Leadership is an acoustical art. At least that is how Leonard Sweet describes it in his book Summoned to Lead. Leading, he suggests, is less about vision, and more about listening…an acoustical art.
If you ended the year wondering if you can work with “those people” for another year, I offer these thoughts not as a leadership “how-to”, but a reflection on things we can all practice to promote a healthy team culture that values acoustical artistry over the eyes and the egos.
Relational Resume – If you lead your team, begin by hiring people with a great relational resume. You can always adjust job descriptions and responsibilities to match their gifts, talents, and abilities because their relational resume will follow.
Clear Expectations –We may create anxiety in our staff and offer unfair criticism to our staff by not giving clear expectations of their responsibilities and desired outcomes. The use of job descriptions, specific goals and dashboards can help facilitate self-evaluation with the benefit of collaborative problem-solving.
Share Your Journey – Be open about how God is forming you, ways you are being transformed and new rhythms of life as a result. It is inspiring to be with people who are continually being formed in the image of Christ. I do not mean unload your sin and emotional baggage at every staff meeting. But, as you implement new practices, attitudes and values in Christ, it models transformation for others.
Be Present & Listen – Physical and emotional distance is like carbon monoxide to a team, not overt immediate danger but the conditions for something small to become a disaster. Distance does not model the presence of Jesus.
Implement Ideas – One way to demonstrate listening is to implement an idea even if you are not sure it will work. If the idea does not fit the ethos of the ministry, help your staff shape the idea and give it a go. Good leaders, ones with actual ideas and the drive to do them, will not stay where their ideas and voice are not heard and valued.
Empower Strengths –Anyone who loves God and loves people will be great staff, but it might take some experimenting to know which responsibilities really fit them well. Make love primary and ability/strengths secondary.
Celebrate in Public – Everyone needs to know they are valued and doing well. Take time to mention even the small things a staff is doing well in front of others, genuinely. Be specific and sincere, then move on to other things.
Re-Direct in Private – There is a time for confrontation in community, but should not be the first time someone on our team hears our critique or confrontation. The first time should be in private with an alternative outcome or direction. Then, as the staff makes changes ask permission to share and celebrate those changes as a team.
Take Responsibility – Maybe the most undervalued on this list, take responsibility for your part of conflict. EVEN if you were justified in your response or action, EVEN if you can offer solid reasoning for your behavior, your teammate is not looking for your justification or reasoning…they are looking for love and trust. Sometimes it is OK, even Christ-like to take being wronged. By modeling humility, love and trust you plant seeds of the same in others.
These practices do not take much more of our time, but might take a bit more of our intentionality. The payoff, however, is a team that loves working together and invites others to join us.
