When he closed his prayer, Joe immediately spoke up, “What we want them (church congregation) to do, we must first lead by example. They must see, hear, and know that each one of us is already actively involved in building relationships with unchurched people. Training and equipping them is one thing, but practical demonstration is a whole new dimension.”

Leading by example is not a new concept. It has been around for centuries. It was certainly a major concept of Jesus’ ministry and His leadership. Before he asked His Disciples to conduct any type of ministry, Jesus, Himself had demonstrated it in front of His Disciples, usually more than once. Before He set them free to lead the New Testament Church, He spent 3 ½ years demonstrating before their very eyes, the leadership needed. His daily walk was an equipping exercise in leadership for His Disciples. Jesus is our Supreme model for leading by example.

In the church and in the corporate business world however, we oftentimes fall short. We may lead by example in certain areas of responsibility. But those portions that we are uncomfortable with or that we feel we do not have time for, are often dropped. And in most of those areas we do not realize that we are not leading as we should. We are in fact, leading in those areas. Though we are not leading appropriately. We are not leading as we should. The example we are demonstrating is certainly not what it should be.

What gets emphasized gets recognized, and what gets recognized gets emphasized. You can talk about what people should be doing until you are blue in the face (as the old saying goes), but if it is not recognizable in your life, others will not apply it in their lives. On the other hand, if some particular trait is evidenced in the way you live, it will be recognized because your actions continually emphasize what is important to you.

Leader, people must recognize in you what you expect of them. Pastor, if you want people to build relationships outside the church, with unchurched people, that trait needs to recognized in your life, as an ongoing trait lived out by you regularly. Bottom line, if we want others to do or act a particular way, we must be willing to get right down in the trenches (as muddy as they may be) with our team, our congregation, not pushing, but leading them by our own example, leading the change.

The first paragraph of this article was taken from chapter 12 of Turnaround Journey.

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

In chapter ten of Turnaround Journey, the leadership team at 4C’s church is discussing their “Driving Gauges,” what measurements they will use to gauge and track progress of objectives and goals for the remainder of the year. Here is what Greg, their coach has to say as they begin.

“Greg attempts to clarify his quest. “I agree with Pastor Tim that we all need accountability. I call it friendly accountability, and you all are the leaders, the ones to hold each other accountable. You are not going to beat each other up but encourage one another and work together. To do this I believe it is best for you to come up with two to three questions that you will each be willing to answer at any time along the journey. And as Pastor Tim suggested, answering them weekly is a good start.”

While many of us do not like the idea of being held accountable, God created within each of us this need for accountability. One reason we shy away from or despise accountability is the negative connotation it carries in today’s society. Being held accountable goes against our desire to be independent. However, building friendly accountability into our personal life and ministry (or any leadership team) can bring a whole new level of trust and accomplishment. Friendly accountability can also build healthy self-esteem and certainly encourages personal growth.

Friendly accountability is that which does not hold a threat over another person, but helps that person with encouragement to move forward, making progress toward his/her goals and responsibilities. Friendly accountability motivates a person toward the accomplishment of his/her objectives in a very positive and caring manner.

The team at 4C’s settles on two questions they will answer each week to the others on the team. Each of the questions have to do with their observation and execution of personal responsibilities the previous week which helped move the organization forward toward fulfilling its overarching objectives. Each person agrees these are to be used to encourage individuals and strengthen the team as a whole.

What are two questions you could implement in your routine, that someone could ask you anytime of the week to insure you are moving toward your personal or team objectives? Who are the friendly accountability partners in your life? What is your starting point for teaching and building in friendly accountability in your life, ministry, and business?

Click this link for a copy of Turnaround Journey

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

In chapter 8 of the book Turnaround Journey, the leadership team from 4C’s church is working to identify Destination Indicators for the next 7 months of their journey as a church. Let’s look in on their meeting.

As soon as Susan uncaps the marker, Andy begins, “We believe one of our destination indicators could be the excitement of people as they engage in ministry both serving and learning. Going back to the analogy of taking a trip, if along the way there is a really interesting landmark that you want to see, you are probably going to not only stop, but perhaps take some photos. Afterwards you will probably share with others what a great experience it was. On our journey as a church one of our indicators could be of how many people are excited about an event or ministry activity after the activity. What are they saying? If after VBS the only thing they’re talking about is how good the kool-aid was, then we are probably on the wrong road. However, if they are excited and talking about the Bible stories, the new families we reached, the new friends they met, the faces on the children, and the baptisms to come, then we know we are on the right road and heading in the right direction.”

Everyone’s gaze follows Greg’s as he turns to see what Susan has written on the board. ‘Excited Engagement Exclamation.’ Susan looks at the tablet giving everyone a few seconds to read it, then says, “How excited are they about what they did, and how are they talking about it; Excited Engagement Exclamation.” She recites the phrase as if to say, what else could it be?

To some the idea of using excited engagement exclamation as a destination indicator may seem odd and perhaps not a good measure. Let me suggest it may seem difficult to measure because we have not used measurements like this in the past. We are used to our traditional measuring sticks as attendance, and income. People talk about one of two things: that which they are excited about or that which they dislike.

While gauging people’s conversations may not be a destination indicator for every church, the team from 4Cs realizes great potential for accomplishing their Overarching Goal (OG).  When people are talking positively about results from an event or other happenings in the church body, it is a good indicator the team chose the right path for their journey. On the other hand, if there is negative talk, the team has decided to listen and be flexible in making necessary course changes.

It’s time we as church leaders began thinking outside the measurement box and leading our people to do the same.  As churches we need to look at what really matters in changing lives. Are we making a difference and what difference are we making? How is that difference transforming lives and reaching more people? Do not be afraid to think outside the box. Then ask yourself certain guided questions. Those questions should lead you to understand you are not settling for good when you can achieve greatness through the Holy Spirit.

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

With the New Year around the corner many churches, leaders, and organizations are considering how to be more effective. Planning for 2019 has already begun. There is a vast difference between planning and strategic planning that leads to implementation for effective ministry. Today, we plan a big event and consider it successful if no one was injured.

Strategic planning for effective implementation requires deliberate and calculated preparation, development, and scheduling. Most organizations have difficulty thinking outside their own experience, or what they heard worked for someone else. The second one, it worked for someone else so let’s try it, is dangerous and should be avoided.

One of my repetitive phrases is “Do not copy models, capture principles.” If you like what someone else did and their results, don’t copy their model. Find out the principle that made it a success. Then apply those principles to the unique giftings of your organization.

As for the first difficulty listed above; our personal experience is all that we have assurance of. If we have not experienced something, it is difficult to think in relative terms. This is why every organization, churches included, should consider bringing in an outsider, a coach. Someone trained and experienced in assisting organizations in discovering and developing its God-ordained path and giftings. Don’t fall for someone wanting only to sell their program or resources or without true life changing experience with like organizations.

A well trained, experienced coach will bring to the table what no program can. Read part of what one pastor, David Denton, discovered about bringing in the right type of coach. Yes, he is speaking of me. But what I want you to glean is, whether you ever call me or not, capture the underlying principle, the right path requires bringing in the right person.

“Every pastor has to work hard to be an effective leader.  Perhaps the most difficult aspect of leadership is charting a course for the future with confidence.  An effective vision is clear, concise, communicated frequently, and shared by those who are part of the leadership team.  It is the pastor’s responsibility to guide the staff to discover and implement that vision.

I was exposed to George’s ministry while preparing to be a coach for local churches and was impressed with his knowledge of effective communication.  In the Fall of 2016 I read George’s book Reaching the Summit and decided to invite George to meet with our staff for a weekend to help us plan for the new year.  He graciously agreed and I have not regretted the decision.  George did not give us a road map but equipped us to lead by asking all the right questions.  I particularly appreciated the fact that the whole process was bathed in prayer. 

The time we spent during those few days praying, talking, and thinking about the future were invaluable.  We developed a theme for the year “Take the Next Step” to challenge one another, our church, to be faithful Christ followers in every area of life.  It has been wonderful to hear the testimonies of our church members who are following Christ by faith. 

If you are in need of some coaching or some help in the area of leadership development I would strongly encourage you to give George a call.  You and your congregation will be glad you did. 

David Denton, Highland Baptist Church, New Iberia, LA

George Yates is an Organizational Health Strategist and coach, assisting churches, organizations, and individuals in pursuing God’s purpose for life. Click this link for a copy of Turnaround Journey

Several years ago, I wrote that I believe multiplication is God’s preferred math formula. Every living thing that God created, He created to grow and to reproduce (multiply). None of God’s living creations will grow indefinitely. But all are designed to reproduce themselves. These are natural growth tendencies of all things living. One more of the biotic – natural growth principles is Multiplication.

Multiplication: Interestingly, every definition I looked up of the word multiplication, used the word multiply in its definition. Now, I was always taught in school to never use a word in its own definition. So, let’s take another angle. Addition is adding to what is existing. Multiplication is reproducing at higher rates than simply adding. Every living organism that God created He created to reproduce (multiply).

Healthy organisms do not grow endlessly, but reproduce themselves. The church is a living organism therefore it should be considered a living, growing, reproducing creation of God Almighty. Classes reproduce classes, churches reproduce more churches, and a Christian reproduces more Christians. Successful leaders reproduce more leaders.

In everything you do, a basic question to ask each day is, “What am I doing today to reproduce – multiply – what I have and know, in other people?” If you are a teacher, are you reproducing or simply teaching facts? If you are a pastor, how are you reproducing multiple ministers? As a leader, how are you gifting others to produce successful leaders?

Whatever God has given you, He has given to you, not to hold and hoard, but to share to and build others. We are to pour into others what we have gained in knowledge and experience. Then we are to go further and assist others in becoming even greater than ourselves. This was even a practice of Jesus Christ. He said, The Father will do even greater things than these through you (George Yates translation).

Don’t teach to show how much you know. Teach to show how much more someone can grow. Teach them how to go out and find even more than you can give.

And while you’re at it, don’t just choose one person to pour into. That’s addition. God prefers multiplication. Resolve today to multiply yourself. Then go out and get started!

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

Often in the church and in business various groups may be working side by side, yet not working cooperatively. Working cooperatively can produce mutual benefits between the various groups. What is needed in the church (and business) world is symbiosis. Symbiosis is another of the biotic principles working in nature providing continual growth and reproduction in all things living.

Symbiosis is defined as the interaction between two different organisms living in close physical association, typically to the advantage of both.

Two recent college graduates sharing an apartment as they enter the permanent workforce is a model of symbiosis. They are sharing the expenses of living on your own with mutual benefits of affordability.

Many churches have differing ministries expending energy in similar directions. When these ministries join forces sharing resources and energy, greater benefits will be realized by not only the different ministries involved, but also the entire church or organization.

One area where symbiosis is identifiable in churches is the Sunday morning Bible study hour. A church that offers Bible study classes for all age groups at the same time is practicing symbiosis. It becomes mutually beneficial for families who participate as parents have a place to take their children without hiring outside help. Workers are already there as all members of their family are actively involved throughout the campus. Classroom, parking, and other needed space is all at the same location mutually benefiting the organization, families, and individuals.

Unfortunately, aside from Sunday mornings, symbiosis in the church is often strange and foreign. When ministry groups work without symbiosis to other ministry groups, silos are formed. Each one planning and doing its own thing without consideration of how they might share resources and energy from/with other groups within the church or organization. Silos in any organization eat up finances, time, people’s energy, and other resources with less effectiveness than groups working in symbiotic relationships.

Different ministries can cultivate cooperative relationships, so the mutual benefit is greater than operating separately. Symbiotic relationships between individuals, and ministry organizations will always produce greater, more effective Great Commission results.

How will you equip and encourage symbiosis throughout your church or organization?

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

There are biotic principles working around you and me every day of our lives. Biotic refers to actions caused by living organisms. Biotic principles are the underlying causes which produce ongoing operative life. That may sound a little complicated. So lets break it down.

Every living thing that God has created, person, animal, plant, has been created to grow and reproduce. Even the smallest blade of grass. These biotic principles are constantly working behind the scenes to produce this on-going growth and reproduction.

One of the biotic principles of natural growth is Energy Transformation. This is the redirecting of energy to help fulfill your objective. Some of the Martial Arts use this principle. Martial Arts students are taught to use your opponent’s energy for your benefit, and against him. When a would-be assailant lunges at you intending bodily harm, students are taught how to use the assailants lunging energy to disarm or literally throw the assailant to the ground. Learning these self-defense techniques allows a smaller person to disarm and defeat a much taller, stronger assailant. You are using the existing energy of another source to accomplish your objective.

Flowering plants, fruits and vegetables need pollination between like plants. They are pollinated in nature by using the energy already expended by bees, birds, and insects. As these bees, and others feed on the nectar from the blossoms of differing plants, the pollens are transferred from one plant to another. This is energy transformation.

In the church today (or any organization) learning the art of energy transformation will always be beneficial. Where are we expending energy, resources, time, talent today that is not moving us as desired toward our objective, fulfilling The Great Commission?

With the employment of a little energy transformation the power being expended on events, VBS, and many other actions in the church, momentum will move to true fulfilling of The Great Commission. Momentum or energy already flowing, whether positive or negative, can be redirected to accomplish God’s purposes.

How will you lead your ministry team to use energy transformation to be a more effective arm of God’s kingdom expansion?

For more information on Energy Transformation or the other five biotic principles contact George Yates and read Christian Schwarz’ Natural Church Growth.

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

Bill and Sharon decided to take the family on a vacation in Claifornia. Together, they talked about Yosemite National Park, San Francisco, and San Diego. Each one is a great place to vacation. However, each one has its own climate base. San Diego is far different in weather than San Francisco or Yosemite. Bill was ready for a more rugged outdoors vacation. While his wife, Sharon, thought a family vacation to one of the touristy cities of the west coast would be more memorable.

If Bill and Sharon set out preparing and packing for his/her own destination, someone would not be prepared suitably for the weather or the environment. One’s vacation dreams would be shattered. This will only lead to frustration and disappointment. While we would not prepare for vacation with our family like this, this scenario certainly plays out in the workplace and in churches each year.

Whether planning for a family vacation or the next task in ministry (or business), a translucence of aim is necessary. By translucence of aim we are speaking of communicating the precise simplicity of your objective. Let’s break it down into three characteristics. The aim or objective is that which the leader desires his/her team to accomplish. What is it that we are driving for? Every aim should be clear, concise, and certain.

CLEAR – Your aim as an individual, family, or any organization (or team) must be clear. (Let’s use the term organization. You can replace it with family, team or other entity) When your aim or objective is not clearly understood by everyone involved, you’ll be as ill-prepared as Bill and Sharon’s vacation adventure. Most leaders believe they have a very clear aim and that every person in the organization “clearly” understands that aim. However, this is often not the case. When you have shared the aim with everyone multiple times – until you are tired of it, keep sharing it. Share it until the members of your organization are sharing it with you, voluntarily. This can help you avoid frustration and disappointment.

CONCISE – Every aim should be brief and to the point. You do not want your explanation of the organization’s aim to bore people to sleep. Keep it brief. You should be able to state your aim in one sentence – and not a run-on sentence either. Your aim sentence should be short enough that not only the leader, but every member can memorize it, without trying.

CERTAIN – Every aim should also be specific, certain. It must be specific enough that everyone in the organization is moving in the same direction. A train has many wheels. And every train making forward progress has every wheel on the right track and turning in the same direction. California is a big state. It is not certain or specific enough to say our aim is California. People will be packing the wrong bags, turning their wheel in the wrong direction, if even on the same track. The organizational aim should be so certain, that every person is not only on the same track but helping reach the objective by turning his/her own wheel in step with everyone else.

Translucence of Aim comes with being clear, concise, and certain. At any point of the journey, if asked by an outsider, any member should be able to clearly state the aim of your organization – as well as his/her part in fulfilling that aim. This is translucence of aim.

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

Susan, in her mind, is in a dead-end job. Working in the office of a small distribution company, there is no opportunity to move up. Though, that has never been part of Susan’s life plan. She’s been doing the same job for twelve years, sitting at the same desk, looking at the same paper forms hour after hour, day after day, year after year. The thrill of work has long since departed. Susan experiences no challenges at work, nothing new, including her view of a plain gray wall.

There are many people who serve in the same job for many years without feelings like those of Susan. Regardless of the time on the job, any person who does not feel like a success, not treated like a success, or not being offered opportunities for success (big or small), is headed for exposure to failure.   

People need successes in their lives. We all do. Challenges bring successes. New opportunities bring successes. Encouragement is one of the biggest (and cheapest) avenues a leader can travel to bring success to others.

“Nothing intimidates us more than constant exposure to failure. Nothing motivates us more than constant exposure to success.” John Maxwell, The Winning Attitude. When an employee/volunteer is motivated toward success, he/she will be a greater and effective producer for the organization. Each success is a motivator in the direction of more successes.

Leaders need to be intentional about encouraging success in others. Unfortunately, many leaders only push the non-motivator buttons of their charges (employees/volunteers). Each person has his/her specific motivators. Using the same organizational motivators over and over only shows that you, the leader, are only interested in the organization, not the people running the grass roots of your organization. This is true in the business world and it is just as true – maybe more so – in the church.

Church is a volunteer driven organization. Regardless of how much we think it shouldn’t be, the fact is people get involved where they can see themselves as being part of a success. Not organizational success, but some type of personal gratification from serving. People will serve out of their passion. Gratification comes from serving others in a role one passionate about. Help people find their passion and help them find a place to serve using that passion and you have enabled one of the greatest motivators possible.

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

In more than one of his books, Jim Collins writes of successful organizations having a Culture of Discipline. In Great By Choice, Collins remarks, “Discipline, in essence, is consistency in action. Discipline is not the same as regimentation…Discipline is not the same as hierarchical obedience or adherence to bureaucratic rules…” Giving great examples, Collins spends entire chapters in Good to Great, and Great By Choice, helping readers to understand discipline in an organization.

Discipline is not strictly following a set of rules or performing out of fear of the boss. True discipline in an organization requires independence at every level. True discipline requires an independence to avoid and steer away from those ideals and practices that would draw a person or organization into conformity with other worldviews. True organizational discipline requires individual self-discipline at every level of the organization.

Of course, this does not mean everyone has the total freedom to do his/her own thing. But if everyone is on the same page, with the same objective in mind, desiring the same outcome, then true discipline will always bring the desired result in a very effective and complementary system. Bureaucracy slows down effectiveness and production. Remove the bureaucracy and the positional leaders and you can create a culture of discipline in your organization that surpasses expectations.

With the right people in place, any organization will be filled with individuals who have the self-discipline to advance the progress of the organization. An organization with a true culture of discipline will grow more toward the discipline culture. Organizations that have adopted a culture of discipline, have even reported their “slackers” have stepped up or moved on to other organizations of their own accord.

Creating a culture of discipline is not easy, and it will take time. As with any major change in an organization, the desire to fall back into old cultures and habits is not only easy, but instinctive. It takes self-restraint and organizational restraint to remain in the culture of discipline. And the rewards are irreplaceable for years ahead.

Remember discipline is consistency in action. What freedoms can you create for your members or employees that will help you create a culture where everyone desires the same end result – a heart-felt desire for effective accomplishment of your mission?

Read more about creating a culture of discipline in Jim Collins books, Good to Great and Great by Choice or contact George Yates at SonC.A.R.E. Ministries.

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