Barnabas File

Let me warn you upfront:     this is a complex, multilayered volume written by an author with both an engineering (Ph.D.) and public policy background as well as practical experience in the gaming industry (Roblox).     Keith Lucas invites us into a deep dive to creating, leading,     developing, and sustaining teams that are both innovative and entrepreneurial.    He believes that “high-performing teams create engines of innovation in the behaviors they cultivate and the people they hire, develop, and retain.”   There are two major themes in the book:  developing teams that practice aligned autonomy and developing “mission athletes” in those teams.  Although the ground covered in the first area is very familiar territory, Lucas gives it a fresh spin.  He knows the accepted literature in the field but is not limited by it.  The section on developing team members acknowledges the reality that not everyo...

As I looked over a group I was meeting with this week, I realized that practically everyone there was going through a time of transition—sending children back to school or launching them into world; dealing with birth or death; supporting aging parents or considering one’s own aging; beginning a new position or leaving one;  celebrating good health with new activities or recognizing the limitations of changing health; beginning a relationship or ending one. Change and transition are not the same.  Change is an external event or situation that takes place: a new job, a new life situation, a change in lifestyle.  Change can happen very quickly.  Transition is the inner psychological process that people go through as they internalize and come to terms with the new situation that the change brings about. Recognizing that we are in transition leverages change for significant growth.  When you touch an artistic mobile, equilibrium is changed. ...

Life Coaching vs. Therapy: A Comparison Ethical and effective coaches know when a client’s needs go beyond the scope of coaching and require referral to a licensed mental health professional. Recognizing these boundaries protects both the client’s well-being and the integrity of the coaching process.     Aspect Life Coaching Therapy Primary Focus Future-oriented growth and goal achievement Healing and recovery from past or present emotional/psychological distress Approach Strengths-based, action-driven, and solution-focused Diagnostic, treatment-based, and process-oriented Time Orientation Focuses on present and future Often explores past to understand and heal present issues Scope Clarifying goals, building skills, enhancing performance, increasing life satisfaction Addressing mental illness, trauma, emotional regulation, and behavioral challenges Typical Client Mentally healthy individuals seeking growth, clarity, or life transition support Individuals experiencing emotional...

While life/leadership coaching can be deeply supportive, it is not a substitute for mental health treatment. I have had clients who were not only engaged in coaching but were seeing a counselor as well. Each engagement was helpful to the client, but it was important for the client to understand the clear distinction between the two helping professions.   Ethical and effective coaches know when a client’s needs go beyond the scope of coaching and require referral to a licensed mental health professional. Recognizing these boundaries protects both the client’s well-being and the integrity of the coaching process.   Key signs that a referral may be appropriate include the following:   Signs of Mental Illness  – Persistent depression, anxiety, mood swings, panic attacks, or symptoms that interfere with daily functioning.   Unresolved Trauma  – Past or recent trauma that causes significant emotional distress or impacts the client’s ability to focus on future goa...

Having served on the board of a faith-based counseling center, I have a great appreciation for professional counselors and therapists.     I have also been the client of a therapist, so I know the impact that a trained, empathetic counselor can have in one’s life.    As a result, when I train our coaches at Summit Coach Training, I have a clear understanding of the difference between counseling/therapy and coaching.   My colleague, Beth Kennett, has reminded me, however, that coaching can contribute to one’s mental health.   Life coaching can significantly contribute to mental health without being therapy by focusing on personal growth, clarity, and forward movement — not on diagnosing or healing mental illness. Here's how coaching can support mental well-being when properly used.   First, Future-Focused Empowerment.   Coaching helps clients set and achieve meaningful goals, boosting motivation and hope — both protective factors for...

Whatever the profession, many people find themselves standing at a crossroads, knowing where they want to go but unsure how to build the bridge to get there. If you are someone who naturally gravitates toward helping others find that path, who thrives on seeing potential unlocked, then becoming a coach might be more than a career—it could be your calling.   In this article, I use the term “coach” to refer to anyone who adheres to the International Coaching Federation  definition  of coaching:   “Partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential.”   One may choose different modifiers to clarity their particular interest—life, leadership, health, career, spiritual, etc.  Each requires additional training beyond the basics of coaching.   The primary reason to become a coach is the profound sense of purpose that comes from making a tangible, positive i...

Diversity has become a hot topic these days, especially as the Federal government applies standards to not only delete references or training that recognizes and encourages the diverse nature of our country within government agencies but attempts to punish any entity that seeks to honor and promote diversity.   This is a fool’s errand.  Diversity is not an initiative; it is our reality! All we must do is look around us at the grocery store, at the shopping center, in the schools, and on our streets to see diversity.   We are a nation of people from many countries, cultures, and personal experiences.  We are made of people who decided to come to the United States or whose ancestors made that choice. Diversity is a fact of life.   Even so, diversity challenges us to both empowerment and acceptance.  How do we work to leverage our diversity to build a strong nation?  In some cases, people with specific backgrounds or needs be...

Sociologist Brene Brown once said, “What we know matters, but who we are matters more."  This applies to our understanding of Christian discipleship.  As Christians, we often struggle with the balance between orthodoxy (right knowledge or doctrine) and orthopraxy (right practice or action). This is the challenge that James presents when he writes, “ But someone will say, ‘You have faith; I have deeds.’ Show me your faith without deeds, and I will show you my faith by my deeds.” (James 2:18, NIV)   Both right belief and right action are necessary in the life of a follower of Christ, but can one get in the way of the other?   Historically, Baptists have been very good at communicating information about the Bible and the faith.  They delight in asking questions of scripture that exegete the text in an attempt to understand the who, what, how, and why of the passage.  We are less open to letting the text speak to us.     For e...

Leadership has been a popular topic of discussion down through the ages.  There has been an ebb and flow of emphases—authoritarian vs. participative; task vs. relational and many more. Take your choice.   A recent graphic by Kavit Haria that caught my attention exemplifies two contemporary approaches to leadership.  Haria suggests that many people tend to think that leadership is two things:  giving orders and always having an answer.  He then presents a broader understanding of what leadership  actually  is.  Here are his suggestions:     Making people feel safe.  Individuals contribute more to an organization when they feel that they are safe physically, intellectually, and professionally.  If a person fears or dreads coming to work, something is wrong.  A feeling of safety facilitates participation and personal investment.   Coaching.  A good leader calls forth...

Abraham Lincoln is reported to have said: “If I had six hours to chop down a tree, I'd spend the first four hours sharpening the axe.” Stephen Covey in his   The 7 Habits of Highly Effective People  changed this to “Sharpen your saw.”     But even earlier, the author of Ecclesiastes wrote, If the ax is dull, and one does not sharpen the edge, then he must use more strength; but wisdom brings success.” (10:10, NIV).    The Message has, “Remember: “The duller the ax the harder the work; use your head: the more brains, the less muscle.”   The basic idea behind the quote and the story is that we must spend time preparing to accomplish the tasks at hand.  What does this mean for us in these volatile times that challenge our capacity and resilience?  Let me share some ideas.   First, Rest.  In addition to an adequate amount of sleep each night, seize the opportunity during the da...

Leaders will often say that the people in their organization are its most important asset.     Many probably believe this.     As I have been thinking about the development of clergy leaders, I wonder if lay and denominational leaders believe this.     Is there sufficient investment in retaining, developing, and maintain clergy leaders?      In his book  The Systems Leader , Robert E. Siegel suggests that investing in staff should be a priority concern. Let’s look at his observations and apply them to our church and denominational settings.   First, Siegel observes that it is cheaper and easier to retrain that replace. He writes, “Studies show that it often costs less to reskill a current employee than to recruit, hire, and train a new one. According to the Society for Human Resource Management, finding and training a new employee can cost as much as six to nine months of their salary.”    This means reskilling existing pe...

We often talk about the value of coaches and mentors in professional development but give little attention to the value of peers in helping us achieve what we are seeking.   In The Career Game Loop , author Jessica Lindl emphasizes the importance of peers to our development.  They can be older, younger, or the same age.  The key is that you share a desire to learn and grow, and you are willing to make a mutual commitment to the relationship.  Peers can provide both accountability and inspiration.    Peers can hold each other accountable by giving attention to the following:   Setting goals.  We can share with our peer where we are and where we want to be, then articulating both specific goals and timelines to achieve them.   Sharing progress. We need to keep in touch regularly with our peer to motivate us to make headway between conversations.   Asking for feedback.  Questions and feedback from a peer can he...

When I began coaching, my colleague Mark Tidsworth introduced me to the concept of “positive psychology.”  I have come to appreciate how this approach, pioneered by Martin Seligman and others, can enrich and inform my coaching.   Basically, positive psychology is like the "glass half full" approach to understanding people. Instead of just focusing on what's wrong with us, it's all about what makes us feel good and live a good life.   Think of it this way:   It's not just about fixing problems:  It's about figuring out what makes us happy and how to get more of that. It's about our strengths:  Instead of dwelling on our weaknesses, it looks at what we're good at and how we can use those things. Happy feelings matter:  It looks at why feeling things like joy and gratitude are important. Getting lost in the moment is good:  That feeling when you're totally absorbed in something you love? That's important for feeling good. Friends are key:  Good ...

I am not an apologist for social media—it can be divisive, time-consuming, and distasteful. Even so, I continue to post regularly on Facebook.    Here are my reasons:   Posting reminds me to celebrate the good things of life—family, friends, special occasions.  I am reminded of the blessings of present and past relationships.  That’s why you will see lots of pictures of my grandchildren and great grandchildren!   Posting allows me to connect with a large community of people with both similar and diverse opinions.  Many of these are trusted friends and colleagues. I want to maintain that contact, not matter how tenuous. Posting is a way to encourage others.  I share scripture, key quotes, and ideas that have caught my attention.  There’s enough negativity out there; let’s encourage each other with positive ideas. Posting gives me the opportunity to teach.  That may sound a bit presumptuous, but I consider mys...

Do you have what it takes to be a coaching leader?  A coaching leader is someone who encourages another person to identify his or her goals, discover the resources available to pursue those goals, develop action plans together, and then walk along beside that person in the process of achieving the person’s goals.  A coaching leader can apply these skills in working with groups and teams as well, multiplying his or her impact as a coach by including others in the process.   A coaching leader is strong in the elements that Daniel Goleman attributes to emotional intelligence:   Self-awareness. Self-regulation. Motivation. Empathy. Social skills.   These are skills that can be learned once a person understands his or her own emotional intelligence profile.  The more that you, as a leader, can manage each of these areas, the higher your emotional intelligence.  Emotional intelligence is essential to be an effective coaching leader. In ad...

A friend got very upset with me once when I said, “I don’t treat all of my children the same way.”     He thought this was very unfair, but I tried to explain that my desire was to relate to them in a way that was appropriate to them as individuals.     I am sure that I did not always succeed, but I realized that each of them was unique--the needs of one were very different from the needs of another.    I loved, and still love, all of them but the important thing was that I attempted to provide what I thought each one needed.   So here is my secret:  I don’t coach all of my coaching clients in the same way!  Why?  Because they are individuals with different needs, experiences, and capacities.  Each person has their own particular way of processing experiences, learning, and acting.  If I fail to take that into account, our coaching relationship will not be effective.   For example, one client may k...

The Gallup organization did a  meta-analysis  of 100 million employee interviews to identify what makes a highly engaged team.  The key factor is the manager, but one with a particular style of leading.  In a recent blog post, Jim Clifton reported, “ Gallup has discovered -- through studying what the best managers do differently -- that great managing is an act of coaching, not one of directing and administrating.” At the center of compassionate accountability is coaching.  Good managers engage in regular coaching conversations to encourage, develop, and support team members.  In the blog, Clifton suggests several ways to implement this game changing strategy in an organization. 1.    1.   Recognize that Millennials and Generation Z individuals want to learn and grow.     Coaching provides this opportunity. 2.       Announce to your organization that your leaders will move from administer...