I looked for years attempting to discover a job where you went in, had your orientation training, went to work and never had any further training. Not looking for myself, I was naive enough to believe there had to be some job, somewhere, in some field with these qualities. I was seeking help from people from all aspects of the corporate world and from volunteer organizations. There is not one – anywhere. With every job there are update trainings for safety, new paperwork, updated software, improved techniques, new products, and more. Continued training is part of every job.

Oddly enough, it is in the church where I find the strongest resistance to training. I have even heard people say things as, “I’ve been doing this for twenty years. I don’t need more training.” This type attitude saddens me and here’s why. All jobs in the corporate world deal with the temporal – temporary things of this life. In the church, we deal with the eternal. How much greater is our need for ongoing, updated training?

When your employees or volunteers attend training what is the follow up process. Both in the corporate world and the volunteer/church sectors every organization should build in some type of follow up for training. This is a great place for coaching leadership, whether hiring an outside coach or training all persons in supervisory positions in coaching leadership skills. Unfortunately, in many organizations the only follow up is found in one question, “How was it?” That’s it. Nothing else is seldom said to insure there is some progress being made in regard to information learned at the training.

Even leaders, CEOs, pastors and others should have some structure in place to debrief the material covered and a structured follow up configuration for the individual and the organization. If we are attending or sending personnel to training events without structured follow up to put the gained knowledge and resources into practice to move either the individual or organization forward, are we not wasting resources. After all, training should not be to add another notch in our attendance belt or to check one more conference off our list. Every training event attended should benefit the individual or organization for years ahead.

Training should enhance skillset development, leadership ability, organizational processes, communication, and any number of other forward moving attributes. If our learning is not improving our doing, then we must question whether our time, finances, and other resources are being used fruitfully.

Coaching to support learning is highly successful when implemented immediately following a training event and carried out over an appropriate period of months. In other words, the greatest benefits to the individual and organization is when follow up coaching is implemented for the next weeks and months. Each coaching session advancing the individual and organization forward.

With each coaching session the individuals of the organization more consistently apply the new material/approaches in their work and life. Coaching sessions should not be too closely scheduled nor should there be too much lag time between sessions. To begin follow up coaching, every two weeks should be adequate in most scenarios. Depending on the advancement these could later be moved to monthly until the new processes, new material is absorbed into the fabric of operations. Always end a coaching session with an action step to be implemented by the coachee(s) before the next scheduled session.

What is your first step to building a training follow up structure in your life and any organizations you are involved with?

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.

Pastor Shawn returned from a training conference convinced he had found what the church he pastored  needed to pull out of the ten year slump they were experiencing. He called a meeting with his leadership team for Sunday afternoon. Shawn entered the meeting charged up and excited about the new possibilities. His excitement dropped when he walked into the room to find less than half of the church leadership team present. “How could they not show up for such an all-important meeting,” he thought.

Not wanting his excited spirit to be totally crushed, he jumped right into his subject matter, “I’m so excited to tell you what I learned at the conference I attended this past week… I believe God showed me what we need to make the needed return in our church.” Within a couple of sentences, it was obvious. The face of every person in the room shared the same discontented expression as if to say, “Not again. We’ve been here before – over and over.”

The truth was they had been “here” before, every time Pastor Shawn returned from a conference. Shawn had attended a conference every four to six months, each time convinced he had the key to bringing new people in. Following each conference, he worked with his leadership team to begin developing a new structure for the members in the church to “change” their approach. The issue was each time Shawn returned from a conference he wanted to stop what they had been working on and begin developing some new plan. Not one new structure had been implemented before Pastor Shawn returned and stopped all progress to develop the latest, greatest he had heard about in his latest conference.

Within weeks of this latest endeavor, Pastor Shawn found himself out of the pastorate. Flexibility is one thing, but an unstable, unfocused mind is not a good leadership trait.

A lot of good can come out of conferences and other training events. I lead many myself, desiring to lead individuals, churches, and organizations to better fulfill God’s purpose for life. Yet, we all must use discernment about what is right for our church. And that which is right is that which God has gifted and impassioned the people of any given church to carry out. People will serve out of their passion and giftedness, not out of pie in the sky dreams that we’ve learned about at a conference.

One of my big principles to live by and teach is, “Don’t copy models, capture principles.” Instead of trying to copy what someone else is doing, find out what passions and giftings God has instilled in the members of your church. Every true born-again believer has been gifted and impassioned to serve God in particular areas. There are numerous surveys and assessments available to assist you in leading your people in this discovery. The second step then is to help people connect passion to ministry – serving God.

So impassioned am I about this that I will speak in an advisory role, to any pastor or church leadership team – at no cost to you – in this discovery and implementation process. Simply contact me or your denominational leaders for assistance. Begin today in your life and leading others in unearthing God’s purpose and desires for living the abundant life. What steps will take in this arena to becoming focused and stable for 2022?

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.

Trust is a key component to any relationship, church, business, or organization. Therefore, it should be understood that a leader’s ability to build trust is key to any organization. People will not stay at an organization where trust is absent or lacking. Fifty-nine percent of respondents to one study stated they had left at least one organization due to trust issues. Those negative numbers are growing.

A more recent study showed only seven percent of respondents trust their supervisors/organizations were looking out for the individual’s best interest. This could be one’s perspective of individual desires or it could be leaders placing organizations goals above employee safety, health, and welfare. Whatever the reason, a lack of trust is growing in volunteer as well as employment organizations.

One of the major reasons for lack of trust is always communication. Lack of healthy communication will always breed distrust. Where there is a lack of trust there will also be discontentment, low morale as well as high turnover. Untrustworthy leaders always rob an organization (church, business, team) of its best people.

You, like me, have likely served in an organization where people were put in positions of leadership without the needed skills to effectively lead a team to produce desired results. Usually when this happens and morale begins to wane, levels of bureaucracy are initiated. With each new level of bureaucracy more people exit the organization. Knowledge can be passed on, trust can be built, but without the development of skills on the part of leadership, the first two will fall flat for the organization.

What does trust building (and maintaining) require? As stated above, open honest communication is high on the list. Consistency in organizational structure and operations is perhaps a close second. Are operational procedures carried out equally across all levels of employment?

The story is told of IBM’s CEO walking from one building to another with a group of his executives being denied entrance because he did not have his security name badge. All the other executives had theirs, but the security person at the gate refused to let the unbadged man in. The executives immediately came to his defense, even sharing with the security guard, “He’s the CEO, he can fire you on the spot.”

It was the CEO that stopped their defense saying, “No, he’s right. That is the policy.” The entire arty of executives waited outside the gate until someone retrieved the CEO’s name badge from his office. The CEO commended the Security officer for doing his job well. This is building trust throughout all levels of an organization.

Trust is the foundation of all nourishing and wholesome relationships. At home, work and every team on which you serve, how well are you doing at building healthy trust within your circles of influence?

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.

There have been many men and women in my life that have mentored, inspired, encouraged, and guided me on the right track, and I am grateful to God for each one. Some I have written about as Irvin Schanie and Dick White along with Jerry Douglas, and others in my teen years. Throughout my adult life in ministry as Terry Herald, Barbara Wooden and her husband Gary, Jerry Atkins, and so many others who have poured into me over the years. And there have been many others, peers who have been used by God to sharpen me as iron sharpens iron. I could not begin to name all those God has used – the ones that I know of. I am grateful to God for each one.

As I sat pondering these men and women today, my thoughts turned to who is thankful for me this holiday season? Not in a prideful way, but whose life has God placed me in with the intention that I would pour into those men and women as I have been poured into. Have I been faithful in mentoring, inspiring, and encouraging others as God desires?

I truly believe and try to live with the concept that our greatest endeavor in life should be to do for others, to encourage and to pour into people all around us in all walks of life. I know my greatest satisfaction comes in Christ. Beyond that I know my greatest satisfaction comes in serving, pouring into other people. I often share that I write and accept speaking engagements because, “Whatever God has given me, He has given me not to hoard, but to give away.”

For those of you who after reading that last statement, are thinking to write and ask for money I’ll say as the Apostle Peter said to the lame beggar in Acts 3:6, “Silver and gold I do not have, but what I do have I give you:”

God has blessed each one of us with gifts, experiences, talents, abilities, and passions that he intends for us to pass on to others. We are not to force our opinions or “our way” of doing things on others. We are to generously and as a father or mother lovingly guides their children, we are to do for others and pour into them as each person needs.

We are to pour into others without expecting anything in return. This is where true satisfaction comes into our life. This is where you will find and fulfill your God-designed purpose. If you are not daily pouring into someone else without any intent of self-gain, you are missing the mark God has created you for.

This Thanksgiving season as I reflect on who God has placed in my life over the years since childhood, I am grateful for each one – even the ones He used that I did not even know about. Some of you reading this are included in that category. Likewise, not for my sake but for the fulfillment of God’s purpose, I pray that somewhere around the globe there are others who are grateful for God placing me in their lives. Who might be thanking God this week for the lessons He poured into their life through you?

Will you commit today to being intentional about pouring into others without expecting anything in return?

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.

I can’t say that I’ve ever met anyone who would leave on vacation without some planning. Do you know of anyone who would load the car, jump in and take off driving without some sense of where they wanted to go? Of course not. There has to be some planning before heading out. Even without a clear destination, the direction you’re heading will determine the type of clothing you pack. Likewise, you normally have some type of roadmap, be it paper or electronic, something to assist you in moving forward in the correct direction.

Have you ever read of a successful business that never had a business plan – a roadmap of where they were taking the business? No, success is like a vacation, a process and requires planning and preparation. In business as in a vacation, there has to be some planning before heading out. You need a roadmap with your beginning point and your intended destination.

Is it possible many churches today have disregarded their roadmap? Churches wandering through the course of life’s streets without understanding their current reality and without a plan to reach their destination are indeed wandering as lost strangers in an unknown city without any roadmap.

We must admit many churches are likely using a roadmap of memories. Have you ever revisited a place you first visited as a child, only to find everything has changed? You make a left turn because you remember the good times at a certain location, only to find nothing resembles your memory. Streets are not the same. Buildings are completely different. Nothing is as you remember it. Yet, you keep driving, looking for something that looks familiar.

This is truly what is happening in many churches today. As Lyle Schaller once wrote, “Congregations that are simply drifting in a goalless manner into the future do not find it useful to identify either their destination nor their beginning point called contemporary reality.”

Before you can head toward your destination, you must first understand your current reality. Where are you truly at right now? It is easy to point out the things as we envision them. However, like the traveler going back to a childhood scene, your current reality may not be as clear as you recall it. In Reaching the Summit, the book and the process, churches are asked to go through A Vigorous Face to Face Summit with Reality. This is a look at the true reality of the church’s present condition in connection with the Great Commission and other New Testament scriptures.

Every evangelical New Testament church should understand her destination is to fulfill the Great Commission. With that end in mind, we must strive to gain an understanding of our true current reality. After wrestling with gaining God’s perspective on our true current reality, a church can now begin mapping out a course of action – the trip you will be taking in fulfilling the Great Commission according to God’s plan. Each person connected to a church has a role to play and every person has an active part of God’s plan for his/her church.

What does your church’s roadmap look like? Are you active in helping your church reach its God-given destination? After reading this article, what should your prayer include?

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.

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, like eating a doughnut. 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 many tactics, 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. Now, all toothpastes leave a similar tingling taste.

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. Click here to receive this blog in your email inbox each Tuesday.

This article was first posted April 2019.

The team was at a standstill. Ted and Jo Ellen, two members of the team were ready to charge ahead with a decision that the other three members were not ready to make. Fred and Jonathon held a totally opposite position on the decision to be made. Sam, the remaining member just wasn’t sure. Sam could see both points of view, but was cautiously leery of leading the organization down either path.

Have you ever been in a situation like this? Perhaps your organization is at a pivotal point in its life. One decision would be risky and could turn out to be very costly to the organization, and not only financially. It could bring the organization to its knees, to the breaking point. The other option appears to have no risks. No changes required. It leads the organization down a seemingly safe, secure path. The major downside to this decision would be almost certain no growth, a status quo path which could lead to the organization’s demise.

These situations can be overwhelmingly difficult. Yet, there are three questions that can be used in any decision making circumstance, that if answered genuinely, will lead you to the right decision for you (or your organization) at the specific time needed. These same three questions can be used in your personal life, on a particular team you serve, or an entire large corporation or church of any size.

These three Questions that can be used in any decision making circumstance when asked in this order are;

1. If we (I) proceed with this decision, what is the absolute best outcome we can expect?
2. If we (I) proceed with his decision, what is the absolute worst outcome that could happen?
3. Are we (Am I) willing to (can we afford to) live with the outcome of number 2?

Question one asks for the absolute best outcome. The absolute best: We see phenomenal growth far exceeding our expectations. That is truly the best outcome for any organization.

Question two asks the antithesis of the first question. If we make this decision what is the absolute worst outcome? We go bankrupt and close the doors on the organization. (Not all decisions will bankrupt an organization, this is used here for demonstration purposes only)

Another analogy would be going on a diet. The best outcome, I lose weight, feel better and avoid certain diseases later in life. The worst outcome, continue to feel worn out, overweight, and sluggish.

Once these two questions are genuinely answered we must ask ourselves (whether it is a personal decision or a team/organizational decision) the third question. First, realize there is no need to ask if we can live with the results of the first question, because it is the absolute best outcome. Certainly, we can live with the best outcome.

Therefore, question number three is asked in regard to our answer to question two. Can we afford to and are we willing to live with the results to question number two? Are we willing to risk bankrupting the organization? Believe it or not there are times when the answer to this would be “Yes!”

Many individuals, churches, and other business organizations are fearful of asking question number three. Instead, they retreat and try to find another way out of this decision-making process. Usually to the demise of any real forward movement.

What decision needs to be made in your life (organization)? Are you willing to put these three to the test?

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.

Looking for a church home in their new community Bill and Jane turned into the parking lot of First Community church. Bill noticed immediately the worn shingles on the roof. Bill was no expert but he knew the church roof needed attention. Jane on the other hand thought to herself, “The hedges have not been recently trimmed, and those flower beds out front were once likely beautifully adorned with color.” As they neared the building Bill noticed the grass growing through all the cracks in the well-worn parking lot.

Not seeing any signs for which entrance to use, Bill assumed, “It must be over there, where most of the cars are parked.” Unfortunately, there were no parking spots in that area, so Bill drove around to a side lot with faded lines. Bill pulled into a spot beside two other cars assuming this must be the way the lines are supposed to run.

Jane unfastened the car seat and lifted Tracy, their youngest out and onto her left hip with purse and diaper bag on her right shoulder. Bill meanwhile lifted Jenny in his right arm and taking Tommy by the hand tucking his and Jane’s Bible under his arm and as a family they made the trek around the building and into the door they assumed to be the main entrance. Once inside, both Bill and Jane began looking for signage or any indication to where the nursery or the sanctuary were located. There was nothing to indicate either. After a couple minutes pondering, Bill turns to his right and says, “Come on we’ll find it or someone who can help us.”

Have Bill and Jane been to your church? We think our church is guest friendly, but is it? We believe so because we know where everything is. But newcomers do not. In too many of our churches we assume too much on behalf of people who have never been to our facility. We walk right past what I call concrete pigs, blemishes, broken tiles, bad outside appearances, without ever noticing them. They become obscure to church members, yet they are blaring sirens to newcomers.

Here are a few questions to critically ask as a church:

1, What is the first thing a first-time guest sees when turning into your church drive? (bad looking roof well-worn parking lot)

2, Is the curb appeal positive or lacking? (flower beds, shrubs)

3, Is there signage guiding guests to preferred parking areas for easy entry? (close parking for guests or families with young children, faded or no lines in the parking areas)

4, Once inside are there smiling, courteous, happy people looking to assist newcomers? (what about in the parking lot to help mothers of young children?)

5, Is there adequate signage to assist people in getting acclimated with the building, restrooms, preschool and children’s areas, worship center, fellowship hall, etc.?

6, Is someone assigned to guide newcomers to the various areas marking floor maps so parents can remember where to pick up their children after services?

7, What is the condition of the most used restrooms near the worship center?

I could probably write at least twenty more questions to ask as a church about being truly welcoming to guests. It only takes a newcomer three minutes to make up his/her mind about the true friendliness and consideration for new people of your church. What does the first three minutes on your property tell newcomers? What are you telling guests about your church the first three minutes they enter your facility? Will you take time this week and join others in your church to take an objective look around your church from the eyes of a newcomer?

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.

One weekend evening recently, I received a voice message on my cell phone. It was a good friend, Kevin, whom I have written about before. In His message Kevin slowly said, “Alright, so I’m sitting here at a campfire up in Indiana with…” he then proceeded to name the last names of couples I remembered from a church I served years ago. Afterwards Kevin said, “…But there is about thirty of us here with all of our kids and grandkids and I’m thinking all these people are here because you asked me to teach.” After a pause he continued, but with a dampness in his voice. He later told me that he intended to leave a longer message, but his emotions overwhelmed him.

What started as a class of five or six young married people when Kevin began teaching, launched into young couples living life together. It started nearly thirty years ago. Their children grew up together and now their grandkids are reaping the benefits. Once a year they go camping for a weekend. This was where Kevin called me from a few weeks ago. I have to admit I got a little emotional as well.

Using misguided barometers and practices inside our churches has sent many churches into the decline spiral over the past few decades. For years church leaders blamed the baby-boomer generation for this exodus from the church, yet it was much due to our very own practices. So how has this group of thirty plus people stayed close for so many years? What made the difference?

Let’s briefly assess the impact that the church’s misguided barometers of evidences of learning might have had on this exodus. It will also assist us in answering the question of the lack of return of some post-covid. If it is true that human nature wants and needs acceptance and relationships, why in the church are we losing ninety percent of our teenagers at the age of eighteen? Acceptance and relationships are encouraged through the church’s activities and the Bible teaches this through God’s love, right?

Something that God intended to happen through the local church must be missing. Stronger or more relevant relationships are being built outside the church especially in the lives of teenagers and young adults. Could it be that our misguided understanding of evidences of learning has played a part in this scenario?

When asked why they do not attend church or Bible study classes (Sunday School), many adults respond, “I have been there before.” Their report is, “It is boring.” It may be boring because they are not being taught in an environment of acceptance. Learning is exciting! If true learning is taking place, life change is happening, and learning is being evidenced in people’s lives. When this happens, people will return for more and they will be sharing their experiences with others.

This is what happened in this group of young adults that grew from a group of six to – I’m not sure if anyone knows the true number. As each one entered, he/she was genuinely accepted. Relationships grew organically and intentionally. Learning was exciting and lived out with one another. They longed to be together, they walked life’s journey together, they studied, prayed, laughed, and cried together. They grew spiritually together. Almost thirty years later, the evidences of learning are still projecting in their lives.

What will you do this week to increase the acceptance and relationship building for true evidences of learning and spiritual growth?

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.

One of the misguided barometers in the church today is, “We are giving them good doses of God’s word each week. Why they’re not learning, is their own fault.” The questions we need to be asking are, “Can they use what we are giving?” or “Are we really giving them anything practical that they can use in their walk with God?” Most of us would say yes, because that is our perspective.

If I give you a diet of only Miracle Grow plant food and that is all you take into your body, will you remain healthy? Will you grow? After all it is Miracle “Grow”. No, of course you will not remain healthy. God has created our physical bodies to grow and sustain on a steady diet. If we take the majority of those elements away from our diet, our body will begin to send up warning signals. If we continue to ignore our body, it will begin to shut down, little by little our health will deteriorate.

The same is true with our spiritual being. We need a healthy, steady diet to grow and sustain our spiritual being. Unfortunately, the steady diet many Christians are getting across North America is not the one God has prescribed. An old saying I remember hearing growing up in Kentucky regarding some preachers and speakers is “All the meat and no potatoes!” Basically, this meant the speaker had all the substance without any sustenance. Substance is necessary, but it does not produce any evidence of learning.

Evidence of learning cannot be found in the lives of many Christians because they are not receiving the sustenance which brings about life change. The greatest evidence of learning (spiritually speaking) is life change. Substance will never produce life change. It can produce great trivia buffs, yet that is not our objective. In many churches I’m afraid we’re serving up all the meat and no potatoes.

In the Christian realm, have we forgotten the need for balanced spiritual nutrition? We must use context for the depiction of God’s truth’s and principles. However, we must also have an earnest portion of application. Only application will bring about evidences of life change. We’re always looking for “spiritual maturity” in others. But, are we looking in the wrong places? One writer said we are using misguided barometers.

When looking for spiritual mature Christians we look at criteria as: Attendance, How many jobs in the church do they already have, tenure of membership, and do they attend Bible study. While each of these could be considered as descent criteria, not one of these demonstrates evidence of learning.

True evidence of learning is the outward manifestation of learned principles and truths. A modification of our beliefs (core values) brings about a behavioral change. Behavioral change is an evidence of true learning. It is an outward manifestation of an applied adjustment to our core values.

Jesus’ sermons and teaching consisted of more application than context, because people need to know how to put into practice God’s principles and truths. What will you change today in your delivery and conversational practices to enable people to a true learning experience that will manifest in their actions? When you hear an evidence of true learning confer recognition for it. Make it known publicly.

This is adapted from portions of chapter six, Evidences of Learning, Teaching That Bears Fruit. Guardian Publishing, George L. Yates

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.