“Oh no. here comes Barbara again. I wonder what’s wrong now. She’s a real pain in my side.” In his book people are never the problem, Robert Watts Jr. states, “Ignoring the real problem and treating people as though they are problems often causes them to strike out against their accusers…”

Personally, I like to say there are no problems, only opportunities. But for this article I will interchange the words issue and problem. When we treat the problem bearer (or issue bearer) as the problem, we set at least two catalysts into motion. 1) The problem bearer is put on the defensive. 2) The real issue is set aside causing it to grow.

I agree with the title of Watt’s book; People Are Never The Problem. People are never the issue. There are people who simply cannot recognize solutions to issues (problems) when those issues arise. And issues certainly will arise – in every area of life. Those people who keep coming to you with issues or problems, are not problem solvers. This is why they come to their supervisor or speak with others. He/she does not recognize opportunities, only issues.

When we see issues as problems, we only recognize the negative effects on the surrounding people and environment. On the other hand, when we recognize issues as opportunities, we accentuate the positive, which drives us to seek resolutions.

Wise counsel is to train people instead of bringing a “problem” to leadership, bring a possible solution. As leaders, we would much rather have someone bring a possible solution to an issue that we may or may not be aware of. Bearers of solutions get rewarded. Bearers of problems get shunned. It’s human nature.

To be effective leaders we must do our best to equip our people (employees, volunteers, followers) to reach his/her individual greatest potential. Part of this equipping is to avoid problems and see opportunities to improve self and the organization. What will you do this week to build the eyes of opportunity in your organization?

George Yates is an Organizational Health Strategist and coach, assisting churches, organizations, and individuals in pursuing God’s purpose for life.

As we shared previously, much of our daily actions are routine habits. Our days consist of a series of habits. Some leaders have been successful due to changing the habit loops of their constituents, employees, or customers. It does not require an in-depth study to see how political parties have used the habit loop in swaying the thought process and habits of voters. (This, in my opinion is not a good use of changing the habit loop.)

On the other hand, Tony Dungy changed the processes of coaching football with his concept of building a team of habit driven players. Dungy, over time changed the habit loops of his teams players causing them to rely on habit, not thinking – which in football often leads to overthinking and missed opportunities. His coaching practices were unusual to the game of football at the time.

Knowing that habits are difficult to break, coach Dungy realized the need to introduce new routines into the habit loop of players. Over time the new routines began to take hold. His players were beginning to implement the new routines without thinking. His teams began winning – not one team, but two NFL franchise teams.

The habit loop consists of a cue, a time, place, or preceding action that triggers the brain to enter an automatic response. Passing through the kitchen you see a plate of brownies, your brain decides you want a brownie. The cue is seeing the plate of brownies.

The second part of the loop is your response or routine. You love brownies, so your routine is to pick up a brownie as you pass by. It is an automatic response. You don’t take time to contemplate it. Your routine is to eat a brownie.

Then comes the third part of the habit loop; the reward. The reward is simply that. It is the satisfying emotional compensation you get from the taste of the brownie. The reward is a positive stimulus the brain receives following the routine of the habit loop.

Because the satisfying reward was sent to the brain as a positive stimulus, the next time you see a plate of brownies you will desire a repeat of the same routine – because your brain desires that positive stimulus.

Dungy’s teams focused on only a few plays instead of the traditional 200-400 plays most teams used. Instead, his teams were focused on habits. The way an opposing player lined up across the line of scrimmage, gave a cue for Dungy’s players. When his players reaction followed the practiced routine, each player and the team was successful.

In the organizational world (business or church) to become more effective, ascertain and observe the reward in your members/employees. Then identify the current routine which brings about that reward. Next brainstorm with key leaders different possible routines which could bring a similar reward- positive satisfying stimulus to the brains of members/employees. You might need to experiment, try two to three different routines, to find the one that brings the desired reward.

The cue may remain the same. Finding the right routine will lead to the path of higher productivity and effectiveness. Happy Habit Hunting! And enjoy the brownies.

George Yates is an Organizational Health Strategist and coach, assisting churches, organizations, and individuals in pursuing God’s purpose for life

What is the habit loop? A habit consists of three parts; a cue, a routine action, and a reward. According to Charles Duhigg in The Power of Habit, the cue is a trigger that tells the brain to go into automatic mode following a learned routine. The routine is a physical, mental, or emotional behavior that follows the cue. The reward is a recurring positive stimulus that tells the brain this routine is good and to be remembered. The next time the cue is introduced, you will follow the same routine desiring a similar reward.

In the first decade and a half of the 20^th century good dental hygiene in America was almost non-existent. It is said the greatest detriment of our military in World War I was not the enemy but tooth decay and oral infections. In fact, the federal government declared the deficient state of dental hygiene to be a national security risk.

This began to change when a persistent inventor & salesman convinced Claude Hopkins to invest his outstanding marketing skills behind a product called pepsodent, a paste for brushing teeth for better dental hygiene. Hopkins had been the mastermind behind Quaker Oats and other now famous products such as Goodyear.

Hopkins was perhaps genius at targeting the habit loop of Americans by finding a trigger or cue then introducing them to a new or different routine – using his product and delivering a positive reward. This reward would instruct the brain that this routine was something needed regularly. “Quaker Oatmeal would give 24 hours of energy – if you take a bowl every morning.” People ate it, they felt better, so this became a habit every morning. Sales for Quaker Oats skyrocketed.

His ads for pepsodent asked you to run your tongue across your teeth. “Feel that film? Pepsodent will clean that film and give you whiter teeth.” Other toothpaste manufacturers had tried this same ploy, to no avail. What made the difference? Pepsodent ingredients included a citric acid and other ingredients that left a tingling sensation in the mouth.

This sensation, still to this day, represents in our minds a fresh clean mouth and good dental hygiene. The difference was Hopkins keyed a trigger, rubbing the tongue along the teeth, and a reward at the end of the suggested routine. Other toothpastes left no reward. In less than ten years Americans rose from less than 7% brushing their teeth daily to over 65%. Pepsodent became the number one selling toothpaste for nearly forty years. That’s changing the habit loop.

If you want a more effective life or organization, change the habit loop. Most every action we do daily is based on habit. You do not think of your morning routine; you just do it. You do not look at a map to go to the grocery store, you get in your car and drive. Your day follows a regimen of habits. Why is it when you pass by a familiar bowl of candy that you side step and indulge in a piece or two? It is the habit loop.

Understanding how habits work helps you control certain areas of your life and can assist leaders in affecting the habit loops of their organization. (By the way, I know you brushed your tongue along your upper front teeth as you read that statement above)

George Yates is an Organizational Health Strategist and coach, assisting churches, organizations, and individuals in pursuing God’s purpose for life.

The pastor came to me with a concern. People were leaving his church – long term, stalwart members were leaving. I give him credit, at least he was concerned about this exodus. I speak with too many pastors who do not take a concerned attitude over people leaving. Be yours a church, manufacturer, corporate business, or retail establishment, people will leave for differing reasons. When you have a collective exodus, you have reason for concern.

In this particular case, it was later determined, these long-term, formerly stalwart, members were leaving in large part because they no longer felt as if their voices were being heard or appreciated. The pastor (and other leaders) discounted these members as not liking the changes taking place in the church. Occasionally I hear, “People don’t like change, especially in church.” I disagree with this statement. People change in every area of life. However, people do not like change forced on them.

In the church, it is important to lead change and not force change. Leading change means bringing people along, not forcing the square peg into a round hole. In leading change you compel people to want to come along. When people feel their voice isn’t being heard this is often a sign that leadership has not communicated well enough and is not leading the organization.

Serving in retail management, I was weekly looking at all upcoming ads for the next six months. Daily and weekly ½ page adds, weekly full-page ads, monthly and quarterly 15-20 page ads. Each week checking design, layout, proper photos, pricing, order cycles for each product, inventory, and more. By the time the ad came out I was sick of looking at it. Yet, I had to remember my sales people were seeing it for the first time.

When they asked questions about a particular ad, my first thoughts were, “we covered that months ago.” Then, I remembered, “No, I covered that months ago. This is brand new to them.” The same is true in the church. What seems old and well covered to the leaders, still needs great, simplified communication to the members of your organization. They have not yet wrestled with it, slept with it and thought through all the scenarios as you have.

When any person feels they are being pushed into change, there will be rebellion of some sort. This is true of every person, even the CEOs of the largest corporations. Change is something we must be led into, guided through, and invited to accept as our own.

Oftentimes we can avoid such losses when we take time as leaders to communicate and over-communicate. I have had resisters become champions of the cause, simply by taking a little extra time with them. Take time to over-communicate what is about to happen, why it is happening, and the benefits to come to everyone individually as well as the organization corporately.

George Yates is an Organizational Health Strategist and coach, assisting churches, organizations, and individuals in pursuing God’s purpose for life.

It would be hard for anyone to contradict that the culture around us is changing. In fact, God created us all as beings of constant change. Every living thing that God created, He built for continuous change. As leaders in our family, business, or ministry, things around us are changing and our leadership should also see changes. These changes should always be for self-improvement. Parenting looks different with preschoolers than teenagers. Regardless of where you lead, your leadership at year 30 should look different than year one.

At various times in your career, be it business or ministry, to be the leader you need to be, you must unlearn some behaviors, styles, or mannerisms. Some of these changes will come due to cultural changes. As a pastor, each church you lead will have a differing character and qualities. It is wise to understand that to be a great leader requires adapting your leadership to those you lead and not necessarily the opposite.

I’m not suggesting you unlearn everything about leadership. Rather, adapt your leadership qualities to the new culture around you. A grade school teacher who later becomes a high school principal, leads differently. The way she speaks to her students and charges will change. An inner-city pastor who moves to pastor a small church in a slower paced rural community, must adjust his leadership to the pace and culture. He must unlearn some of the pace-setting habits, and peculiarities of the inner-city.

Just as a leader of a small company moves to the CEO position of a large corporation, his/her leadership has grown and changed so is the leadership change of a pastor who began his ministry in a small church and later moves to pastor a large mega church. Both the CEO and pastor must unlearn some habits and relearn others to be better leaders of the larger organization. One of these is unlearning management and oversight and learning the art of proper delegation and release.

These are cultural diversities that require needed change and growth in leadership. Other reasons that will cause you as a leader to unlearn some leader traits will be habits you’ve adopted. Some may be bad habits. I’ve known of leaders with military backgrounds who later held positions in usually smaller organizations and only knew to bark orders like a drill sergeant. Morale was always low, and motivation was non-existent.

As our tenure in leadership progresses, so should our ability, including unlearning habits and character traits that bring unhealthy results to our organization and the people we lead. Unlearning for greater leading demonstrates growth in our leadership abilities. What can you do this week to improve your leadership abilities?

George Yates is an Organizational Health Strategist and coach, assisting churches, organizations, and individuals in pursuing God’s purpose for life.

“Were you that pastor?” Came the energetic inquiry from my colleague and fellow consulting/coach. We were sitting in a church Bible study classroom listening to the 76 years of age pastor of this small, declining church. At the time of our meeting the church was running about 12 in their Sunday morning service. This was never a huge or mega church. I’m not sure if they averaged 150 in worship for any length of time. But just a few short years ago they were running 45-55. That’s when this story took place that my colleague inquired of.

This pastor was wanting to motivate his congregation to think not of themselves, but of helping others. He prayed and planned his sermon for the week and as closing remarks he said I want us to compare our church to…and he named one of the largest churches in the region. (My numbers aren’t going to be exact, but they’re close)

The pastors shared, Last week X church had over 3,000 people in attendance. We had 45. Last week they’re offering was $148,000. Ours was a little over $300. (Get ready, his next statement was great) “I think we need to help that church out.” That’s right, he was suggesting this small church should help the mega church. The pastor even gave a suggestion as to how they were to help.

His suggestion was that this small church should give all their offering the next week to the big church. His congregation’s response. Well, at first, they thought it was a joke. When he assured them he was serious, some probably considered having their own pastor committed. But the next Sunday the church made an extra effort. That little church collected over $600 that week. What did they do with it? They sent every penny of it off to the mega church with a card signed by the members.

Why would the pastor of a small struggling church suggest to his members that the church give ALL of one week’s receipts to the largest church in the region? Certainly, there were many other struggling churches in the area who could use the money more than the mega church. Yes, there were. The pastor’s message was, “Don’t you want to be part of something much bigger than yourself?”

We all want to be something big. And God’s design is for us to desire to be part of something bigger than our self-worth. That small church has been a giving church ever since, giving offerings and extra monies to other churches, church plants, and ministries. $100 here, $300 there, another $200 to a struggling pastor – never wanting anything in return.

One challenge from a pastor, a life-long lesson learned for all his congregation. Not only did his congregation learn a life lesson. So did the mega church and their pastor. And the story has been shared far and wide since then for others to learn. I’m so glad that I was in the room to hear this 76 year’s of age pastor share of this one incident in his ministry. And my colleague, Daniel Wilson, well he was enthused to meet the pastor of the story he had heard several years ago. May God continue to bless this pastor and his ministry. What lesson will you take away from his story?

George Yates is an Organizational Health Strategist and coach, assisting churches, organizations, and individuals in pursuing God’s purpose for life

The interviewer on the street asked passersby, “How would you describe faith?” The responses varied little. “It’s what they teach you at church in religion class.” Or, “It’s what’s in the Bible.” And occasionally you’ll hear, “It’s what you believe.” All of these responses are vague and perhaps a little scary. Scary in the sense that they are vague and telling that most people, even if they were raised in church, cannot describe one of the most important virtues of Christianity or other belief systems.

In the western hemisphere, the word faith is mainly related to religion. When you ask people what they believe faith to be, you most often will hear statements about religion similar to those above. When you look up faith in the dictionary you read 1) complete trust or confidence in someone or something. or 2) strong belief in God or in the doctrines of a religion, based on spiritual apprehension rather than proof. The Holy Bible says, “Now faith is the substance of things hoped for, the evidence of things not seen.” (Hebrews 11:1 KJV)

I believe faith to be my trust in a Holy God who loves and cares for me to lead me into eternal life. While I cannot see around the next corner, I trust God who can see around the next ten corners. He knows my entire future and I trust Him to lead me through the blind and tough spots of the world to something better, though I do not know what they may be or what I will go through to get there. Faith truly is the substance of things hoped for, the evidence of things not seen!

Will you let faith…

…be your courage?

…be your strength?

…guide your decisions?

…be your guide?

…build you up?

…be your support?

…bring you peace?

…engulf your thoughts?

…shine to others?

…extend your circle of care?

…lead you out of your comfort?

…lead you out of routine?

Lead you away from your fears?

Once you can let faith conquer these areas of your life, you will not only lead a faith-filled life, you will experience a JOY filled existence as well.

George Yates is an Organizational Health Strategist and coach, assisting churches, organizations, and individuals in pursuing God’s purpose for life.

Mephibosheth was the grandson of Saul, the first King of Israel. His father was Saul’s son Jonathan. As grandson of the king, Mephibosheth was used to living in the palace, eating at the kings table. When he was only five years old, his father and grandfather were both killed in battle. David, an adversary of King Saul, but friend of his son Jonathan, would become the next king.

Crippled by a  fall

Mephibosheth was crippled by a fall while his maid (nanny) was running to escape an approaching army that she assumed would kill the child. Note, she was doing what seemed right, trying to save the life of a child. However, in doing so, she stumbled. Mephibosheth was crippled for life by the fall.

Likewise, we, mankind, have been crippled by a fall. Our fall was into sin. 1 Corinthians 15:22 says, “For as in Adam all die, so also in Christ shall all be made alive.” Because of the fall of Adam and Eve in the Garden of Eden, we all, all of Adam’s descendants, have been crippled from birth. Crippled to the dregs, the residues of sin. Because of this fall, Romans 3:23 tells us that All have sinned and fall short of the glory of God.

Living separated from the king

Mephibosheth’s maid carried him to Lo-debar, to live in hiding from the king. She feared for the young man’s life since David’s armies had defeated Saul’s armies and both the young boy’s father and grandfather, King Saul had been killed.

This too represents us. Without God, we are living in our own Lo-debar, our desolate place. We may feel that we are doing well. We have a family, home, good job, etc. But without God we are always searching for something more, that missing link. That missing link is to sit at the King’s table, to eat and fellowship with the King Himself.

Forgiveness and a call to the king’s table

David forgave Saul and all in his family that had attempted to bring harm to David. To show his forgiveness and that he harbored no hard feelings, he brought the last living family member of Saul (Mephibosheth) to eat at the kings table – “always” scripture says.

This was not just having someone over for one meal. David said Mephibosheth would dine at the kings table every meal as long as he lived! Perhaps David saved Mephibosheth’s life. In Lo-debar it is possible that there was little food to eat.

Our God, our King, provides for us a table from which to dine that goes far beyond filling our stomachs. God has forgiven and saved us to have continual fellowship with Him. To dine with Him forever. Greater than the greatest table ever set before you. And food is only the beginning of God’s table.

While this story depicts an allegory for God’s love to us, it also demonstrates our responsibility to those less fortunate than us. It is upon us to reach out and help provide for those in need.

The story of Mephibosheth can be found in the Holy Bible, 2 Samuel 4:4 and chapter 9:1-9

George Yates is an Organizational Health Strategist and coach, assisting churches, organizations, and individuals in pursuing God’s purpose for life.

In a recent post I wrote about using redirection of behaviors as a means to reach effective production. Redirecting behavior is almost always a greater way to get desired production and results. Wise leaders use redirecting when a person or team has not yet learned or is not practicing behaviors which produce desired results. Perhaps the opposite of redirection is reprimand. Though I believe reprimanding is by many leaders used too often and in a wrong and hurtful manner. Hurtful not only to the individual, but also to the organization.

The answer to the title question, “Is Reprimanding Useful?” is yes, when delivered appropriately. A reprimand comes as the result of a negative action. Though many negative actions can be corrected with a redirection of behavior instead of a reprimand. A redirection will produce greater results and effectiveness than a reprimand.

A reprimand should be used in situations which have resulted in safety negligence or acute resource loss. Ken Blanchard says, “Use reprimand only when an individual or team has already proven that they can do what you want done, but they are now falling short of it.” (Everyone’s a Coach, Harper Business, 1995) A reprimand is in order when the matter is motivational (lack of).

When issuing a reprimand, always point out the strengths of the individual. Example, “Robert, I’m telling you this because I know, and you know too, that you are capable of doing this (whatever Robert failed at).” Point out his/her positive attributes and contributions to the organization. Acknowledge that you’ve witnessed Robert accomplish the desired requirement in the past.

A reprimand should be used to correct behavior, it’s true. But reprimands should always be used to build up and motivate the individual to strive for improvement, refocusing and successful effective production.

George Yates is an Organizational Health Strategist and coach, assisting churches, organizations, and individuals in pursuing God’s purpose for life.

On a December evening myself and another coach met with a church that was in despair. We first met with the pastor who was discouraged and questioning whether or not he should remain as pastor of this failing church. It was revealed to us that this once thriving congregation now had maybe 15 in worship on Sunday mornings, including children. Even in the pastor’s short tenure, people were leaving. Things looked grim. Within two months the reserve funds would run out and income would not equal debts.

We met on this December evening and coached the congregation (about 10 in attendance) attempting to encourage them to explore the possibilities for the future and the blessings God had laid in their lap. We led them to discover their strengths as a congregation and to brainstorm the possibilities in front of them. Then we challenged them to enter into special times of prayer for the next four weeks. These prayer times would need to be different, deeper than normal.

Four weeks later we received a call from the pastor, reporting of what had been happening at the church. They had been meeting on Sunday evenings in someone’s house for special, concentrated times of prayer. God was moving. Their Sunday morning attendance in the most recent three weeks had risen to 45. That’s a 300 percent increase – tripled! He went on to share of several great things happening in the congregation. Rather than despair, the pastor had an air of excitement in his voice this time.

I recently received a photo of that church’s fellowship hall decorated for a Valentine’s banquet. The photo was full of people. The room was bustling with activity. What made the difference in only two short months?

These results were not because the other coach and I were superstars. We’re not. Well, I guess I should let the other coach speak for himself, but I’m no superstar. What we did was ask questions that guided the church to think in a different direction than they had been used to. The difference was made when the pastor and congregation got back to the spiritual roots of focused prayer and a new mindset. A new attitude toward God’s service.

Coaching as a leadership style is not about ambition, pride, personality, talent or giftedness. It is about believing in others enough to do what you can within your power to help that person perform at his/her best. Successful coaches instill in others, over time, the desire to always strive for improvement, even after their time with the coach has ended. Everyone of us is given coaching opportunities throughout our lives. What will you do this week to become an effective, people-building coach?

George Yates is an Organizational Health Strategist and coach, assisting churches, organizations, and individuals in pursuing God’s purpose for life.