When you read the Scriptures, passion for God oozes out. Moses sought God every day. Job followed Him through the most devastating circumstances. Esther relied on Him at the risk of her own life. David chased after God, and his passion bleeds through the Psalms. The prophets craved hearing the voice of the Almighty, and the apostles joyfully followed Him to the grave.
These men and women were great leaders, yet modern influencers often overlook this trait. Too many build up their heads without minding their hearts. They read books on better business practices and attend marketing conferences, but spiritual development is often ignored. According to our research, only 11 percent of Christian leaders say “passion for God” is the leadership trait that best describes them. And yet, my experiences with Christian leaders who are most successful today tell me that spiritual ardor is integral, rather than accessory, to leading well.
Saddleback didn’t have an organized youth ministry until we had 500 in attendance at the church. We didn’t have a singles ministry until we had 1,000 people in attendance.
And I’m glad we didn’t.
It’s not because those ministries aren’t important. They’re vital! But God hadn’t provided anyone to lead them. Never create a ministry position and then fill it. It’s backwards. Your most critical component to a new ministry isn’t the idea to start it—it’s the leadership of the ministry. Every ministry rises and falls on leadership. Without the right leader, a ministry will just stumble along. It may even do more harm than good. I could tell you some horror stories about poorly-led ministries.
Be patient and trust God’s timing. Don’t try to outrun or outthink Him. The staff at Saddleback never starts new ministries. We may suggest an idea but we let the idea percolate until God provides the right person to lead it.
There’s nothing more challenging interpersonally than dealing with a serious conflict with someone on your church staff or a volunteer in a key position in your ministry.
The temptation would be to let time heal it or hope that the tension simply goes away on its own. But fight those feelings because conflict in the church, especially on a team, has to be dealt with well in order for genuine progress to be made.
Can’t we all just get along? Actually, no, and that’s probably a good thing because it forces us to tackle conflict in a God-honoring manner. Here are some steps to move toward resolution when you find yourself in conflict with someone on staff.
Authentic leaders have to be approachable and real. Over the years at Catalyst, we’ve tried to be authentic as an organization and as a leadership movement. We strive to be available, answering e-mails quickly, and even posting our e-mails on our website. We’ve maintained a concierge service since we started Catalyst that made following up with folks and connecting personally a priority. It’s incredibly important to us that we are authentic, humble, and personable. No matter how big our organization gets, we want to maintain this essential trait.
I try my best to be personable, even as Catalyst continues to grow. When you are in a hurry or think someone isn’t worth your time, remember that you were once in that position. One piece of advice I tell leaders all the time is when you’re small, act big. And when you’re big, act small.
We have all heard it said that our priorities should be:
But what if your work is ministry? You are working for God—does that make a difference? In your list of priorities, does ministry equal God—and therefore trump family? Amazingly, many people think so.
A Sad Beginning
I remember a concerned young lady coming to me after class while I was teaching at a Bible school. Her fiancé, John*, was one of the more “on fire” students. Everyone loved him. He had a big heart and was a fearless evangelist.