In the decline of every organization, there comes a time when the organization realizes the methods, products, or systems of the past are not working and a staggering change is necessary, and the change needed to begin yesterday. The leadership in many organizations suddenly switches to survival mode. The ship is going down, and the first thought is to throw everything overboard that is weighting the ship down.

There may be extra, unneeded baggage on the ship, but first priority should go to determining the cause of the vessel’s sinking. The ship is possibly going down because there is a hole in the hull below the waterline. If so, no matter what you cast off the boat, the hole will continue to fill with water. In most scenarios, I see casting overboard the items of weight as three things: 1) A knee-jerk reaction 2) A waste of time and manpower that could be used to diagnose and begin repairing the cause of sinking 3) You may be casting off some of the very items you will need to make repairs to stop the sinking.

As in other businesses and organizations, the church is often guilty of looking for and focusing on symptoms instead of causes. We look for symptoms and think we can “fix” the problem by addressing the symptom. Shrinking attendance is a symptom, not a cause. Another example, a church that realizes it has wandered away from reaching out to the community may react by offering more classes on evangelism and addressing the need through other means, sermons, etc. While these may be helpful, without providing church members opportunities and practical applications to practice their ability and faith, little will change. The emphasis becomes more classes, not more outreach opportunities. The focus is on the existing members, not fulfilling our mission. We are only working to hide the pain of decline.

This phase also becomes the Grasping phase. As a church or similar organization sinks further in decline, they begin to grasp for that one silver bullet, that one great saving program or event, or style change. Sinking deeply enough, some churches will grasp for anything that might still float.

Many churches in phase four of decline believe they cannot afford the time to rebuild the church upon solid biblical principle-based labor for the Lord. For a few, at the end of phase four and entering phase five, this might be true, but most can be reversed. However, grasping for straws is not the answer. Jim Collins refers to this as “Grasping for a savior.” The church already has a savior. We do not need another one. What we need is to follow His commission to the church, The Great Commission.

We do not need to grasp for the latest and greatest technique or program. One principle to follow, “Don’t Copy Models, Capture principles”. Just because it sounds good and it worked for another church somewhere, does not mean it will work for you. Instead, determine what are the biblical principles that made it work for the other church and ask how God has gifted your church to use the principles- not the method. To dig out of phase four of decline, we do not need the newest methods. What is needed is to follow a methodical process that leads the church back to its first love and reaching people for Christ.

How will you begin praying for your church to reverse declining trends and become The Great Commission lighthouse for your community?

George Yates is an Organizational Health Strategist and coach, assisting churches, organizations, and individuals in pursuing God’s purpose for life. Click here to receive this blog in your email inbox each Tuesday.

All churches and other organizations will at some point experience decline. In Reaching the Summit I have identified five phases every church will encounter if corrections are not made. Denial of reality is phase three.

A church (or other organization) moves into phase three when the evidence of decline becomes obvious to those inside and outside the church. In this phase church leaders often enter a stage of denial. It is hard to ignore when church attendance drops from 300 to 200 or from 125 to 84. If Home Depot lost one third of its customer base, someone in leadership would take notice. In an organization such as Home Depot, action would be taken long before this size loss occurred. Yet in some churches the realization of the denial phase may not happen until the church has lost up to half their attendance.

Jim Collins states, “There is a tendency to discount or explain away negative data rather than presume that something is wrong with the company (organization).”[1] In the church this is all too common. Church leaders are busy. With weekly services, visiting the sick and grieved, ministry programs, committee meetings, sermon and teaching preparation, there is so much going on in the ministry of the church that it is hard to accept the data declaring decline.

One way we attempt to explain away the obvious data is to blame outside sources. It is much easier to pass the blame onto outside influences that we have no control over than it is to accept our role in the decline of the church. We need to accept responsibility for the ministry effort and the community to which God has called us. Great leaders shoulder the responsibility rather than pass the blame for decline in the church.

To reverse decline in your church requires strategic planning following an examination of the cold hard facts of where we have been, recent results, and needed changes. Reversing decline is not an overnight turn around, but it can be accomplished. The longer decline is allowed to continue, the deeper into the phases of decline a church will plunge.

Denial – turning a deaf ear or a blind eye to the severity of reality will not bring about the needed change for reversing decline. We must engage in a vigorous face to face summit with reality and continually refine the path to achieving the purpose of our church, fulfilling the Great Commission.

You and your church will be much better off bringing in an experienced coach and consultant to assist you with the assessment of your ministry (Vigorous face to face summit with reality[2]). An experienced outsider trained and equipped in asking the right questions will bring the objective perspective of reality to the table. Without this perspective, you have far less of a chance to succeed in reversing the decline in your church. God has not given any one person all the answers or all the gifts needed to turn a church around. But your church leadership together with a trained, experienced coach from outside your church can realize the severity of the situation and God’s new direction can be found.

It is time to move from denial of what is happening and passing the blame, to accepting responsibility and conducting a Vigorous Face to Face Summit with Reality before your church drops further into the phases of decline.

George Yates is an Organizational Health Strategist and coach, assisting churches, organizations, and individuals in pursuing God’s purpose for life. Click here to receive this blog in your email inbox each Tuesday.

[1] How The Mighty Fall, pg. 81

[2] Reaching the Summit, chapter 7

We don’t have enough Leaders!

A church may enter phase 2 of decline when the decline in attendance and/or membership reaches a point where replacing capable leadership becomes difficult, ministries and programs begin to be compromised or condensed.

When a church begins to lose some of its key leaders, what often happens is the remaining current leaders take on extra responsibility. As the church continues to decline and more leaders exit the church, some of these same leaders will take on yet another position of responsibility. And the cycle continues. It is not uncommon to see five to eight people in a smaller declining church (150 or less members) each carry five to seven areas of responsibility, sometimes more.

One church I worked with faced this dilemma. This church was averaging about 125 in worship on Sunday morning. A few people in the church were carrying the major load of responsibilities for church administration and ministry. One woman served in no less than ten positions of leadership that I can remember. Her husband was almost as busy at the church serving in about seven positions of responsibility in the church.

This couple was not trying to take over the church. Rather, they had such a passion for the church that when a leadership position was open, if no one stepped up to fill it, these were two of about five people who would step in and undertake the responsibility. God bless people like this who are willing servants with a passion. However, too often this leads to burn out and the loss of even these willing leaders.

As I worked with the church, I realized two missed opportunities. My first assumption was this church had done very little if any leadership development in the previous ten years, which church members affirmed to be true when I inquired. Without building potential leaders and opening up leadership responsibilities, potential leaders will leave your church. Thus began part of the church’s decline. Contrary to some belief, people do want expectations.

Any person’s satisfaction comes from serving and leading. Churches need an open door to leadership development and a strategic process for recruiting, and developing new and future leaders. Unfortunately, many churches simply recruit to fill an open slot with any warm body.

The second missed opportunity I recognized in this church was when things were going good those who were in leadership positions remained in the positions until relocation due to retirement, or death. There was nothing in place to train new leaders or give younger and newer members an opportunity to move into leadership positions. This was not a blatant closed-door policy of the church. It was simply an oversight.

Several years earlier, things were going okay for the church. Positions were filled, the programs and ministry were being carried out. Herein often lies the signs of phase one of decline, which the church had not realized. One good stop guard for this scenario is to have a policy for every leader to be apprenticing a potential leader.

Does your church have a strategic plan for recruiting and apprenticing leaders? Is that process active? Are current leaders required to apprentice and bring along other potential leaders? All leader training should include a spiritual growth aspect as well as the academic performance.

What is your personal first step in assisting your church in becoming a spiritual leader developing congregation?

George Yates is an Organizational Health Strategist and coach, assisting churches, organizations, and individuals in pursuing God’s purpose for life. Click here to receive this blog in your email inbox each Tuesday.

Common practice for most personality types is to sit back and let things turnaround, while we do the same things we’ve been doing. If you keep doing what you’ve been doing, you will continue to get similar results. In fact, if your life, your church, or other organization is in decline, you are receiving less and less results each year and by continuing on the same path, you will see less results this year, even less next year, and less each ensuing year until you or the church (organization) has worked itself into a hole that you cannot climb out of.

When the reality of your situation is realized, it is important that you identify with the necessity of the situation. If a correction is to be made, you or church leaders first will need to identify with the necessity of the situation. Identifying the situation is not where the struggle begins. Identifying the situation should bring an uncomfortable and unsettling of our mind, heart, and soul. But the battle to turn around begins only when we identify with the necessity of the situation.

Realizing and stating, “Our church has lost thirty percent of our attending members in the last five years.” is identifying the situation. Identifying with the necessity of the situation will burden your heart, mind, and soul, driving you to your knees in prayer for repentance and redemption from your current situation. This remorseful spirit comes not from an emergency rescue effort to save your life, job or even your church. It will be as a result of a broken spirit upon realizing the neglect of appropriate elements and action to reach the community for Christ and carrying out the Great Commission.

The same is true with your personal life. Identifying the situation of your life does not bring about the needed and desired turnaround. Identifying with the necessity of your situation should drive you to change course in your turnaround journey.

The biblical book of Nehemiah renders a great study on Identifying with the needs of a detrimental situation. Nehemiah identified with the needs of the city Jerusalem. He felt compassion for the people living there, for the rich heritage of the city and for the God he and his forefathers served.

In life we more often identify the perceived needs of a certain area or ministry than we truly identify with the necessity of a situation. Nehemiah had never lived in or even visited Jerusalem. Yet, he identified with the necessity of the situation so much that he put his own life at risk to help lead the turnaround.

Nehemiah was about to take on a daunting task that was far beyond anything he had ever been part of. But he would accept the challenge without question because he was following the direction of God almighty. When you and I follow God as did Nehemiah, we do not see a challenge before us. We see our next act of obedient service to God. And God will provide and deliver.

The need is not about what has happened or about rebuilding the Past. The need is about finding your place and purpose in moving God’s kingdom work forward. Nehemiah says, “I sat down and wept. I mourned for a number of days, fasting and praying before the God of heaven.” Nehemiah set everything else aside and contemplated the matter. He fasted –went without food, and he prayed.

It has been said that one will never rebuild until he or she comes to the point of weeping over the ruins. When was the last time you wept over the current situation of your life, your church, or this nation?

George Yates is an Organizational Health Strategist and coach, assisting churches, organizations, and individuals in pursuing God’s purpose for life. Click here to receive this blog in your email inbox each Tuesday.

Do churches (or other organizations) have character traits?

Much like behavior patterns, organizations as well as individuals have character traits and the organization will in many cases take on the character traits of certain leaders within the organization. The difference between character traits and behavior patterns is the character traits taken on by the organization may not be of “the official leader.” In the church, the character traits may not be of the senior pastor. In smaller churches for example, the character traits may be similar to those of a certain family or two in the church. In this situation, members of a particular family (or two) have had key decision making leadership roles in the church for a number of years and most other members have resigned to some of the family character traits becoming the church’s as well.

Example: If an influential leading family in the church has a disposition toward the education level of a pastor, the church will accept and adopt this disposition. I have witnessed this on both ends of the education spectrum: One church would not consider a pastor without a doctorate degree while another church believed that a pastor with a doctorate degree wasn’t spiritual enough to lead their congregation. In both cases I could see where this line of thinking came from– one influential member or family.

Another church for years allowed (I’ll call her) Linda to make decisions concerning the community. Her decisions were always negative toward the community. Throughout the community the church became known as “Linda’s church” and that was not a good reference. It meant stay away from that church. The church for a couple decades had faded into the background of Linda’s character traits.

I’ve been in churches where people would not make a decision or vote in a business meeting until they heard what “Dave” had to say. The Dave (or Diane) in your church may be a spiritual person, Sunday School teacher who reads the Bible through every year. Yet, that does not make Dave/Diane the expert on all subjects nor the person whom we follow in all situations, sometimes blindly. We are to follow God’s word. Our commission, The Great Commission came from Christ, not Dave. It is the gospel according to Christ, not Dave.

God has placed great spiritual leaders within our churches, yet He expects us to turn to Him and His word so that He can grow and stretch us as we make decisions, follow our leaders, and progress in our spiritual walk. Do not abandon your leaders, but always turn to God’s word and His Holy Spirit for his confirmation, not leaning on your own understanding. There is not one person alive on this earth who makes the right decision 100% of the time. God created us to be dependent on Him and interdependent on one another. God always has the higher seat.

Working with some churches I have discovered the person(s) who set the character traits for the church was no longer alive, but the trait lives on in the church and for years has had detrimental effects on the health of the church. Not all character traits are bad, but we must be careful when our character traits run the risk of dismissing or replacing the work of the Holy Spirit within our personal lives and the church.

Character traits are part of your personality affecting your behavior, expressing who you are as a person. As a church, character traits are those parts of your church body that cause you to act (or vote) in certain familiar ways. Waiting to see how someone else acts or reacts is borrowing their character, not utilizing your own God-given and desired traits.

What two actions are you willing to take to begin evaluating your own and your church’s character traits?

George Yates is an Organizational Health Strategist and coach, assisting churches, organizations, and individuals in pursuing God’s purpose for life. Click here to receive this blog in your email inbox each Tuesday.

“Is this a trend?” asked the new Pastor. Then he continued, “I’ll be out to supper with my wife and a church member will come up to me and say, ‘Pastor, I want to introduce you to Bill and Jane. They used to be members of our church.’ Then I’ll be visiting someone in the hospital and the patient will say, ‘Pastor this is Judy. She used to be a member of our church.’ Everywhere I go church members are introducing me to people who used to be members of our church. Is this a trend?”

He posed the question to me, but I turned it right back to all the members of the revitalization team sitting around the table. “What do you all think? Could this be a trend in the church?” Within a few minutes they had indeed identified a trend that had been ongoing for twenty years. It seems that over the years each time the church had to say good-bye to a staff member, they lost several families.

What the team did not know, and the pastor had confided in me, is that the church was about to lose another staff member. Had that conversation not come up in the team meeting, it would have breezed by everyone including me. But now that I did know, I was able to work with the pastor and the church lost only the staff member, his wife and son and one other couple. This was a victory for the church.

Eight months later I received a call from this pastor. He was about to lose another staff member. I worked with him on this one and the church lost only the staff member and her husband. Total victory. A trend had been identified and a course correction had been set.

Churches and other organizations of people can develop trends in a very short term and can carry them for many years. Unhealthy trends are not easy to overcome, but they can be broken and healthier trends can be instituted to guard against falling backward into old trends.

Your church has trends. Some trends may be healthy. Most are unhealthy in moving the church forward to reaching its God-given goal of fulfilling the Great Commission. What will it take to rightly identify and correct the course of these trends? It takes willing hearts and steel-toed shoes.

Actually, the shoes may not be required, but an open, honest assessment to identify trends is needed. In the story above had the pastor’s heart not been disturbed of so many people – friends of members – who were now former members of the church, no one would have considered a conversation to connect the dots of former members and past staff. Don’t be afraid, start the conversations. Trends cannot be corrected if they are not first identified.

It is important when looking at the trends of an organization to attempt to unveil any subdued or hidden causes or reasons. When similar actions are taken on numerous occasions, a trend is being cultivated.

The important part is to unearth the reasons for trends in the organization. Many church members and leaders are actively involved in the trends of the organization and may not realize the reason for the trend. The detriment of the trend may not be realized by the church – until irreplaceable damage is made.

There is also a Ministry Evaluation that can be used to identify ministry trends in your church. You can download this Ministry Evaluation at soncare.net or alsbom.org/churchhealth .

George Yates is an Organizational Health Strategist and coach, assisting churches, organizations, and individuals in pursuing God’s purpose for life. Click here to receive this blog in your email inbox each Tuesday.

Prior to the pandemic of 2020 more than eighty percent of churches in North America were plateaued or declining. Since then less than one percent are running similar attendance numbers as prior to 2020. It is a worthy concept for every church to assess the reality of her current situation. While attendance is not a tell-all, it can be used as an indicator of health issues within the body.

One of the major areas to begin assessing the reality of your situation is to take a vigorous look at the truth. Most people do not like confrontation. However, confronting is a good term to use because to reverse decline, you must be willing to meet head on the things that may be detrimental and causing decline in your church. A vigorous look at all the truth of the reality of your ministry situation will be essential in reversing or avoiding decline.

I use the term A Vigorous Face to Face Summit with Reality, speaking of a completely open and honest assessment – a vigorous face to face meeting with reality at the results of an intense investigation of who we are and how we arrived where we are today. For this reason, it is my belief that a church cannot conduct this assessment without the assistance of an objective experienced and qualified person from outside the church. If you are serious about turning your church around or even avoiding decline, you should seek a church consultant and coach with experience in assisting churches in growth and reversing declining trends.

You want someone guiding your turn around team who does not have the biases that you and your church members have, yet someone with a passion to see the church thrive in building God’s kingdom. This experienced outsider can bring a perspective that no one in your church can. He/she can aid in approaching difficult topics as well as obstacles unseen by staff and members. In the Reaching the Summit process and book we lead the church in looking at not only historical data, but also at behavior patterns, trends, and character traits found in the church. Some may be good and built upon. Others may be detrimental to the church’s health and kingdom growth.

We also assist the church and members within the church in determining the church’s true core values. Searching the internet and copying someone’s core values does not make them yours. Every action you make and every word you speak are outward manifestations of your core values – as an individual and as a church.

One would believe that an essential core value of a New Testament church would be evangelism. After all this is the theme of the New Testament. Yet, I have contended for several years that evangelism is no longer a core value of most “New Testament” churches in North America. If it were a true core value, would we have eighty plus percent of our churches in decline? No, we would not. Those are opposite ends of the spectrum – leading people into a personal relationship with Christ, and declining attendance and spirituality.

How will you begin today, praying for and assisting your church in a self-assessment and discovering the church’s true core values?

For more on assessing your church and discovering your true core values contact George Yates or your state convention office.

George Yates is an Organizational Health Strategist and coach, assisting churches, organizations, and individuals in pursuing God’s purpose for life. Click here to receive this blog in your email inbox each Tuesday.

When I moved to Georgia, I first stayed for about 4 weeks with John and Mary Rakestraw. They became good close friends during my time in Georgia. Outside of church John and I golfed and did many things together. One evening we were in a grocery store together and I took note of something I had observed in John very frequently. As we walked up to the register, John called the cashier by her first name.

John had lived many years in this part of Cobb County. Yet, I was thinking, “How could he know so many people by their first name?” Everywhere we went, John always called whoever was waiting on us by their first name. There is no way he could know that many people by name – and remember them all.

My curiosity got the best of me. On the way to the truck, I asked John how he knew so many people and a learning conversation ensued. It turns out I was right. He did not know all of those people. His secret was no secret at all. As he approached the register that night and always John automatically looked for the cashier’s name badge. If she wasn’t wearing one he immediately looked at her register screen, where her name was often displayed.

John had trained himself to look first not at the line of people or groceries on the conveyor belt. John’s mind went immediately seeking to know the name of the person who would be waiting on him. Not only at the checkout counter, at restaurants, auto parts stores, golf courses, everywhere John went, he wanted to call that person by name. John had developed a very beneficial behavior pattern.

Behavior patterns are just what the name implies. Pattern is the regular, repetitive form or order of someone or something. Behavior is the way in which we act or respond. Therefore, our behavioral pattern is the regular and repetitive way in which we act and respond to life’s situations. Every person uses a behavior pattern to answer a question, produce an outcome, organize a confusing experience, or minimize stress in his/her life.

Just as individuals have behavior patterns, organizations do as well. In most cases an organization will take on much of the behavior pattern of the leader setting the pace for the organization.\: i.e. in a church if the pastor is passive and non-confrontational, the church will likely reflect this behavior pattern as well. When you see a church that is actively involved in causes outside the church, you will likely find that is a behavior trait/pattern of the pastor.

Every organization has behavior patterns that both positively affect and some that negatively affect the organization and its mission. Identifying behavior patterns of an organization is tremendously helpful in determining strategy planning approaches. In the church it is essential to identify organizational behavior patterns. Some we may need to capitalize on, using these to accomplish our mission, The Great Commission. Conversely, behavior patterns with negative affects on our organization or our mission may need to be altered or eliminated.

Begin this week, seek input from others, observe for yourself, question practices of your church/organization. What behavior patterns can you identify. How can you improve your mission effectiveness by improving your behavior patterns?

Can you guess what the first thing I always do at a checkout line or in a restaurant?

George Yates is an Organizational Health Strategist and coach, assisting churches, organizations, and individuals in pursuing God’s purpose for life. Click here to receive this blog in your email inbox each Tuesday.

Working in retail management you see a lot of turn-over of employees. One organization I worked for was no different. In certain areas the turnover rate was higher than others. Our store however, had a lower turnover rate in those areas than other stores. People asked why? How could our store have higher retention rates than other stores within the organization sharing the same structure, policies, pay-scale, upline management, and corporate mandates?

I believe at least part of the answer resided in the management team. Not that we were better than other store management teams, but some of our team simply practiced better relational skills. Doug Josenhans and I worked in the same store together for six years. Doug was the Sales Manager and I the Operations Manager. We knew each other’s job so well we could do either one in our sleep. Yet, this was not the key to the organizational culture we developed within our store personnel.

I believe our main key to retention was relational skills. We built a Relational Organization culture. Yes, there were corporate regulations, policies, and mandates to follow. But where there was room for leniency, we gave it. Where there was a need for firmness, we issued it. When discipline needed to be doled out, we faced it. We worked to build relationships with the ninety plus employees at our store. We promoted from within. When we saw potential for advancement, we took the time to invest in an employee.

Continually watching for growth opportunities in our employees, we worked with each one and encouraged them to reach beyond themselves. Cross training between the different departments was as natural as clocking in and out for each shift. Every employee learned how to work different areas of the hardlines store, learning the product, how to use products, materials, and tools. Gaining knowledge and skill in the use of our merchandise for our customers and personal use was significant.

Not only the labor involved inside the store, we also showed personal interest in the lives of our employees. Not that we buddied around with them after hours on a regular basis. But we showed genuine interest in their families and personal struggles, hardships, and celebrations. Employees, younger and older came to us for life advice. I had people come to me for spiritual advice, biblical understanding, and prayer.

During that six years Doug and I had four different General Managers whom we served under. If the General Manager had a similar mindset as ours, and believed in relational culture of leadership, things were great, the store thrived and the manager was generally promoted to a larger volume store in a larger market. When the manager was looking to climb the corporate ladder or had low people skills, the morale of store employees and management dropped. Those managers were moved out fairly quickly.

Were Doug and I perfect? No, not even close. Were we great leaders? Probably not. Yet one thing we had was a drive for building a relational culture within the organization. And we liked to have fun too. Building a relational culture is more than personal relationships. It includes helping others grow toward his/her potential, providing opportunities for others to grow out of their job into another.

Creating a relational culture in a church, like other organizations, is critical to being effective and fruitful in fulfilling our mandate from God to fulfill the Great Commission. Building an effective culture within your church or organization is based on shared values, behaviors, policies and regulations (written and unwritten), vision, values, and assumptions.

What can you do this week to build a better organizational culture withing your organization/church?

George Yates is an Organizational Health Strategist and coach, assisting churches, organizations, and individuals in pursuing God’s purpose for life. Click here to receive this blog in your email inbox each Tuesday.

We celebrated Easter this past weekend. How did you spend the weekend? Was there eggs and candy in your weekend? Perhaps a church service with family? Did you enjoy a cookout, or perhaps a weekend getaway? We live in a blessed nation at a blessed time in history. We have more freedoms and more lucrative time and finances than most anytime in history. There is a plethora of things to do and places to go any weekend.

Of all the things you could have done and all the places you could have traveled, did you take time to thank the one who made it all possible? There is only one God, the God of all creation, the God who created you, who knit you together in your mother’s womb. This same God sent His only Son to die a very cruel death to pay the penalty for your sins and mine. Who would do that – sacrifice his only son for someone else?

But, His Son was divinely special. He did live in a human body. He did suffer the pain of a whip ripping his flesh thirty-nine times. Then He suffered a cruel death hanging, nailed to a wooden beam, hanging in he desert sun. After His death he was taken down from the cross and laid in a borrowed tomb. But, less than three days later that tomb was empty. Not because someone had taken the body, not because He really was not dead. No, Jesus Christ overcame death and the grave to complete God’s redemption plan for you and for me.

We are blessed even in the tough times of life. I trust that you have found that turning to God and Christ Jesus in the good and the tough times brings a joy that cannot be matched on this earth.

Three women got up early one morning to prepare the body for a proper burial of one they dearly loved. Before they left the house that morning they were on the darkest road of their life. The one person they had committed themselves to; the most dearly loved person in their lives had been tragically taken away from them.

But when their road was darkest, an angel showed up and resurrected their hopes. Today if your road seems long and dark, don’t get discouraged and don’t quit, the answer is found in scripture. God honors faithfulness. And He has Resurrection Power.

Death and the grave could not keep Jesus Christ, the Messiah. Jesus is alive and well with Resurrection power. He wants to share that power. He wants a relationship with you.

Today, we can have joy unspeakable because of what happened with Jesus on that Resurrection morning so long ago. Have you entered into that relationship with Him that He desires? Will you read the gospel of John in the New Testament and allow the God of the universe to speak to you?

George Yates is an Organizational Health Strategist and coach, assisting churches, organizations, and individuals in pursuing God’s purpose for life. Click here to receive this blog in your email inbox each Tuesday.