Barnabas File

When you hear the term “performance review,” what is your first reaction?    Too often it creates a flutter in the stomach.   When we sign on for a position, whether in a church or any organization, we become accountable to work toward the fulfillment of the mission of that entity.  In most situations, a person is expected to meet with his or her supervisor at some point on a regular basis to evaluate whether that is happening.  I have conducted numerous “performance reviews” and have been the subject of some that were downright uncomfortable!  Over the years, I have learned from experience and from some mentors that there is a better way.   In his book The Performance Paradox , Eduardo Briceno identifies three ways that successful organizations have changed their performance management (performance review) systems.  These are very humane guidelines that would be helpful in a church or any faith-based organization.   First...

Leadership is a vital need for any endeavor.  Whether we are talking about a church, an organization, a working team, or a group, someone needs to step up and provide some structure.  Of course, there are many types of leaders--autocratic, democratic, lassiez-faire, participative, facilitative, charismatic--to name a few. I would like to make the case for being a coaching leader.  A coaching leader is one who challenges, calls out, and encourages the best in those she or he leads.  For the coaching leader to be successful, those with whom the leader works must be successful first. What are the advantages of being a coaching leader? 1.  You allow space for people to discover the strengths they bring to the table.  Each of us is very different with unique skills and abilities. Rather than forcing a person to fit into a certain box in the organizational chart, the coaching leader helps the person discover how she or he can make the greatest co...

Benjamin Franklin said this about mentoring: “There are two ways to acquire wisdom; you can either buy it or borrow it.  By buying it, you pay full price in terms of time and cost to learn the lessons you need to learn.  By borrowing it, you go to those men and women who have already paid the price to learn the lessons and get their wisdom from them.” Mentors are important in our personal and professional development.  They not only share their experiences with us, but they open doors by introducing us to people in our field and sponsoring us to be involved in special projects or events. Is it possible that one can outgrow her or his mentor?  This is not only a possibility but very likely. In the Book of Acts, we read the story of a mentor-protégé relationship that prospered for a period but ended with some discord.  We sometimes forget that Barnabas was a mentor for Saul, the persecutor of the Way who would become its most arti...

Who is responsible for developing leaders in the church? Mary Jo Asmus made this observation in a recent blog post about how persons in many organizations would respond: “It’s not part of your job description. Nobody has told you that you need to spend time and effort developing others in your organization. You have too many other things to pay attention to, and besides, isn’t developing leaders the job of human resources?” In the church, seeking out and nurturing new leaders is an ongoing task that really belongs to everyone.  Each of us leads in his or her own way in the life of the congregation.  This may mean chairing a team or committee, helping people feel welcome when they come to worship services, facilitating Bible study, planning and executing worship, or organizing Wednesday night activities for youth and children.  This is all about leadership—taking responsibility and joining others in carrying out a task. Because leadership is dispersed in th...