Real Hope Versus Empty Wishing

Real hope is a good thing, because it can carry us though difficult times. But empty wishing can keep us stuck in dysfunctional relationships and self-destructive patterns. How do we distinguish between the two? In this message, we figure it out by getting in touch with reality.  The diagnostic questions mentioned in the video are posted below.

(https://www.youtube.com/watch?v=fe0_fKaM5b8&feature=youtu.be)

 

Helpful Diagnostic Questions:

What is the reality of this situation? What kind of person am I dealing with here, given their track record?

Do I want this same reality six months from now? Do I want to be having these same conversations with the same person two years from now? If the answer is “No!” then   ask . . .

Do I have any good reasons to believe that spending more time doing the same thing is going to get me a different result? Should I continue to give this person the same level of trust, or do I need to redraw the boundaries in this relationship?

What would be a realistic hope in this situation, and what can I change about the way I am operating to move in that direction? Do I need to end this relationship or end an old way of relating to this person (so I can try something new)?

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Why Culture Is More Important Than Programs When Trying to Grow Your Church

If you want your church to grow, you need to focus less on programs and more on culture.

Effective marketing, strategic preaching, and good online ministries can help get people through the door. If newcomers experience warm hospitality and some of their needs are met in worship, they might even stick around for a few months. But if people don’t develop a sense of belonging in the larger community within the first three months of attending, they will likely go looking somewhere else. Most people crave life-giving friendships in a genuine community of love, and this is the main reason why people stay at a church.

This is why the first part of our mission statement at First UMC Cocoa Beach is so important to me. It reads, “Our mission is to learn and practice the teachings of Jesus in ways that create communities of love . . .” In many churches, first, you are expected to believe certain things. Second, you are expected to behave in certain ways. Third, you finally get to belong, which is typically formalized in official church membership. However, if you are trying to grow your church, these priorities must be reversed. First, you should accept people where they are, so that from the beginning they experience a sense of belonging. Second, you should model how followers of Jesus treat each other when cultivating a community of love. Third, you should offer a lifegiving theology that can sustain and support deep spiritual transformation in the real world.

In growing churches, believe—behave—belong gets switched to belong—behave—believe.

The important point is that if people do not experience a sense of belonging in a community of love, then your odds of keeping them in your church will drastically decrease. And if you can’t keep them around, you will never change their beliefs or behavior.

 Communities of Love

What distinguishes a community of love has everything to do with the way that people treat each other. The New Testament is instructive.

Take for example Colossians 3-4. The author instructs followers of Jesus to die to self (ego), and to resist anger, rage, malice, slander, and abusive or critical language (3:8, CEB). He also tells them not to lie to each other (3:9).

After explaining what must be eradicated, the author goes on to say that we should treat each other with “compassion, kindness, humility, gentleness, and patience” (3:12). Followers of Jesus are called to clothe themselves in love, exercise tolerance, practice forgiveness, and be united in peace (3:13-14). Our attitude should be characterized by gratitude (4:2), our speech should be gracious (4:6), and everything we do should honor Jesus (3:17).

Likewise, the author of 1 Thessalonians says that we should live in peace with one another, respect each other, and build each other up (5:11-12, CEB).

Organizational Culture

How we treat each other over time creates a unique culture. Organizational culture can be a difficult concept to grasp, but it is like the water in which fish swim. Healthy culture is like clean water in which wildlife thrive, and unhealthy culture is like toxic water that destroys an ecosystem. Another helpful metaphor is that of eyeglasses. Healthy culture is like a good prescription that helps us see our relationships accurately, and unhealthy culture is like a prescription that distorts how we see ourselves and others.

If we are not intentional about eradicating attitudes and behaviors that destroy loving community, then our church culture will be dysfunctional and toxic. Paul describes the kinds of things that characterize toxic culture: hostility, strife, jealousy, envy, conceit, anger, quarrels, dissensions, factions, and competition (Gal. 5:19-21). However, if we are serious about following Jesus, we can cultivate a healthy culture supportive of communities characterized by love, joy, peace, patience, kindness, generosity, faithfulness, gentleness, and self-control. (Gal 5:19-26)

Drawing from passages such as these, we can clearly distinguish between healthy and toxic organizational cultures.

COMMUNITIES OF LOVE COMMUNITIES OF DESTRUCTION
Positive Negative
Hopeful Despairing and Cynical
Optimistic Pessimistic
Joyful Disagreeable
Generous Withholding and Critical
Gracious Demanding
Gentle Harsh
Kind Dismissive or Nasty
Courteous Rude and Crass
Forgiving Unrelenting
Respectful Demeaning
Flexible Rigid
Helpful Obstructive
Compassionate Judgmental
Humble Arrogant
Patient Compulsive and Reactionary
Thankful Unappreciative
Builds-Up Tears-Down
Self-Sacrificial Self-Serving
Open to Feedback Defensive and Blaming
Direct, Respectful Communication Gossip and Backbiting
Peace Conflict and Anger
Unified Divided
Accountability Anything Goes

Who in their right mind would want to invest in a community characterized by the qualities in the right-hand column? A culture built around these kinds of attitudes and behaviors will run-off every single newcomer who has a modicum of emotional health. This kind of culture literally repels people.

In contrast, who in their right mind would not want to invest in a community characterized by the qualities in the left-hand column? A culture built around these kinds of attitudes and behaviors attracts people, because it creates safe environments where people can learn, grow, and change.

 Leaders as Cultural Architects

So, how do you grow a healthy culture? It starts with your leaders. The number one predictor of organizational culture is the way leaders treat each other and those they serve. If your leaders do not understand and seek to embody attitudes and behaviors that reflect the value system of the Kingdom of God, then you will probably never cultivate a culture in which communities of love can grow and flourish.

Consequently, if you want your church to grow then your number one priority should be discipleship. The pastor, staff, and leaders must seek to follow Jesus daily and be transformed in ways that make them more loving. Remember, you can’t share what you don’t have. If the pastor, staff, and lay leaders are not willing to treat everyone in ways that reflect the teachings of Jesus, your church will not grow. It’s that simple.

This means that a handful of people at the top who are left unaccountable to the gospel can poison your entire culture and keep the church from fulfilling its mission. The reason is because the attitudes and behaviors of your leaders are contagious and will create an invisible but pervasive presence that will either feel emotionally safe or dangerous. The former will attract and the latter will repel.

Since change is difficult, if you are working within an unhealthy culture you will need to do at least three things with your staff and leaders to accomplish lasting change: (1) clearly communicate the attitudes and behaviors that are acceptable and unacceptable, (2) put effective accountability systems in place, and (3) regularly and consistently apply these accountability systems until the culture changes and you have the right people in place. (Not to discourage you, but some studies show that creating lasting culture change can take up to seven years.) Leaders must be firm and gracious, remembering that none of us follows Jesus perfectly. However, we should cast God-sized goals for our relationships, and when we fall short of our goal it should lead to repentance and renewed effort.

Culture > Programs / Maturity > Execution of Skill

The upshot of all this, is that churches should focus less on programs and events and more on developing a healthy, loving culture reflective of the values lived and taught by Jesus. In terms of hiring, managing, and disciplining staff, supervisors should focus less on talent and execution of skill and more on attitude, commitment, and spiritual/emotional maturity. This means that the primary job of the pastor is not to be a manager of ministries, but a spiritual leader making disciples that make more disciples. So, the order of importance in evaluating staff and leaders should be: (1) faithfulness in discipleship, (2) commitment to working cooperatively to accomplish the mission of Jesus, and (3) execution of skill and accomplishing mutually agreed upon performance goals.

Accountability Tools:

There are two resources that I have found helpful in discipling staff and leaders when trying to effect cultural change.

Faithfulness and Fruitfulness Accountability Sheets

Before a one-on-one staff meeting, I require everyone to complete a “Faithfulness and Fruitfulness Accountability Sheet.” The idea for this kind of worksheet came from Jorge Acevedo’s book, Vital. This is what we use at First UMC Cocoa Beach:

Faithfulness and Fruitfulness Accountability Sheet

Name: _____________________________

Date:   _______

  1. Faithfulness: How is it with your soul? Are you abiding with Jesus?

“Remain in me, and I will remain in you. A branch can’t produce fruit by itself, but must remain in the vine. Likewise, you can’t produce fruit unless you remain in me” (John 15:4).

  • How is your personal devotional life?
  • How have you denied Jesus this week?
  • How have you glorified Jesus this week?
  • How are your most important relationships?
  • On a scale of 1-10 how have you lived into the following biblical values:

______    I have been positive, optimistic, and hopeful

______    I have been flexible and open to feedback

______    I have been gracious, generous, compassionate, and forgiving

______    I have been humble, respectful, kind, and polite

______    I have been joyful, thankful, and content

______    I have directly shared concerns only with appropriate people (no gossip).

______    I ‘m pursuing excellence while being encouraging to those I serve.

______    I’m working cooperatively with others to accomplish the mission of the church.

  1. Fruitfulness: How is it with your ministry? Are you abounding with Jesus?

“Therefore, my dear brothers and sisters, stand firm. Let nothing move you. Always give yourselves fully to the work of the Lord, because you know that your labor in the Lord is not in vain” (1 Corinthians 15:58).

  • Program and Administrative Staff: Where are you in your long-range strategic planning? (You should develop 3, 6, and 12 month SMART goals that will help accomplish the mission of the larger church.)
  • All Staff: What progress have you made in your work plan?
  • What do you need to Stop? Start? Continue?
  • What challenges are you facing and what do you need to be successful in your specific area of ministry?
  • How are you serving, nurturing, discipling, training, developing, and resourcing your volunteers? How are you growing those in your care individually and as a team?
  • How can I hold you accountable for your area of ministry?

 ____________________________________________________________

The day before a meeting, I ask the staff person to spend some time praying and reflecting on the questions outlined in the worksheet, writing-in short responses. At the beginning of our meeting, they give the completed sheets to me and we spend about thirty minutes on each section (totaling one hour). Every three months, I give them feedback on how I think that they are doing, creating change plans where necessary. Honesty is very important in this process.  The supervisor must be willing to initiate difficult conversations, and the leaders must be willing to receive feedback without deflecting or blaming.

Social Covenants

A second tool that is helpful in creating cultural change is the social covenant, which I learned from Rev. David McEntire. After making sure that your leaders understand and embrace the church mission, go away on a retreat and work with them to develop agreements regarding how you will treat each other. Importantly, the pastor should not write a covenant (or borrow one from another church) and impose it on their team. Rather, the pastor leads a discussion using the four questions below, which empowers the leaders to develop something that belongs to them. Ownership is critical if the covenant is going to work.

  1. How does the leader want to be treated by the team?
  2. How does the team want to be treated by the leader?
  3. How are the members of the team going to treat each other?
  4. How is the team going to resolve conflict?

Once adequate brainstorming has happened in a group setting, a couple of people from the team who are skilled writers are delegated to organize, distill, and write a rough draft. The draft is then brought back to the team for final revisions. Once a final draft has been written, all leaders sign it around the margins of the first page, which is then copied and distributed. The first ten minutes of every meeting is used to silently reflect on the covenant and publicly self-rate on a scale of 1-10. No one rates anyone else, and no feedback is given (positive or negative) unless the person sharing explicitly asks for it. If the covenant is not used in this kind of way, it will become a useless piece of paper.

Conclusion

These tools are not perfect, and there are many others you can use. But the main idea is that if you want your church to grow then you must focus on cultivating spiritual and emotional maturity in your leaders. You must help them develop the attitudes and behaviors necessary to create and nurture communities of love. Don’t focus on programs, events, and hiring a superstar staff. Focus on discipleship, spiritual maturity, and cultivating a loving culture that models the values system of the kingdom of God.

Surfers Helping Kids (El Salvador)

Hey Everyone!

I am going to Mizata, El Salvador in March for a surf trip. The group that I’m traveling with would like to help some of the impoverished kids in the area while we are there. I’ve been working with a guy named Renato with the Christian Surfers of El Salvador to determine needed items and how to get them into the hands of the kids who need them the most.

Items Needed:

  • Dental hygiene items for kids (toothbrushes, toothpaste, floss, etc.)
  • Children’s vitamins
  • Crayons and coloring books that teach numbers and letters in Spanish
  • Small toys
  • Monetary donations to pay for transporting the items

If you would like to help, the deadline for donations is February 5, 2017. You can drop items off or mail them to First UMC Cocoa Beach; 3300 N. Atlantic Ave.; Cocoa Beach, FL 32931.

Video: https://www.youtube.com/watch?v=hV8n9Me_LZI.

Feel free to email me any questions or post comments to this blog entry.

We will meet and play with some of the kids while we are there, and I’ll be posting pictures upon my return.

Thanks in advance for your help!

Pastor Mark

Stand By Me: We Need Good Friends

We need good friends and role models to break free from self-destructive patterns and discover God’s dream for our life. Hebrews 12:1 says, “Since we are surrounded by such a great cloud of witnesses, let us throw off everything that hinders and the sin that so easily entangles. And let us run with perseverance the race marked out for us.

The promise in this passage is clear. If we surround ourselves with people who remind us of our deepest values and inspire us to live accordingly, then we find the power necessary to break free from mindsets and behaviors that hinder spiritual growth and undermine human flourishing. In contrast, if we live in isolation and try to overcome constraints by the force of our own willpower, then we wrestle with failure, discouragement and despair. Even worse, if we give ourselves to people who call forth our fear, suspicion, lust, greed, anger, hatred, and self-righteousness, then one day we will catch a shameful glimpse of ourselves in the mirror and wonder, “What kind of person have I become?”

In many ways, we become a reflection of the people with whom we associate. They can either call forth our best self or our worst self. In light of this truth, be intentional about investing time and energy in genuine communities of love. Give yourself to friends that will inspire and empower you to grow spiritually, emotionally, and intellectually. This is how we find the courage, strength, and hope to live a principled life that will honor our soul and be a blessing to others.

I’m Still Alive!

Hello Everyone!

Several people have asked why I haven’t written anything on my blog over the last few months. I just wanted to let you know that I was reappointed by the Bishop to a new church on July 1st, moving from Shepherd’s Community UMC in Lakeland, FL to First UMC Cocoa Beach, FL. Moving into a new community and starting a new church comes with many challenges and lots of busyness (especially in the first 90 days). In the transition, I have simply not had time to write. On a positive note, as a surfer who just moved to the east coast, I am enjoying lots of time in the water!

I have several ideas and will start writing again soon. I am currently working on a series of practical articles on how to lead turn-around churches that are in rapid decline. This is a big project that might issue in a book, but you will get the rough ideas before everyone else through this blog. I am also working on a short piece that focuses on how to have accountability conversations with staff and laity in the church.

Thanks for your continued support as my entire family resettles. I also ask you to pray for us as we patiently seek a new vision from God in this new season of life and ministry.

In Christ,

Pastor Mark

The Land Between: Navigating Transitions

The “land between” is the place of change and transition. It is where life is not as it once was and there is uncertainty about the future. Some people are suddenly thrown into the land between without any warning.

  • Your boss says, “You are being transferred” (or worse, “Your position has been eliminated”).   
  • Your partner says, “I don’t love you anymore.”
  • Your daughter says, “I’m pregnant.”
  • Your son calls and says, “I’m at the police station.”
  • The doctor says, “The tumor is malignant.”

In a matter of seconds, you are ripped out of your normal life and find yourself in a new and uncertain world.

Others gradually slip into the land between.

  • A marriage slowly erodes until both feel like roommates.
  • The business slowly bleeds out until there is no more money and you have to close. 
  • A parent’s memory slowly fades after an Alzheimer’s diagnosis.
  • Your health deteriorates after a cancer diagnosis.

This message series (see below) is designed to give you tools to navigate this kind of transitional space in healthy and faithful ways. The land between is a challenging place, and if we are not careful we can slip into self-destructive behaviors that undermine our faith and cause us to lose our way. However, if we stay close to God we can navigate transitions in ways that strengthen our faith and lead to a brighter tomorrow.

Video Links:

Message 1: “I’m Sick of This! Complaining in Times of Transition.”

Message 2: “Bring Your Pain to God: Dealing with Discouragement.”

Message 3: “Divine Provision: How God Works Through Others.”

Message 4: “From Tribulation to Transformation: Finding Purpose in Your Pain.”

My Morning Prayer

Lord, grant that I may greet the coming day with spiritual tranquility. Grant that in all things I may rely on your holy will. Whatever news may reach me today, teach me to accept it with a calm soul, knowing that you are always with me, that you will never give me more than I can bear in the power of your Spirit, and that you are working all things together for my good because I’ve been called according to your good purposes. Empower me to die to self and be emptied of ego so that Christ may fully reign in and through me. Forgive me of my sins and give me the courage to accept my acceptance. Teach me to live as one who is truly forgiven. Fill me with your Holy Spirit. Direct my thoughts and feelings in all of my words and actions. Bend all of my desires to your will, teaching me to love what you love and want what you want. Grant that I may deal firmly and wisely with all in my care, speaking the truth in love without unnecessarily provoking or hurting anyone. Help me to see my life, with all the joy and all the sorrow, all the faithfulness and all the failure, as a gift given by you to be received in gratitude and celebrated with others. Remove all fear from my heart, teach me to trust you in all things, and give me a sense of peace I rest in your presence today. Teach me to make good use my time, creating gifts that point to you and freely releasing them into the world without expectation. May I focus on faithfulness not outcomes. Teach me to pray, to hope, to be patient, to forgive, and to love. I pray these things in Christ’s name, who reigns with you and the Holy Spirit, one God, now and forever. Amen.

____________________________________________

I have been writing, rewriting, and editing this prayer for years. It began with a prayer written by the Fathers from the Orthodox Monastery of Optimo, but I changed it over the years to fit my own spiritual journey.