipline, and solitude. Then all day Thursday and Friday I heard different pastors and leaders share about three things - mentoring, discipline, and solitude.
So for the next couple of weeks or so I'm going to be sharing some thoughts on these three ideas and reflect on some of the more meaningful things I heard last week. You can still expect to see posts regularly on Wednesdays and Fridays, but don't be surprised if you see a few more scattered in there as well. Just like with Catalyst or any other conference, retreat, book, podcast, or whatever you keep going back to, I hope you like it; but if you don't that's ok. There's lots of good stuff out there. Find what speaks to you, what inspires you, and keep going back.
What is your "Catalyst?"
Wednesday, October 12, 2011
Friday, September 30, 2011
You're so Edgy!
I literally just left a discussion about what "Edgy" means. So these thoughts are fresh and unfiltered. Should be fun. AND, to be honest, I'm really interested in hearing what others have to say about it.
What is Edgy? Like love, poetry, and sleet, we tend to recognize it when we see it but have a hard time describing it well. Which makes me wonder - doesn't that mean Edge is all about WHO is doing the perceiving rather than WHAT is being perceived? Initially, this sounds like terrible news to rock stars, skinny jean wearing worship leaders, and 45% high school students across America (not counting the 45% who are copying the real Edgies) who have carefully tried to market themselves as more Edgy than the rest. But as I think about it now, this is actually better for everyone.
If those paying attention to you (those whom you have influence with) are the ones determining where you fall on the Edge scale, all you need to do to maintain that perception is to figure out how to stay 2-3 steps ahead of what is otherwise considered normal. What I'm saying is, if you're a 35 year old leader who is responsible for a primarily 40 year old audience, you probably don't need a tattoo on your neck. But if that same 35 year old is a teacher or a youth pastor, you probably need to pierce an eyelid or drive a motorcycle to achieve ful edginess (because motorcycles never stop being cool and Edgy).
Most people want Edge. The good news (I think) is that you no longer have to figure out what that means. Before you cut your hair like that or decorate your home office with modern art, learn from your audience where the line is between Edge and Punk. It won't take nearly as long as you think to figure it out. Ask them what the last song they downloaded was (if they respond by telling you what CD they just bought, you might respond by telling them how glad you were that Ross and Rachel wound up together). Ask where they bought the shirt they are wearing. These simple types of questions will let you know how much Edge they are ready for. Never forget, most people will follow what they perceive to be an Edgy leader because they can see that you aren't content to just accept what the majority hassettled into. But if you go too far they won't see you as Edgy. They'll see you as unstable.
How do you define Edge? And how does it work for or against you?
What is Edgy? Like love, poetry, and sleet, we tend to recognize it when we see it but have a hard time describing it well. Which makes me wonder - doesn't that mean Edge is all about WHO is doing the perceiving rather than WHAT is being perceived? Initially, this sounds like terrible news to rock stars, skinny jean wearing worship leaders, and 45% high school students across America (not counting the 45% who are copying the real Edgies) who have carefully tried to market themselves as more Edgy than the rest. But as I think about it now, this is actually better for everyone.
If those paying attention to you (those whom you have influence with) are the ones determining where you fall on the Edge scale, all you need to do to maintain that perception is to figure out how to stay 2-3 steps ahead of what is otherwise considered normal. What I'm saying is, if you're a 35 year old leader who is responsible for a primarily 40 year old audience, you probably don't need a tattoo on your neck. But if that same 35 year old is a teacher or a youth pastor, you probably need to pierce an eyelid or drive a motorcycle to achieve ful edginess (because motorcycles never stop being cool and Edgy).
Most people want Edge. The good news (I think) is that you no longer have to figure out what that means. Before you cut your hair like that or decorate your home office with modern art, learn from your audience where the line is between Edge and Punk. It won't take nearly as long as you think to figure it out. Ask them what the last song they downloaded was (if they respond by telling you what CD they just bought, you might respond by telling them how glad you were that Ross and Rachel wound up together). Ask where they bought the shirt they are wearing. These simple types of questions will let you know how much Edge they are ready for. Never forget, most people will follow what they perceive to be an Edgy leader because they can see that you aren't content to just accept what the majority hassettled into. But if you go too far they won't see you as Edgy. They'll see you as unstable.
How do you define Edge? And how does it work for or against you?
Wednesday, September 28, 2011
Think like me
Good leaders have vision and an idea of how that vision should play out. Despite that wonderful combination, people don't always choose to follow. There are TONS of reasons for this but one specifically has been impressed on me in numerous conversations lately. Because good leaders are thinkers who take action, they tend to not only think their way of getting from Point A to Point B is the best way, it's the only way. And often they are exactly right. So why is this a problem?
The problem is that we are not the only ones trying to move to Point B. There are teams, staff, volunteers, family members, etc who we are asking to go with us, and chances are most of them don't think the same way you do, thus they won't act in quite the same way as you. If we expect those around us to go with us, we have to try to understand their perspective and the way that they tend to think. Chances are, they won't have any trouble trusting you when you say Point B is a better place to be than Point A. But the reason they think that and their responses to it will vary greatly. In order to save yourself from headaches, turnover, and/or lonlieness at Point B, you have to put in the effort to get where people are coming from.
This isn't the fastest way. It takes time learn people and to figure out how to lead them well. But cut chances are, they didn't put you in the position you're in so that you would drag them anywhere. They want to want to follow you. The question is, are you willing to do what it takes to let them choose?
What have you done to learn how those around you think?
The problem is that we are not the only ones trying to move to Point B. There are teams, staff, volunteers, family members, etc who we are asking to go with us, and chances are most of them don't think the same way you do, thus they won't act in quite the same way as you. If we expect those around us to go with us, we have to try to understand their perspective and the way that they tend to think. Chances are, they won't have any trouble trusting you when you say Point B is a better place to be than Point A. But the reason they think that and their responses to it will vary greatly. In order to save yourself from headaches, turnover, and/or lonlieness at Point B, you have to put in the effort to get where people are coming from.
This isn't the fastest way. It takes time learn people and to figure out how to lead them well. But cut chances are, they didn't put you in the position you're in so that you would drag them anywhere. They want to want to follow you. The question is, are you willing to do what it takes to let them choose?
What have you done to learn how those around you think?
Saturday, September 24, 2011
We're back...on with the DudeFest Open!
The blog is back, with an ode to an aaual tradition. Please join the conversation. Share your thoughts after the video.
What do you need to name so that it doesn't get crowded out and brings more focus?
What do you need to name so that it doesn't get crowded out and brings more focus?
Tuesday, April 5, 2011
Hiatus over...almost
After a "forced hiatus" (confession, I just got around to watching '30 Rock' from a couple of weeks ago), the blog is back. Starting tomorrow. After a crazy week leading up to Leader Lab - which was awesome! - and then being in SoCal last week for a workshop and vacation, I had to put this thing on ice for a couple of weeks, but that ends Wednesday. So please check back in tomorrow and let's see what happens!
In the meanitime, what's on your mind today?
In the meanitime, what's on your mind today?
Wednesday, March 23, 2011
Generational Tension - Me vs Technology
Alas, technology wins again and so today's video post is not to be. But still plan on coming to Leader Lab tonight at 7:00 pm in the Well at CCCN. If you are reading this you are invited and so are the people you talk to today - leaders, interns, possible future leaders. Child care is provided if that helps.
I'm really excited about digging into this topic tonight with some great leaders. Hope to see you there!
I'm really excited about digging into this topic tonight with some great leaders. Hope to see you there!
Tuesday, March 22, 2011
Generational Tension
This week as we prepare for the first ever Leader Lab at Christian Community Church, we're going to talk about "Generational Tension" in leadership, within the church and beyond. Show up to the Leader Lab Wednesday Night at 7:00 to hear all about it and engage in the discussion.
This tension between people of different generations is not new. It's as old as the words "fogey" and "whippersnapper." However, as with many issues, it seems to increase at times and, of course, it decreases as well. Something about the time we are in right now makes me feel like this is a time where the tension is a bit heightened. Fortunately, I think this can be a good thing if we can understand why and how we can learn to deal with it.
Tomorrow night at Leader Lab, and right here the rest of this week, we'll talk about it. This will include the first video blog, with a special Wednesday post tomorrow.
To get the ball rolling, specifically in regards to leadership, let's start the discussion.
How do you see generational tension manifesting itself where you work? In church leadership?
This tension between people of different generations is not new. It's as old as the words "fogey" and "whippersnapper." However, as with many issues, it seems to increase at times and, of course, it decreases as well. Something about the time we are in right now makes me feel like this is a time where the tension is a bit heightened. Fortunately, I think this can be a good thing if we can understand why and how we can learn to deal with it.
Tomorrow night at Leader Lab, and right here the rest of this week, we'll talk about it. This will include the first video blog, with a special Wednesday post tomorrow.
To get the ball rolling, specifically in regards to leadership, let's start the discussion.
How do you see generational tension manifesting itself where you work? In church leadership?
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