Source: What Can You Control?

The post What Can You Control? appeared first on Passion for Planting.

By Jim Putman:

A few months ago I sent out an email to my readers asking them to share their number one problem when it comes to making disciples. I received many, many emails. A number of different themes came up as I read through them, but one thing in particular stood out.  A large number of you feel personally responsible when the people you are discipling either lose interest in, or turn away from God.

While it is very important to recognize that we do have a part in the discipleship process, it is equally important to recognize that we don’t carry the full responsibility for it alone.

Don’t let Satan try to tell you that you are not good enough, smart enough, or spiritual enough to disciple someone – it’s a lie.

The truth is there are three roles in the discipleship process. There is our role, their (the disciples) role, and God’s role. The Key Truth that I want you to take away from this is that we can and should only take responsibility for our part.

Now, I am certainly not saying that we can’t grow and become more skilled at what we do. We can. But there are a number of possible reasons for why a person might not respond positively to the gospel message, or to our encouragement or direction. For instance – in the case of witnessing to a lost person, perhaps we were trying to force something on the person that God was not in on. I’m not saying that God wants anyone to be lost – he doesn’t. But He does know each person’s heart. We may be only one in a series of steps they will go through before they surrender to God. Or it could be that God IS working in their heart, but they are the one holding back and refusing to respond.

We even have an example in the Bible of this happening to Jesus. In Matthew 19:16-22, a rich young man came and asked Jesus what he needed to do to inherit eternal life. Jesus, knowing the young man’s heart, responded to him with truth and love, putting his finger right on the problem. The young man didn’t respond to the offer to become a disciple of Jesus. He chose to stay with what he knew and was comfortable with, rather than follow Jesus. Had Jesus failed because the man didn’t follow Him? Had he done His part perfectly? I trust you know that answer to those questions.

God is not dependent on our perfection to win someone He is working on. He is also not dependent on us to disciple someone perfectly.

God is not dependent on our perfection to win someone He is working on. That is so important I want you to read it again! God does not need us to perform perfectly in order to win someone to Him. He is also not dependent on us to disciple someone perfectly. This is where we go wrong every time. We forget that the people we disciple are not our disciples; they are Jesus’. And He will never stop working on them.

We forget that the people we disciple are not our disciples; they are Jesus’. And He will never stop working on them.

Don’t let Satan try to tell you that you are not good enough, smart enough, or spiritual enough to disciple someone – it’s a lie.  We can’t do the other persons part and we certainly can’t do God’s part. But we can only do our part- and God has, and will continue to, equip us for our part and for the work He has called us to do.

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By Jim Putman. Used with permission.

The post It’s Not Your Fault appeared first on Discipleship.org.

Source: It’s Not Your Fault

The post It’s Not Your Fault appeared first on Passion for Planting.

By unSeminary: Thanks so much for joining us for another unSeminary podcast. Today we’re talking with Benjamin Windle. A native Australian, Benjamin has worked as a youth and young adult pastor in the US and currently helps churches develop Generational Intelligence in reaching Millennials and Gen Z through an assortment of resources, coaching, and speaking.

According to Barna research, six out of every ten millennials who grew up in the church have dropped out. Americans 18-29 years of age who have no religious affiliation have nearly quadrupled in the last thirty years. By 2030 millennials will represent 75% of the global workforce—will they represent 75% of your church? Listen in as Benjamin shares how we can close the gap and reach younger generations in our churches.

Develop generational IQ. // Millennials, Gen Z and the generations coming behind then have only ever known a digital world. This means their worldview starts at a very different place than all other generations and that fundamentally changes the way we relate. Additionally because life expectancy has grown, up to five generations can be living at the same time and they are marked by very different things. Businesses, community groups, charities, families, and churches are needing greater generational IQ because we are relating to such a diverse range of cultures.Focus on leadership style and church culture. // We can’t close the gap in attracting younger generations just by having a “cool church” with sophisticated branding, cool music, and so on. Instead focusing on church culture and leadership style will direct you to new ways of talking and relating with younger generations, giving you a place to start. Benjamin has a book called “8 Innovations to Leading Millennials: How Millennials Can Grow Your Church and Change the World” which is available on Amazon and as a free PDF on his website. It goes over everything from the use of technology and social media to what to do with your organizational structure and how to have a relational leadership style.Focus on children’s ministry. // Another area that is key for connecting with millennials is investing in children’s ministry. Right now a lot of millennials are in their 30s and are raising their own children. Being family-focused ministers to the parents because of the importance you are placing on their children’s spiritual health and growth.Focus on truth. // We may put all our focus on giving younger generations entertainment as a way of attracting them to church, but we really need to focus on things of substance. The message of scripture shouldn’t change, but methodology and church culture need to. Have total clarity on what is the unchanging doctrine in your church and how you can be faster at changing the things that do need to be changed.Focus on depth. // In a culture that’s shallow, depth is attractive. Content-driven depth influences our preaching, programming, small groups and more. Equip generations coming up to read, study and understand the Bible for themselves because we’re talking largely about biblically-illiterate generations. Focus on depth in community because younger generations are craving these things. Focus on empowering young leaders. // We need to be putting 20-somethings in genuine leadership positions even before they have all of the qualifications and experiences. Take time to coach and mentor them. Ask how you can move younger people into leadership roles faster. Don’t keep them in the background because they don’t have all the competencies you may think are needed.Resources for reaching Millennials and Gen Z. // Benjamin has wrote a few white papers for churches including “The Promise of Pain: Seven best practices for pastoring Millennials and Gen Z.” and “8 Innovations to Leading Millennials: How Millennials Can Grow Your Church and Change the World”. These resources and more can be found on his website.

You can learn more about Benjamin and his resources at www.benjaminwindle.com.

Thank You for Tuning In!

There are a lot of podcasts you could be tuning into today, but you chose unSeminary, and I’m grateful for that. If you enjoyed today’s show, please share it by using the social media buttons you see at the left hand side of this page. Also, kindly consider taking the 60-seconds it takes to leave an honest review and rating for the podcast on iTunes, they’re extremely helpful when it comes to the ranking of the show and you can bet that I read every single one of them personally!

Lastly, don’t forget to subscribe to the podcast on iTunes, to get automatic updates every time a new episode goes live!

Thank You to This Episode’s Sponsor: Plain Joe Studios

Create a space people love coming back to. With a combination of architecture, concept & graphic design, technology integration and a deep love for the church, Plain Joe Studios will elevate your building into an immersive asset that propels your mission and connects more people to your story.

Schedule a FREE 30 minute consultation and discover the power of spatial storytelling.

Source: Millennials, Gen Z and Your Church with Benjamin Windle

The post Millennials, Gen Z and Your Church with Benjamin Windle appeared first on Passion for Planting.

By: Carey Nieuwhof

Ever wonder if your organization’s culture is toxic?

Apparently, not enough leaders do.

According to a Gallup survey, only 15% of employees globally are engaged at work.

In America, 30% of employees are engaged, which at first sounds great.

Except that means that 70% of your workforce feels like their job is grinding the life of out of them. 70% of the people you’ve hired or who are part of your organization aren’t showing up with their best, productivity is low and your mission is suffering.

Underneath that is almost always some kind of unhealthy or toxic culture that demotivates your team.

As a result, every day, good people leave. People don’t quit jobs, they quit bosses and cultures.

One of the most important roles you have as a leader is to create a healthy culture that attracts and keeps healthy team members.

One of the challenges in leadership is that the boss is often the last to know that their work culture is toxic.

Leaders consistently overestimate how healthy they are and how healthy their team is.

That’s why I developed a new resource for leaders called The 3 Step Guide to Developing Better Value Statements. It’s free. You can get instant access here.

So how would you know your organization’s culture is toxic?

Here are ten signs.

People don’t quit jobs, they quit bosses and cultures.

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1. You talk ABOUT people, not to THEM

The golden rule of conflict is this: talk to the person you have an issue with, not about them.

In too many organizations, the opposite is true.

People talk about people rather than to them.

Companies are bad that this, but so our churches. Even in churches, conflict gets swept under the carpet, played out in a passive agressive way or spills out into social media.

The church should the BEST organization in the world in dealing with conflict. Often, we can be the worst.

The church should the BEST organization in the world in dealing with conflict. Often, we can be the worst.

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The next time you want to talk about someone (i.e. gossip), talk to them instead.

If you can’t or won’t, then it’s either not that big of an issue, so let it go. Or, you have a problem deeper than you realize. Get some help.

This also stops gossip dead in its tracks.

The next time you want to talk about someone (i.e. gossip), talk to them instead.

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2. You have to play politics to get anything done

One sure sign of a toxic culture is that you have to play politics to get anything done.

You know things have gotten political in your organization when:

Decisions rarely get made the way they’re supposed to be made.

Most decisions happen outside of meetings or any agreed-upon process.

You can’t get a yes without offering something in return.

You have to continually lobby to be heard.

If you’re always jockeying, lobbying and courting favor to get the right decision made, it’s a sign your organization is unhealthy.

In the local church in particular, having to play politics to win is a sure sign there’s sin.

When you do what you say you’re going to do the way you said you’re going to do it, you bring health to an organization.

In any organization, but in the local church in particular, having to play politics to win is a sure sign there’s sin.

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3. What gets said publicly is different from what’s happening privately

Another sign things are becoming toxic is when what gets said publicly is different than what happened privately.

When there’s spin on every issue and nothing can be said publicly without ‘agreeing’ on what gets said first, you’re in dangerous territory.

For sure, there are times where a situation is delicate and you will want to ‘agree’ on what gets said publicly to honour everyone involved, but in too many organizations few things that get done privately can be announced the same way publicly.

And to be sure…when you’re crafting any kind of a public statement, you want to pay attention to the words you use and perhaps even find agreement on them.

But the end product should never be the opposite or even different than what actually happened

I have good fortune of being part of several healthy organizations. I love it when people pull me aside and ask (in hushed tones), “So what’s the real story?” and I get to tell them “Actually, that is the real story.”

Living in that kind of culture really helps you sleep at night too.

You know your culture is toxic when there’s spin on every issue and nothing can be said publicly without ‘agreeing’ on what gets said first

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4. Conflict happens and is never addressed

Conflict is normal. You can’t have two people hang out for long without some differences arising.

Yet so many organizations are in perpetual fighting mode. Someone’s always at way with someone else.

Another reason churches fight regularly is because personal preferences have trumped organizational mission.

Left unattended, conflict can pit one selfish person or group against another.

A lot of bosses won’t address conflict or help resolve it in a healthy, direction and respectful way.

Unresolved or unhealthy conflict saps the strength out of most organizations.

If your organization is stagnant and in conflict, there should zero mystery as to why it isn’t growing.

If your organization is stagnant and in conflict, there should zero mystery as to why it isn’t growing.

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5. There’s an entrenched ‘us’ and ‘them’ mentality

Every organization should be a ‘we,’ not an ‘us’ and ‘them.’

Whether the ‘us’ and ‘them’ mentality exists between factions in your organization or between you and the outside forces, it’s always fatal to health and growth.

The job of a leader is to raise vision high enough and urgently enough for all of us to become bigger than any of us.

The job of a leader is to raise vision high enough and urgently enough for all of us to become bigger than any of us.

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6. No one takes responsibility

So who’s taking responsibility for moving the mission forward?

In unhealthy cultures the answers sound like this:

No one.

Someone.

Anybody but me.

As long as things are someone else’s responsibility, things will never get better.

Unhealthy leaders assign blame. Healthy leaders assume responsibility.

Unhealthy leaders assign blame. Healthy leaders assume responsibility.

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7. You can’t tell the truth

One sure sign a culture has gone toxic is when you feel you can’t tell the truth at work, so you go home ‘dump’ all the truth out on your spouse or best friend instead.

There’s only one problem with that: someone who doesn’t work where you work can’t solve your workplace issues.

But your boss can.

One of the best things you can do as a boss is to encourage your team to speak freely, to tell you the truth…without fear of consequences.

You won’t love everything you hear.

But if you thank them for the feedback, never penalize them for telling you the truth, and take action, you’ll love hearing about the things that are bothering them far more than you’ll love hearing that one of your top team members is leaving.

And, once you know what the real issues are, you can start to solve them.

Someone who doesn’t work where you work can’t solve your workplace issues.

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8. Everyone seems fine with good enough

Toxicity isn’t just about the presence of bad things. It’s also about the absence of great things.

Far too often in workplaces, people settle for good enough when it’s really not, well, good at all.

Toxicity isn’t just about the presence of bad things. It’s also about the absence of great things.

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High capacity leaders are repulsed by mediocrity. The best team members actually crave high levels of challenge and want things to be better, if not great.

Too many organizations allow what is good to stand in the way of what could be great. The surest way to ensure a mediocre future is to resign yourself to a mediocre present.

Too many organizations allow what is good to stand in the way of what could be great. The surest way to ensure a mediocre future is to resign yourself to a mediocre present.

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9. There’s very little gratitude

Most people want to know they’re making a difference. Very few bosses tell them they are.

Recognition and gratitude is a simple way to reduce employee turnover and absenteeism and raise employee engagement.

If your team doesn’t know whether they’re making a difference, they’ll be less motivated to make a difference.

If your team doesn’t know whether they’re making a difference, they’ll be less motivated to make a difference.

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10. Only the boss’ opinion matters

It’s amazing that so many leaders hire a team and never really listen to them.

That’s also one more sign of an unhealthy culture.

It’s easy to think that once you’ve become a leader or boss, it gives you the right to call the shots and make the team and organization bend to your wishes. But as Patrick Lencioni argues, that’s the opposite of true leadership.

As Andy Stanley says, leaders who refuse to listen will eventually be surrounded by people with nothing to say.

Leaders who refuse to listen will eventually be surrounded by people with nothing to say. @andystanley

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Get Your FREE Guide to Creating Better Cultural Value Statements

Want to improve your team culture?

Better team culture gets fueled by better value statements.

But how to do create them can be so complicated.

How:

Do you know which values to choose?
Do you avoid creating value statements people roll their eyes at or think are so obvious they mean nothing?
Can you be sure the values are accurate but still stretch you?

I spent years reading books and studying how to create value statements until I had a breakthrough on how to create cultural value statements that were both accurate and aspirational, and that the entire team embraced.

I’ve broken that process down into three simple steps that can get you improving your organization’s culture and values today.

You can get free instant access to The 3 Step Guide to Developing Better Value Statements here.

What Signs of Toxic Culture Would You Add?

This could have been a 41 point blog post, but I stopped at 10.

What signs of a toxic culture have you seen or experienced?

Scroll down and leave a comment.

The post 10 Signs Your Organization’s Culture is Toxic appeared first on CareyNieuwhof.com.

Source: 10 Signs Your Organization’s Culture is Toxic

The post 10 Signs Your Organization’s Culture is Toxic appeared first on Passion for Planting.