Be Fearless

Yes, leadership is hard and tough.

If you want everyone to like you, sell ice cream cones!

Leadership is hard, but it’s worth it.

Paul told Timothy to suck it up and press on (2 Timothy 2:3).

And when I feel stressed or scared or overwhelmed, I remember the fearlessness of Christian leaders who have come before me.

One of my favorite historical leaders was John Chrysostom.

When John Chrysostom (ca. 347-407) was brought before the empress Eudoxia, she threatened him with banishment if he insisted on his Christian independence as a preacher.

“You cannot banish me, for this world is my Father’s house.”

“But I will kill you,” said the empress.

“No, you cannot, for my life is hid with Christ in God,” said John.

“I will take away your treasures.”

“No, you cannot, for my treasure is in heaven and my heart is there.”

“But I will drive you away from your friends and you will have no one left.”

“No, you cannot, for I have a Friend in heaven from whom you cannot separate me. I defy you, for there is nothing you can do to harm me.”

Today, you have permission to be fearless.

Steve Martin: "Be So Good They Can't Ignore You"

One of my FAVORITE MOVIES is the sleeper-comedy, Leap of Faith, starring STEVE MARTIN and a then-unknown PHILLIP SEYMOUR HOFFMAN.

Just after winning the 2006 Golden Globe Award for Best Actor in a Motion Picture Drama (Capote), Philip Seymour Hoffman explained the approach that helped him reach the top of his profession.

In reply to a question about what advice he’d give to aspiring actors, Hoffman said,

“This is something a teacher told me years ago, and he’s right: even if you’re auditioning for something that you know you’re never going to get or for something you read and didn’t like—if you get a chance to act in a room that somebody else has paid rent for, then you’re given a free chance to PRACTICE YOUR CRAFT. And in that moment, you should act as well as you can.”

“Because when you act as well as you can,” Hoffman says, “there’s NO WAY the people who have watched you will forget it.”

So it leads to opportunities, but more importantly, “at the end of the day, all that matters is the work. Everybody knows that. If I show up one day and the work I’m doing isn’t any good, then I’m just a guy who’s not acting well…

So I would say it to anybody starting out: if you’re given a chance to act, take those words and bring them alive. If you do that, something good will transpire ultimately.”

Takeaway 1:

Philip Seymour Hoffman saying that good things inevitably transpire when you just focus on doing whatever you're doing as well you can reminded me of a piece of advice from Steve Martin.

“Despite a lack of natural ability,” Martin writes in his memoir, Martin would go on to put together one of the most decorated careers in the history of entertainment (five Grammy Awards, an Emmy Award, a couple of Lifetime Achievement Awards, an Honorary Oscar, and on and on).

Someone stood up in an audience once and asked Martin, how do you become successful?

“You have to become undeniably good at something,” he said. “Nobody ever takes my advice, because it’s not the answer they wanted to hear…but I always say, ‘Be so good they can’t ignore you.’ If you are just always thinking, ‘How can I be really good?’—people will come to you.”

Takeaway 2:

I've written before about a trait often possessed by those who reach the heights of their profession:

They do what they do, not as a means to some end (money, fame, awards, etc.), but for the sake of doing it. To them, as Hoffman said, the work is all that matters. To them, as Ryan Holiday once told me, “the work is the win.”

You control the effort, he says, not the results. You control how well you act, not whether or not you get the part. “So ultimately,” Ryan told me, “you have to love doing it. You have to get to a place where doing the work is the win and everything else is extra.”

- - -

“She brought so much love, energy, and cheerfulness to the work that she could not but succeed.” — Louisa May Alcott

Just Do It

In 1971, Phil Knight was teaching accounting at Portland State University.

One day, he overheard a graphic design student say that she couldn’t afford to take a painting class.

Knight paid her $35 to design a logo for his start-up shoe company.

When he saw the design, he said,

“I don't know if I like it, but maybe it will grow on me.”

Knight didn’t have time to fuss over the logo. "We had a deadline," he explains. He had signed a contract with a factory to produce 3,000 pairs of Nike's first shoe. "Production was starting on the shoe that Friday."

Before then, they needed a logo.

“You don’t like it?” Knight’s chief operating officer asked of the student’s design.

“I don’t love it,” Knight said, “but we’re out of time. It’ll have to do.”

Takeaway 1:

It's said that if not for constraints and deadlines, nothing would get made.

George Lucas, for instance, worked on drafts of the first Star Wars for years. "I never arrived at a degree of satisfaction where I thought the screenplay was perfect," he said.

But then he struck a deal with a movie executive from United Artists—"At that point, it became an obligation," Lucas said.

"If I hadn't been forced to shoot the film, I would doubtless still be rewriting it now."

Takeaway 2:

At Nike's IPO in 1980, Phil Knight gave the student who designed the Swoosh 500 shares.

She never sold.

Since the IPO, there have been 7 stock splits. So those 500 shares have become 64,000 shares. At the time of this writing, Nike is at $110/share.

$110/share x 64,000 shares = $7,040,000.

It makes me think of something Robert Greene once said:

“Above all else, focus on acquiring knowledge and skills. Knowledge and skills are like gold—a currency you will transform into something more valuable than you can imagine."

After Acts: How The Apostles Peter & Paul Died

Original Article by Ian M. Giatti

———-

Why do we know so little about the deaths of arguably the two greatest apostles in the Bible?

It’s a question that has stymied scholars and laypeople alike, one that seems to run counter to the multiple accounts of deaths in Scripture ranging from figures such as Judas, the most notorious apostle, to seemingly less significant figures like the sons of Korah in the Old Testament or Ananias and Sapphira in the book of Acts.

But astoundingly, the Bible says nothing about the deaths of Peter and Paul.

As Jordan Smith, lecturer of Biblical Studies at the University of Iowa, points out, the deaths of Peter, Paul nor any of the other apostles are recorded in the New Testament.

According to Smith, our best source of information on the deaths of Peter and Paul are from extra-biblical sources, most of which contradict others on a number of details, including approximate dates and locations of their deaths.

“For instance, did you know that we have fifteen different versions of the deaths of Peter and Paul — four of Peter, five of Paul, and six of Peter and Paul together — all written by the sixth century?” writes Smith. 

Here’s what we do know: Paul is still alive preaching in Rome at the end of Acts, and at some subsequent point in time, both he and Peter were executed by Nero. Their deaths have traditionally been linked to 64 AD, during a period of persecution against Christians, who Nero blamed for the Great Fire of Rome.

According to Roman historian Tacitus, the fire began in July of that year in the Circus Maximus, the ancient Roman stadium, and burned for five days.

Nero, who some accused of ordering the fire to be started, “substituted as culprits, and punished with the utmost refinements of cruelty, a class of men, loathed for their vices,​ whom the crowd styled Christians,” wrote Tacitus in his Annals.

But for Smith, the idea that Nero blamed Christians for the Great Fire is “highly unlikely” since they weren’t a “large and distinct enough group yet in Rome in 64 CE to provide a believable scapegoat.”

“For instance, in his correspondence with the emperor Trajan in 112 CE, Pliny the Younger mentions that he has encountered accusations against a group that he knows nothing about that were called ‘Christians,’" he wrote. “Trajan’s reply reveals that he has not heard of this group before, either. 

“This would not be possible for a group that less than 50 years earlier Nero infamously blamed for the Great Fire in Rome.”

Smith says there are two lingering traditions associated with the deaths of Peter and Paul: Peter was supposedly crucified upside down “because he felt he was unworthy to be crucified in a manner similar to Jesus,” and Paul, a citizen of Rome who could not be lawfully crucified, was executed by beheading instead.

While there are a number of different versions of Peter’s crucifixion account, Smith says it wasn’t until the sixth century History of Shemon Kepha the Chief of the Apostles that we’re told his request to be crucified upside-down was for the purpose of dying while “symbolically kissing the place of Jesus's feet.”

Early Church fathers Origen and Jerome are said to have depicted Peter’s death as a tradition of “humility,” according to Smith.

As for Paul, Smith says one account of his death “bears a strong resemblance to the story of Eutychus in Acts 20.”

Smith writes, “A servant, perhaps cupbearer, of Nero fell asleep in a window listening to Paul and fell to his death. After he was raised from the dead by Paul, the resurrected servant upset Nero by acknowledging Jesus as the ‘eternal king,’ leading Nero to discover that many others among his own [bodyguards] were Christians.”

While details vary in later retellings, Nero is said to have ordered the Christians arrested and Paul beheaded, according to Smith.

He believes, despite the various later accounts of the apostles’ deaths, any mention of them in the canonical list appears to have been “a conscious decision” made by the early Church.

“Perhaps the idea was to focus only on their lives,” Smith wrote. “Maybe it is because by the time the Gospels were written, the Apostles had dispersed and the stories of their deaths were unknown. 

“Or, maybe the anonymous Gospel authors simply didn’t think that any of the death traditions could be trusted, and excluded them for this reason.”

It's not clear what Smith meant by "anonymous" authors, since we have known since the first century the identity of each Gospel author:

  • Matthew was written by the apostle Matthew, also known as Levi;

  • The author of Mark, the second Gospel account, was Mark the son of Mary, Barnabas’ sister;

  • Luke, a physician who was close to the apostle Paul according to Colossians 4:14, 2 Timothy 4:11, and other texts, authored the Gospel of Luke; and

  • Early church tradition strongly and consistently identified the Apostle John as the author of the Gospel of John, who repeatedly refers to himself as the "disciple whom Jesus loved."

Ultimately, is the manner of how the apostles died relevant to 21st century Christians?

Darrell Bock, senior research professor of New Testament Studies at Dallas Theological Seminary, told The Christian Post the fact that some apostles gave their lives for the faith is important.

"It shows they truly believed in what they preached about Jesus," said Bock. As for how they died, the idea that Peter was crucified upside down because he did not feel worthy of dying exactly how Jesus did says a great deal about the humility of this apostle."

Advice for the Weary Leader

‘Wisdom comes to the heart that is hungry for God.’ (A.W. Tozer)

Whenever I feel discouraged and want to quit something, I remember the words of my then 3-year-old after she puked carrots all over the living room floor: “I’m gonna need more carrots.”

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‘As a leader, you will have to make decisions that those whom you lead and even spectators won’t understand for years.’

(Dr. Eric Mason)

Leaders are targets for the Enemy. If you’re leading out front, then of course you’re going to be on the receiving end of fiery darts. Expect it.

Misunderstandings and miscommunications will happen.

You cannot control other people’s perceptions. You can only control your own actions and reactions.

Be careful with what you hear about someone. You might be hearing it from the problem.

As soon as we step into condemnation instead of conversation, we can no longer see that person clearly.

/ / /

‘A perverse man sows strife and a whisperer separates the best of friends.’ (Proverbs 16:28)

People don’t own you when they hurt you. They own you when your entire life is defined by that hurt.

If you’ve been burned, heal. If someone has an issue with you and they’re telling everyone except you, they don’t have a real issue with you. They just enjoy the attention they get from talking about you.

/ / /

‘Love God and He will enable you to love others even when they disappoint you.’ (Francine Rivers)

The only way to handle ‘prodigals’ is to let them go, give them to God, and pray for their return with tears. And when you see them on the horizon with their head hung low, wrap your arms around them and welcome them home.


We are all rough drafts of the person we are becoming.

Don’t be afraid to start over. It’s a chance to build something better this time!

Sure, the winds feel strong and your team is small.

Stand firm.

If you set your anchor, you won’t drift.


IMPROVISE - ADAPT - OVERCOME

Marines get stuff done.
They face impossible missions yet always prevail.

2 Timothy 2:1-6 tells leaders to think like a Marine.

During a recent Leadership Coaching Session, I shared 8 Leadership Lessons from the Marine Corp: Common Sense Principles for Success.

I hope these 8 Leadership Lessons encourage you and your team to fearlessly lead your church to grow!

LEADING THROUGH CHANGE - WHEN STAFF MEMBERS AND CHURCH MEMBERS LEAVE

WHEN STAFF MEMBERS AND CHURCH MEMBERS LEAVE

  1. STAFFING IS A KEY DECISION

  • 1 Timothy 5: “Do not lay hands on a man suddenly.” Any staff hire is a very important, sobering decision. Be slow to hire.

  • You want to hire someone who is focused on the TOWEL, not the TITLE. You are here to SERVE.


2. HAVE A PROCESS IN PLACE FOR EVALUATING STAFF AND KEY VOLUNTEERS

You are giving people significant responsibilities; have a system for evaluating:

  • Character — Not just about morality. Look at their work ethic, faithfulness, integrity.

  • Competency — Are they all hat, no cattle?

  • Culture — Do they fit well within your existing culture?

  • Chemistry — Likeability Factor. Do you enjoy being around this guy?

  • Calling — Look for the fingerprint of God on the hire of that person.

  • Capacity for Leadership — Can they grow with the role and the growth of the church? Can they reproduce themself and become a multiplier, not a maintainer?

3. UNDERSTAND + ACCEPT THAT SOME STAFF + CHURCH MEMBERS WILL HAVE TO TRANSITION

  • Understanding this will save you a lot of heartache.

  • Think of your church like a bus with stops along the way. What happens at a bus stop? Some people get on and some people get off.

  • There will be significant transition points as your church grows.

  • When this happens, remind yourself that this is just all part of the process of church planting.

  • Don’t lose perspective. Your “loss” may actually be a huge win!

  • Some folks need to get off the bus.

  • Why do people leave your church?

  • Sometimes staff will leave you because the responsibilities have grown beyond their capacity to grow with the role.

  • They may outgrow the responsibilities. Your job is to always make sure your staff are being challenged.

  • They may lack the character / competence / chemistry required to stick with it.

  • They may not want to do the spiritual and emotional work in order to grow.

  • Unexpected circumstances arise in life. Think seasons. Life happens in seasons.

4. REMEMBER THAT ALL STAFF AND MEMBERS NEED TO BE HELD LOOSELY.
Anything you hold tightly you suffocate.

5. PROMOTIONS TO KEY LEADERSHIP ROLES SHOULD BE CAREFULLY CONSIDERED THROUGH PRAYER.

  • Faithful in the little before being faithful with much.

  • Make sure they have been tested.

  • This doesn’t always work: people fool you. Potential staff will lie to you to get a job.

  • Be very careful in giving out titles… You can’t take it back.

  • It doesn’t feed your ego, it fits your function.


6. CELEBRATE THE STAYS AND POSITIVELY RELEASE THE GO'S.

  • For some churches the only time the Staff has a party is when someone leaves. When is the last time you had a party with the people who STAY?

  • Sometimes God calls you to go but often God calls you to STAY!

  • Sometimes someone goes and it’s a good thing. Sometimes someone goes and it’s painful. Sometimes people go when they shouldn’t and you can see the truck that’s about to hit them, but they won’t listen to you.


7. BE PREPARED FOR + POSITIVELY PROCESS THE EMOTIONS THAT WILL ACCOMPANY THE EXIT OF PEOPLE.

  • Loss leads to Grief, which can confuse people. Be prepared for the grief. You love the person, you’ve invested in them for years.

  • When you feel grief, don’t beat yourself up about it. Allow yourself to experience and feel.


8. GIVE CLEAR GUIDELINES TO DEPARTING STAFF ON YOUR EXPECTATIONS REGARDING COMMUNICATION.

  • Information Void can crank up a church gossip grapevine: “What’s happening behind the scenes?”

  • This happens when there is too much of time that passes between their decision and the communication.

  • It is foolish to allow departing staff to announce their departure.

  • Provide information to fill any potential void. SOMEBODY is going to tell ‘the story.’ You need to protect the health of your church as it continues moving forward.


9. EXPECT EMOTIONAL RESPONSES TO ANY STAFF MEMBER’S DEPARTURE.

  • Help them process, give them assurance.


10. LEARN LESSONS FROM DEPARTURES THAT CAN MAKE YOU AND YOUR ORGANIZATION BETTER.

  • How can we improve for next time?

  • What can I learn from this?

  • How can this make me better?

11. AVOID PROLONGED DEPARTURES.

  • When someone says they want to leave, let them.

  • Don’t drag it out or they will drag people down with them.

  • When they say they want to leave, their heart has already left.

  • Be generous in their transition.


12. BE APPROPRIATELY GENEROUS TOWARD DEPARTING PEOPLE WHO LEAVE WELL.

  • Err on the side of grace, not pettiness.

  • Oftentimes people who leave will talk badly about you behind your back. Be gracious.


13. EXPECT A HONEYMOON PERIOD ON SOCIAL MEDIA AT THE DEPARTING PERSON’S NEW PLACE.

  • “This new place is amazing!” Which means your place wasn’t.

  • At some point real life will kick in and they’ll stop.

  • Weather their honeymoon. You don’t need it in your spirit.

  • If it’s getting to you, delete the app.

  • Social media can feed a failure mentality.


14. DON’T GET DISCOURAGED.

  • Don’t Think You’re the Only Person This Happens To.

  • This is the secret: don’t get discouraged. Fight it.

  • People WILL leave your church.

  • Staff members WILL betray you.

  • Don’t give air to fear.

  • Pruning leads to better fruit and a better future.

  • Get up and keep going by faith.

  • Sometimes you have to wait 11 years to see someone who left in a bad way come back in repentance.

WISDOM FOR DEPARTING STAFF

  • If you’re leaving a church, get planted somewhere. Don’t wander.

  • When you get planted somewhere, be a son or daughter of that House.

  • Be an honorable, loyal, ethical, trusting Christian. Integrity matters. Honor your former pastor. Don’t go bush-league.

  • If you’re leaving a church, do not play the “God told me” game.

  • Don’t run from your issues! Your next church won’t change things. Geography doesn’t fix your problems.

  • Remember whose spiritual platform you have been using and you have been benefiting from. You were LOANED a platform. Never take the power and trust.

  • Never steal sheep.

  • Never steal staff. That is unethical behavior.

  • Fulfill your commitments. Don’t cut and run. That only hurts God’s people.

  • Leave your assigned area of responsibility stronger, not weaker.

  • Encourage commitment and faithfulness to the House that you’re leaving.

  • Watch your words, non-verbals and your actions on the way out… …because God is.