One Reason Christian Organizations Fail
I was intrigued by Scott Williams’ post When Organizations Bury High Capacity Talent. Williams shares that:
Most organizations and leaders would love to have “High Capacity” leaders to fill the slots within their organizations. The sometimes overlooked challenge is the fact that with “High Capacity” leaders, comes the need for those leaders to lead at uhh… a “High Capacity” in addition to releasing their creativity.
Many times organizations make the decision to do one of two things: 1. Bury that talent and therefore putting a lid on the height of that “High Capacity Leader.” 2. Get rid of that team member because of insecurity or simply not wanting to deal with the challenges these types of leaders bring to the table.
I’ve Seen It So Many Times
I’ve seen it happen scores of times in Christian organizations—usually because Christian “leaders” are intimidated by high capacity talent. Rather than shepherding talented workers/ministers, fearful, insecure Christian leaders hold back, push down, and push out highly-skilled and highly-motivated people.
This is one reason why I refused to take the title “Sr. Pastor” when I was “Sr. Pastor.” Instead, I choose the title “Congregational Discipleship Pastor.” My thinking: “If I’m Sr. Pastor, does that make other staff people ‘Jr. Pastors’?” I saw my calling to be organizing the organism so every member could be equipped for the work of the ministry. Every member could be a high capacity leader.
The Parable of the Talents
Williams makes the apt comparison between fearful leadership and the parable of the talents.
It’s like the Parable of the talents: The man who had received the five talents went at once and put his money to work and gained five more. The one with the two talents gained two more. But the man who had received the one talent went off, dug a hole in the ground and hid his master’s money.
So I was afraid and went out and hid your talent in the ground. See, here is what belongs to you.’ “His master replied, ‘You wicked, lazy servant! So you knew that I harvest where I have not sown and gather where I have not scattered seed? (Matthew 25:25-26).
If your organization, team, staff or business has been blessed with some great talent, Don’t Bury It! There is a new type of harvest to be sown with this “High Capacity” seed.
If organizations manage their talent wisely, they may get this response: ‘Well done, good and faithful servant! You have been faithful with a few things; I will put you in charge of many things. Come and share your master’s happiness!’ (Matthew 25:25).
Don’t Bury Your “High Capacity” Talent!
Why Do Churches and Para-Church Organizations Struggle?
This explains one major reason why many churches and para-church organizations struggle. The “lead leader” is not a leader. He or she is a protector: a self-protector. Protecting his or her own turf, own image, own power base, own agenda, own kingdom.
He or she is a controller. Seeking to keep control, to keep a thumb pressed down on “underlings” to be sure they remain under.
By the way. I am not experiencing anything like this. My passionate response is not coming from any personal vendetta or bitterness. I simply see Scott Williams as on target and his assessment has lit a fire under me.
God calls real leaders to release and unleash. Leaders are to fan into flame and stir up the gift of God in others.
I would conclude as Scott Williams concluded. “Leaders, don’t bury your high capacity talent!”
Join the Conversation
Have you witnessed Christian “leaders” burying their high capacity talent? What do you think causes this? What could remedy it?
We are experiencing this in our church. We keep burning out ministry coordinators, some find other areas to serve, most leave the church. Spiritually drained, emotionally wounded. Currently, our leadership team is trying to apply a “less is more” approach, saying we have too many programs. I suspect the issue is more centered around developing people/not programs and a longer term focus and mission. I am praying for God’s spirit to move in this situation. It is difficult to speak at any length with our Pastors. Lots to do, you see. Busy, busy! I pray we can hear the still, small voice of the Lord on this.
I think the cause is insecurity/jealousy as well as a misunderstanding of the mission of the church. The remedy is to put Christ above all and treat each of His saints as an irreplacable, valuable, teachable investment. We tend to think in terms of “leader development” meaning “how can we get the most out of this paricular soldier” rather than taking the time to find out what The Potter intended and encouraging an individual to walk step by step with his Lord and master. Less expectations, more reflection/ strategic thinking. Also, our Lord is not in a big hurry, neither should His servants be. He knows what the vital ministries are, we act like “Martha” when we scurry about. We need more “Mary” types in leadership but they rarely get promoted for they aren’t so driven.
I’ve seen and experienced this. Most recently I saw another seminary classmate, who is a high capacity leader, throw up his arms and walk away from full time vocational ministry because his senior leadership crushed his will and purpose for ministry. The guy is a great leader and he’s heading into the secular marketplace.
Of my seminary classmates (I graduated in 2004) about half are done with full time vocational ministry. I wonder how much of that disenfranchisement is because of situations like those described above.
In my own life I’ve been the victim if a leadership change in the church where a new executive pastor moved out all of the staff below the age of 40 when he arrived. Is what it is and I moved on. I wish more of our churches would be agents for great things and leave the petty behind.
This is a fascinating topic. The article makes a bold, unqualified foray into the realm of ideas, challenging the dormant status quo. Scott Williams grabs a hold of the nerve of managerial incompetence re-exposing the essence of the saying that ‘people rise to their own level of incompetence’.
Unbelief is often part of the root of the actual squelching that Managers and Heads of Organizations exhibit towards those with “High Capacity”. It is a fundamental insecurity, first in their relationship to God, and the assurance of His Calling upon them, which then reacts in unloving ways toward those in their charge.
This may manifest its self as self-protection, jealousy, suspicion, or any other works of the flesh, where the “talented one” is stifled or shunned as a rabble rouser. Stories of ‘managerial stupor’ of this sort are legion, and in many circumstances have proved to be the undoing of said organization as well as the catalyst to many entrepreneurial ventures.
Yet the maxim that “Knowing a ‘trade’ (secular or faith based) is not the same as knowing the Business of that ‘trade’ – still applies.
As spot on as this article is, it omits reference to submission, self control, yielding to wisdom and waiting on God’s timing. American culture loves and glorifies the Maverick (of which I count myself as one). Freedom of constraints to think broadly often comes with a correlating freedom of real responsibility. It is too easy to ‘arm chair quarterback’ when one is unencumbered with all the duties, roles and responsibilities of actually Leading.
It often seems that the idea to “NOT Despise my youth!” is used as cover or license or an excuse to sanction foolishness. Discontent, unbiblical agitation and the lack of submission are hard lessons that the elder one has already learned. The younger one must face facts with the thought that perhaps their expressions of justifying their discontent is merely covering over their own pouting pride.
The necessity to love the Lord and to love our neighbor as our self governs all our actions, and works both ways. In the final analysis, each one must do that which the Lord would have them do; with bold confidence in God, and humility and suspicion of Self.
Ultimately, He “works all things after the counsel of His will.” and we learn submission and “obedience through suffering.”
Henry, Thank you for your excellent “balancing” points. That’s one of the issues with a blog–unless it is a blog mini-series, sometimes one side of an issue is highlighted to the neglect of another side. It’s also why comments on a blog can be so powerful and helpful–like yours. You are spot on in reminding us that “poor leadership” and “poor followership” are equally wrong and can be equally the result of sins of the heart. Thanks for sharing your wisdom. Bob
We sounded negative to you ? My concience is clear but that does not make me innocent. I have a meeting with one of our Pastors tomorrow and will attempt to resolve conflict in a biblical manner. Appreciated your input Henry and Bob. sincerely, the other Bob
Conflict resolved. Praise you, Lord Jesus !!
It works best when the Lord is in charge of His own church. Many of these problems are solved when we rely on God’s and not on our own understanding.