Dr Paul Allen

All pastors and other church leaders have their critics . No leader in the church can escape the sting of criticism. Indeed, dealing with critics is one of the great challenges pastors have in ministry. Though the pain of criticism cannot be removed, it can be handled constructively. One way to deal with the issue is to make every effort to understand the mindset of the critic. In doing so, church leaders can respond redemptively and pastorally. Take a look at these five types of critics. 1. The constructive critic . This person really wants what’s best for you and the church. He or she does not have a personal agenda or vendetta. Most have prayed about talking to you or writing you before confronting you. The best response is to listen, discern and, if necessary, make changes. The challenge is that it is often difficult to discern the voice of constructive words in the cacophony of other criticisms 2. The negligent critic. This person makes an offhand comment and does not think

Tony Morgan: When considering who should be on the senior leadership team, many times we try to answer the wrong questions. Sometimes we ask, “What positions should be represented on the team? ” In church world, we may think the “Pastor” or “ Director ” title or people with certain positions automatically qualify. That’s not always the case. Sometimes we ask, “Who has been around for the longest?” Tenure does not necessarily equate with the profile of the person you want serving on this team. In fact, I’d argue that if you’re stuck and fresh perspective is one of your needs, sometimes the newest person may be who should be on the team. It’s not about positional leadership or length of ministry. It’s not necessarily the people at the very top of your current organizational structure . However, once you identify the right people for your situation, you should build your structure around your senior leadership team. In other words, every person and every ministry needs to be c

Image via Wikipedia WHY DO LEADERS EXIST?  This is perhaps one of the most simple yet profound questions we can ask about leadership. But until we answer this foundational question, leadership tips and techniques won’t make much sense. My answer to the question is this:  LEADERS EXIST TO CREATE A SHIFT IN REALITY . SHIFT THE DRIFT  Without leaders, things drift along. Every stream has a current. Throw a twig or a piece of paper into the water, and it will drift with the flow. This is natural. It is simply the way things work. Organizations and churches are similar to streams. They too have a flow. That flow is the organization’s culture. When people enter into that culture, they usually move along with the current. It is called “the drift.” Do you want to know what the drift is in your organization? Ask, “What are people saying about [fill in the blank]?” For example, I used to have a colleague that no one respected. You could often hear his peers and subordinates say things like: ·  

Image via Wikipedia WHY DO LEADERS EXIST?  This is perhaps one of the most simple yet profound questions we can ask about leadership. But until we answer this foundational question, leadership tips and techniques won’t make much sense. My answer to the question is this:  LEADERS EXIST TO CREATE A SHIFT IN REALITY . SHIFT THE DRIFT  Without leaders, things drift along. Every stream has a current. Throw a twig or a piece of paper into the water, and it will drift with the flow. This is natural. It is simply the way things work. Organizations and churches are similar to streams. They too have a flow. That flow is the organization’s culture. When people enter into that culture, they usually move along with the current. It is called “the drift.” Do you want to know what the drift is in your organization? Ask, “What are people saying about [fill in the blank]?” For example, I used to have a colleague that no one respected. You could often hear his peers and subordinates say things like: ·  

Image via Wikipedia Marks of Transition What happens to a church as it goes through a leadership transition? There are a number of characteristics that emerge at points throughout the transitional process. These can vary greatly depending on the unique circumstances that have precipitated a leadership transtion. Here are some of the common marks of transition we observe at various stages of the transitional process: A sense of loss and need to grieve. Most churches feel a sense of loss when their Senior Pastor leaves. This is even common in churches where they wanted the pastor to move on. To a greater or lesser degree churches tend to take on the characteristics of their leaders. A familiarity, even predicatability takes place through the leader’s tenure, and when he or she leaves something changes. The familiar patterns, styles, stories, and particular focal points of a pastor’s ministry start to die. It is a fact that many people’s sense of history about their church

Image via Wikipedia "It seems today that the church and its leaders are experiencing a genuine and increasing attack by Satan . Why is this? It might be due to stress or burnout in the lives of pastors, or it could just be carelessness. Whatever it is, it is sin and it must be addressed. What we have found most often is that moral or ethical failure can be partially categorized in three phrases.      1. A lack of accountability and too much power.      2. Unresolved conflict at home.      3. Limited time spent along with God .   "Failure to address any one of these three challenges can lead to great sorrow and ministerial failure." Our greatest defense is intimacy with God and right relationships at home, at church and with our colleagues. A busy pastor must get adequate rest and encourage honest accountability from one or more of his fellow pastors. Ministry should be meaningful and filled with joy and thanksgiving. For many, these suggestions go unheeded. And ce

The word “movement” is often used to describe a kind of vital, dynamic human organization , in order to distinguish it from what are called “institutions.” Both of these words can have broader meanings, but for the sake of this discussion let us define them in the following ways. A movement is marked by an attractive, clear, unifying vision for the future together with a strong set of values or beliefs. The content of the vision must be compelling and clear so that others can grasp it readily. It must not be so esoteric or difficult that only a handful of people can articulate it. Instead, it must be something that all members of the movement can understand and pass along to others. By contrast, “institutionalized” organizations are held together by rules, regulations, and procedures, not by a shared vision. This unifying vision is so compelling that it takes pride of place. First, the vision leads to sacrificial commitment. Individuals put the vision ahead of their own interests and c

Andy Stanley wrapped up day one of the 2010 Leadership Summit. Here are some of the highlights from his talk: “Every organization has problems that shouldn’t be solved and tensions that shouldn’t be resolved.” “If you resolve some tensions, it’ll lead to other tensions.” “Progress doesn’t depend on the resolution of tensions but on the management of those tensions.” “If it’s a problem that keeps resurfacing, it’s a tension to be managed.” “The role of leadership is to leverage the tension for the benefit of the organization.” “Often times the right person doesn’t win the argument, but someone wins the argument.” “Certain tensions are the key to progress.” for leaders… “Continually give value to both sides, and don’t weigh in too heavily with your personal biases.” “Don’t allow strong personalities to win the day.” “Don’t think in terms of balance – think in terms of rhythm. “As a leader, never try to be fair.”