Decisions Decisions

Making big, hard and difficult decisions is a fundamental part to leadership and is essential if organisations are to realise their visions. It is the same situation in the hope and vision of a church. Decisions have to be made that will impact the values and culture of God’s people to move them on from A to B. As a leader the buck can’t be passed or not taken up. It must be tackled if there is to be a new future. I can express my own experience in making such decision has been both liberating and painful and deeply significant in the life of the churches I have been a part of. You (personally and corporately) will only change, see growth and flourish if those big decisions are made and made well.

While I was chatting to a friend about his situation and the decisions he had had to make in his first year as the leader it occurred to me that you never/rarely see the impact of the big decisions until much later. I would guess that the bigger the decisions the longer you have to wait t full grasp what a difference it has made to you as a person and to the people you are leading. It is easy to get frustrated, even demoralised in the time after a big call but I have learnt that God has a way of just reminding you at the right time that you did the right thing. This is not to say that you should not reflect back on as to how you did it and want to learn from it but as a leader our role is to make the calls everyone else wants you to make (whether they will like the outcome or not).

As leaders we have to make decisions that affect people. My prayer is that we have enough faith to make the right ones and patience to see them come to fruition.

Matt

All together now.

"We are one of them. The staff at the club have got to keep pushing the squad as hard as they can. We have got to push them, pull them, carry them, drive them on - and we have got to do it together." http://www.bbc.co.uk/blogs/paulfletcher/

This quote comes from Southampton manager Nigel Atkins after our sides demolition of Birmingham City which moved us up to top spot in the Championship. Being a loyal and long standing Saints fan I am thrilled with our start to the season and delighted that my club is in a better place than it as a few years back. A lot of that has to do with the new owners but also to Nigel Atkins. Despite my reservations of getting rid of Alan Pardew, Nigel Atikins was the best replacement. In his quote above I think we can see why.

First and foremost, he understands that the modern football club must be focused on the primary objective; is the team winning football matches. This is why teams like Man Utd, Baraclona, Ajax have been so successful. Whether we like it or not (I don't) this is also what the investment has gone in too at Man City (training ground, additional club staff, and top footballers). To win football matches, titles, cups and glory. To be the best team in the world, you don't just need the players but an environment that they footballers can flourish in.

My observation of the church is that we all need to know that we can only be effective and successful if we, as one, work together for the glory of God. This is our primary focus and should always be. If we forget this or take our eyes off the goal we may end up like Leeds, Sheffield Utd or Southampton (2 years ago). More on this in the next few blogs.

We need to work, pray, live and hope as one. United in our primary focus.

Matt

but I don't have any friends.........

Don't worry, I don't want you to feel sorry for me. I do have friends and some good ones at that. I have been challenged once again to reflect on my personal sharing of my faith with others, especially those that don't have a faith. One of the dangers of being involved in church leadership at any level is that you can be isolated from those that don't know God and quickly be immersed in a church culture surrounded by Christians. When challenged to invite their friends to church, an event, Alpha course or such like, I  have heard many Christians say the words "but I don't have any friends."

Over the next few Sundays at Aspley I am going to be looking at this very issue. How do we share our faith with others? Maybe the question should be: "Who do I share my faith with?" The main excuse that church leaders use to neglect their responsibility in person evangelism is time. It is easy to use our role as a way of not engaging in evangelism. It is easy to lead and challenge others to do it but it is not always being backed up by our own actions. There are many factors that influence our lack of engaging in evangelism (time, work, family, scared, not feeling gifted) yet these should not become excuses. I have been really conscious of the way I use my time so to be able to engage with evangelism but it is still a struggle. I still find it hard to create regular and meaning time with people that don't know Jesus so that they may see him in me and for me to be able to speak about him  openly.

What I have learnt is that evangelism isn't hard but making it part of my normal everyday life is.

Matt

Busy Busy Busy

I was with a bunch of church leaders today and was presented with the classic first question: "Are you busy!" Maybe in the past I would have responded with a yes or tried to ignore or deflect the question but this time I went for the brave answer. I said "no, busy is over-rated." I was met with a shy laugh and then silence. I have a few frustrations I need to share:

• Why is it that people assume that busy means we are doing the right things? We get caught up in a world that says the more we do the better and more valuable we are. Just because we are busy doesn't always mean we are getting things done and done well. I have been quilty in the past of doing lots of stuff but doing few of them really well. I want to do less but do them better.
• Why do we value busy people more than those that consitently and quietly go about their work at a healthy pace? Maybe it boils down to the fact we are jeleous of those who have slower paced, calmer and more blended lives. For many of us we have many presures that compound this issue that are out of our control but there are many things that are.
• Why can't we ask better questions about each other? At no point did anyone ask how my marraige was, how being a father is going or if I need any prayers! I have to be honest and say that I didn't ask them any of these questions. I should have and will try to next time.

Of course the danger of being less busy is we slip into a place of comfort or even worse, an attitude of complacency. This will be just as damaging as being too busy. But we are only doing ourselves a dis-service if we don't get thie sorted.

Matt

Leaders and Managers

I heard that Roy Keane was being approached to manage the Qatar national team. Roy Keane's first management job was getting Sunderland up and doing well with them, then to Ipswich where things didn't go well and now a lowly nation team. He has not had the best reports for his man management skills and ruled by fear rather than respect. Yet there is no doubting his unrivaled leadership qualities displayed during his years at Forest and Utd. You would not only want to follow him out of the tunnel but feel confident he would lead by example on the field.

I begun to wonder if good leaders make good managers? Is there a difference between the two?

A friend of mine commented on this question on Facebook. He said; "To be a good manager you must lead by example so id say yes...thinking of becoming a manager then???" (Chris Smith). Yet, I wonder how many other great footballing leaders have made bad/not great managers. Shearer, Bruce, Ince and Souness to name a few? All great leaders but not great managers (in my opinion). So what is missing, what do they lack. Not leadership, passion or respect but the ability to manage people and expectations, whilst at the same time trying to lead by example. It is my observation that these people got so far on there past reputation as leaders but were not cut out to manage.

Here is how the Guardian commented on Keane and his hero, Clough.

Brian Clough has long been his (Roy Keane's) hero but he needs to remember his mentor could be warm and human as well as angry and authoritarian. http://www.guardian.co.uk/football/blog/2011/jan/07/roy-keane-irish-mourinho-ipswich-town


To be a great leader you need the mind of a manager, the heart of a leader and the ability to use them at the right time and in the right way. Easy!


Matt

Character

This quote is taken from Phil McNulty's article on the BBC website regarding the reinstatement of John Terry as England Captain:

Terry is a natural leader and still remains a serviceable, if more vulnerable, England defender, so Capello's desire to employ him in an influential role is understandable.
http://www.bbc.co.uk/blogs/philmcnulty/2011/03/capello_wrong_to_reinstate_ter.html

I love my football and admire what they can do with a ball at their feet (hands if they are Goal Keepers) but can't help think that they have been elevated or elevated themselves to a place that is out of step with the reality most of us live in. Phil McNulty's comments that Capello's decision to reinstate him as England Captain is because he is a good defender and a leader. I agree he is still good enough at the centre of England defense but not an appropriate leader for such a role. His conduct and attitude, from what we know, doesn't seem to warrant such honour as leading out the England team. He may get the job done and done well but to be a great leader you must also display your leadership in all aspects of your character. I have nothing against Terry and have a degree of sympathy for him regarding the media frenzy that sounds players like him. Yet in contrast, look at the example of Ryan Giggs who has conducted himself with a great deal of maturity even from a young age. Who would you follow? Who is the best leader?

Leadership demands that we are examples to others in all aspects of our lives. We will make mistakes but we must learn from them and develop the character that can admit mistakes, learn from them and be better because of it. I have made mistakes, made wrong decisions and maybe dealt with issues wrongly during my leadership but I am learning all the time that they only serve as a base for growth. I don't claim to be better than John Terry, I am only seeking to be better than I am currently as a person in leadership. It is tough being in the public eye constantly and that is why our character has to be challenged and developed constantly.

We maybe good at leading but is our conduct good enough when doing so?

Matt

Open book

One of the great tensions as a leader is how much you give of your true self to the cause, how much you are yourself in public and how much you keep well hidden.

It is easy for a leader to reveal a fraction of themselves and be themselves to those they lead. A good example of this was when Gordon Brown, on his departure speech from office, revealed more about himself than in his entire premiership. As he spoke the words " I know go to do the most important job of all as a husband and as a father." Part of me was encouraged at his acknowledgement of the importance of family but was annoyed that it took a general election defeat to see that element of his character. I wonder what difference it would have made to his reign had he said that as he became the PM.

There is a need in leadership to be real, honest and as open as possible. This is difficult in many circumstance where there is a need for confidentiality for legal or personal reasons. However, I am always drawn to those leaders I know more about, regardless of what I know about them. In my experience, people will not like you any less if they know the truth about you. Being an open book does not mean you tell everyone everything but you are willing to be yourself in all situations and honest enough to admit your failings and flaws.

Over the years I have found this difficult and frustrating within the Salvation Army, whether as a member of the congregation or in a position of leadership. Trying to be yourself in an organisation that expects certain things creates a predicament that I have pondered about a lot. How can I be myself as well as fulfill the expectations as a Salvation Army Officer (minister) which sometimes I may have different views about? Yet

At the heart of a good leader should be a willingness to be open and honest in all situations. God created us as he desired, why would we want to hide who we are from him or anyone else?

Matt

Leading

Last week the Salvation Army (SA) elected a new General (World Leader). Linda Bond will take up her appointment on the 2nd April 2011, following Shaw Clifton who retires on the 1st April 2011. I must admit that I was intrigued by the process more than the outcome. The body that makes the decision (The High Council) is made up of leaders of a certain position within the SA world. In theory any SA Officer (minister) can become the General of the SA but must be nominated by at least 3 members of the HC. This has never happened. See following link for more details: http://www2.salvationarmy.org.uk/uki/www_uki.nsf/vw-search/0DA2C1DB392DE343802570EB0057542A?opendocument

It got me thinking about the process of leadership and how we raise new leaders within the SA at all levels. Does our position/appointment mean we are good leaders? Are the best leaders in the best places?

Of course, I have little say on the big issues regarding the Generals election process but I do have a opportunity to ensure that we are a movement that keeps raising leaders at local church level. In my experience, this is where leaders are born and should be develop and grown. The reality is if local leaders are not present, nothings grows. I am convinced that the local church should be like a chemistry lab where people are involved in experiments. It will mean that some work out well, some will make a mess, some discovering little, some discovering lots and some changing the way we think. This will allow people the freedom and opportunity to experiment in leadership and ultimately learn how to lead better.

I must add that being a leader doesn't mean having an official role or responsibility but the gift and ability to lead others in faith and vision. God doesn't have a standard mould that he uses to make leaders but he certainly can mould people in to leaders.

My hope is that as an Officer people look to me as a leader not because of my rank, status, or even experience but because I lead with integrity, honesty and a desire to release others to lead. If I get this wrong it will time for me to step aside!

Matt

Weak and irrelevant leaders wanted!

"I am deeply convinced that the Christian leader of the future is called to be completely irrelevant and to stand in this world with nothing to offer but his or her own vulnerable self." (In the name of Jesus by Henri J.M Nouwen,1987:17)

Having read this in light of being commissioned as an Officer (minister) in the Salvation Army, i was challenged by what it meant and more importantly, what it looked like. We are told the church needs to be relevant, up to date and connected with it's community. We are taught that leadership involves having tools for the tasks presented before us. What on earth is Nouwen getting at.

Actually, I think it is quite simple. We need skills, tools, passions and knowledge but not at the expense of knowing Jesus. His weakness is the source of our strength, His (seeming) irrelevance gives us authority in this world. Jesus must come first in all we do. "He must become greater; I must become less" (John 3:30).

I repeat my call (for myself as much as anyone else); "Weak and irrelevant leaders wanted!"

I'll take the Job!

Matt