Learning from Leaders

“On Rational Inquiry”

One of the most influential things in my life has been the input I’ve received directly from other leaders. Words alone cannot express the inestimable value of their wisdom and perspective on my leadership processing and problem solving. This “treasured advice” however, rarely comes without a determined effort to seek out and interview “other leaders.” I have made a habit of asking leaders for face time to question them intently of what they’ve learned by experience, as well as their insights in the things that matter most to me. Their advice, hard-won in the difficulties of life and cauldron of leadership have been proven by time and lasting fruit, and are a vital resource for navigating our own journeys and challenges. I believe that a lack of "rational inquiry" by leaders today is the cause of much grievance and a catalyst for organizational dysfunction.

When I say “rational inquiry,” I am speaking of a deliberate, thoughtful seeking of knowledge through asking questions and pondering/discussing the input received. It requires a personal humility, love of truth and an accurate understanding of the importance of leadership modeling and the effects of a leader’s decisions and actions on others (for good or ill). This means that for Christian leaders, “your life and organization are not your own.” They are a stewardship before The Almighty and serve as a vehicle to provide blessing, witness and “generational transfer” for the glory of GOD. This requires living a real interdependence with God’s word and others that fuels the transfer of truth through Biblical principles, reproducible models and reciprocal relationships.

The absence of “rational inquiry” is at best, an ignorance that haunts new generation leaders and curses them to repeat the mistakes of the past. At its worst, it is a personal (or organizational) arrogance fostering historic amnesia (and detachment of ideas and actions from context and consequences) resulting in an inability to produce “fruit that remains.” I have seen firsthand how this phenomenon may promote personality driven, non-principled or self-serving decisions that lack both needed perspective and Biblical precedent.

For a number of years, my wife and I have been shocked by the lack of rational inquiry in many leaders we’ve come across. Whether young or old, in crisis management or strategic planning…with individual leaders and corporate boards, it is mind blowing how few leaders (and teams) take the time, make the effort or even see the value in drawing from others outside their “inner circle.”

The greatest disappointments we have experienced (The Buhler’s) have been the pain of watching those we know or love suffer the consequences of receiving no or poor counsel. To clarify, it is always poor counsel to only listen to the harmonious voices that echo your own views, propensities and desires. It is a common trap for leaders to narrow the group involved in thinking about (plans, discussions and decisions) organizational issues as they grow more important or difficult. Too often, this narrowing is because if you dissent, you are not invited back; but regardless, what you should do is broaden the circle to include diverse perspectives as more critical decisions are being made.

Our GOD is well able to do “exceedingly, abundantly beyond all we ask or think”…but we must ask it and think it first! There is a vital link between prayer, asking questions, pondering input, strategic planning and implementation success. In our world of busyness and copycat planning, too often the decisions we make have negative “unintended consequences.” This simply wouldn’t be the norm if we took the time to pursue and process some counsel from other leaders.

How often I have wished someone would simply ask…or bemoaned the stiff-arm they give when rejecting offered input.

Where’s the fear of God, the quest for wisdom and revelation…the Socratic energy…the personal humility and hunger…to seek out experienced and diverse input to our situation or possibilities? Thousands of years ago, the smartest man in the world (who was stellar in monumental screw-ups also) said, “Without counsel, plans go awry, but in the multitude of counselors…plans are established” (Pr 15:22).

When I seek out and inquire insights from other leaders, I am blessed with valuable tools for the Lord to use in my leadership and decision-making opportunities. Although I am limited in my intellect and personal experiences, these can be broadened and informed more fully if I simply ask and listen. Here, I learn…for they have perspectives I don’t have…they possess information I need…their reactions to experiences I did not have…and they shared these things with me. They help me understand what I do not know, and what I desperately need to consider and figure out. They gave me perspective…because they’ve lived in a world that I am only slightly acquainted with…and they teach me about that world.

“Listen to counsel, and receive instruction, that you may be wise…there are many plans in a man’s heart, Nevertheless, the Lord’s counsel – that will stand!” (Pr 19:20-12).

Dear friends, ask more questions…better questions, and seek out some wise, godly counselors for input on big decisions, strategic planning and the “things that matter most!” That would be “smart.”

Coaching/Consulting

To begin, my general understanding of ministry consultants/partnerships is that they serve as a complement to the leadership team by adding needed coaching, care, counseling or consulting to:

1. Bring Experience and Perspective (Coaching)

This “Coaching” is the primary emphasis we bring to a given ministry partnership. A coach is not better than you, but can make you better than you. Their value is not in their skill or accomplishments, but in their vision. They watch you and bring outside perspective and input vital for your success. A great coach was not necessarily a great player; but rather, one with a great love for the game. They possess a lifelong commitment to learning the fundamentals and philosophies of the game, which makes them more knowledgeable in “how others have done this,” or the all-important “how not to do something and why!”

Coaching is more than just information. It also provides insights for training capabilities and inspires you to press toward your potential. These needed roles of seeing, understanding and motivating are a passion of ours. Their purpose is that you may clearly assess the present, discern missing essentials, and commit to focus on enhancing future performance; while avoiding the negative “unintended consequences” that often result from isolated decision making.

2. Establish Reality and Encourage Health/Growth (Care)

This is the role of a doctor or athletic trainer depending on the specific situation. It is mainly providing pastoral care and ministry for specific needs or staff members. This nurturing relationship and communication is very beneficial with new, young or evangelistic minded pastors, or their leadership teams (especially in personal, spiritual or family areas). It is absolutely necessary when there is a large age or experience gap between new leaders and their leadership teams. It allows a holistic, team approach to leadership function and development; ensuring that leaders operate in their “sweet spots and stewardships” and we (20/20) provide for pastoral grace and wisdom where it’s needed.

3. Support your Focus or Fill a Void (Complement)

I believe this is the answer to many leaders’ strategic needs, especially when they lack the people or resources for an area of ministry. Other than cultivating lay leaders from within your organization, this outside complementary support can be the most effective and efficient way forward. It provides consistent, mature ministry service or needed mentoring in development of secondary leaders. When viewed as a temporary/extended staffer, this role may produce huge ministry input for a fraction of the cost while ensuring the key organizational leaders stay in their strengths and maintain their priorities and focus.

4. Dispense spiritual/relational Prozac/Peace (Counselor)

The job of a counselor is to help resolve issues of the past or navigate the difficulties of the present. It is serving as a trusted listener and advisor who does not have the emotional attachment, personal agendas, history or offenses that often hinder relational health and organizational progress. This role may serve to address behavioral problems and address the contextual/structural issues at the heart of difficult disagreements or transitions. We need this help to move beyond the frustration, stress and disillusionment that breed burnout or turnover; and to move toward energized hopes, agreed priorities and action for change.

For these functions, 20/20 utilizes our training and resources from Marriage Savers, Peacemaker Ministries and the Table Group.

5. Build Transitional Bridges or Provide Anchors for the Future (Consulting)

Consulting is usually a short-term effort that centers on specific problem solving, the development of strategic solutions, as well as implementation and accountability measures. This service functions like a GPS, helping you: know where you are, where you would like to be…and ultimately, how to get there. This process is one that often necessitates questionnaires, outside assessments (other than 20/20), and usually a baton passing of the management/follow-up functions to another inside leader or outside organization (in line with their strength/expertise).

The key to consulting is contextualizing. No 2 people, situations or churches are the same, and it is difficult (if not impossible) to implement the same program in the same way and expect it to work. Pressing issues, tough questions and big problems must be addressed and answered contextually. Some strategies are achieved more through alchemy than as an engineering project or business proposal. This means the recipe for success may be more closely related to ingredients, amounts or environmental cues than to top-down decisions related to steps toward benchmarks to bottom-lines. Because of this, a process of dialogue for discovery to define (and revise) a personal consulting plan is suggested. This holistic/systems approach to strategy affirms our conviction that "everything is contextual."

These functions serve as a seasonal, yet needed extension of leadership for your organization, and are to encourage God-honoring, Christ-centered living and serving. This means emphasizing leaders/staff personal growth and attention in fulfilling desires and designated ministry roles. This will include working towards relational unity and leadership focus (mission, vision, values and priorities).

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