Monthly Archives: November 2022

November 17, 2022 · 9:52 am

What Do You Question?

This may seem to be a strange question, but it is a necessary one. My wife and I have had this discussion several times. Growing up, we were not allowed to question anything, or so it seemed. Well, at least it was not encouraged. I remember my parents telling me to do something, and I would respond with, “why?” Of course, as you might guess, their answer was because I told you to. My answer to my kids too often was that it is just the way it is. Just do it, don’t question me!

Too many of us have been taught not to question authority, rules, or why we do what we do. We are told directly or indirectly to believe what is being said and not question it. Believe the authorities on the issues. Believe the teacher. Believe the pastor. Believe the politician. Trust your heart. No questions, just submit. Now I am not suggesting a rebellion or not honoring those who have knowledge about specific subjects. However, we need to understand what we believe and why we believe it and be able to defend that belief.

So, let me ask you, why do you believe what you believe? Have you studied and discovered the truth for yourself, or do you accept another’s opinion simply because they are the authority, “the professional,” or have the corner on the market of a specific truth? My point is that we need to research and ask questions to define our beliefs. In doing so, you may be surprised at what you find in your search.

I lived with my grandmother until I was six years old and visited her during the summer from that point forward. She had several sayings that she presented as truth. Do not swallow watermelon seeds because a watermelon will grow in your stomach. Get in the bathtub if a storm comes. If your nose itches, someone is coming to see you. If your ears are red, someone is talking about you. Hiccups are growing pains. As a child, I accepted these things as truth. But as I grew older, I understood that these things were tales and not based on truth. Her mom told her, and she told me. There is a good chance that her mom’s mom told her, and so on.

With that said, let me observe where we are today! What is posted on Facebook, Twitter, Tick Tock, and other social media may not always be true! I know that is hard to believe! I am sure you have received an email or a Facebook post of a regurgitated news article. The names or dates may be changed, but the same information has been circulating for years and has been proven wrong.

It may also be hard to believe, but media outlets present their biases and slant their presentations to that bias. This includes conservative, liberal, or independent media. All have a bias and therefore sway the truth to their thinking. Political and religious leaders also have specific biases which guide their conversations and what they say to the public.

My point in asking why we believe what we believe is that we live in an environment and culture that asks big questions. It is no longer acceptable to say that is the way it is. Just accept it. This culture is asking why, and because there is so much information, they want solid answers. They want answers that stand up to scrutiny and debate. They also want us to say I do not know the answer but let us discover it together when we do not have answers to their questions.

How different would things be if we had a grip on what we believe and why? This may mean that we need to explore answers for ourselves. We need to explore what we believe and not be afraid of asking questions and getting counsel from those who know this area. It may even be advantageous to get an opposing view so that you hear from both sides of an issue. Looking at opposing views has helped me clarify what I believe and why I believe it!

As I have done this, I have found that we are not too far apart in our beliefs in many cases. My theological background is eclectic. I have attended Pentecostal/charismatic churches. I have attended Baptists churches. I have developed connections with Catholics, Presbyterians, Episcopalians, and many other denominations. I have also developed relationships with those who have no religious affiliation. From them, I have learned much about my doctrinal positions and have discovered more about what I believe and why. This has not been negative but positive. I am now more convinced than ever about what I believe. In the areas that I still struggle with, I am still exploring. And by the way, there are some things that I may not fully understand, and it is acceptable to say I do not know.

I have written this as food for thought and your consideration. I know I can get pushback from this discussion, which is okay. My point is that I want us to be the best example of truth we can be. Sometimes the truth surprises us and may even leave us bewildered. But truth must be attained. After all, the truth sets us free (John 8:32).

So:

  1. Do you have beliefs handed to you by a parent, the church, or the media but have not understood or adopted them as your own?
  2. Are there truths you hold that you need to check out to affirm the validity of that truth?
  3. Have you considered talking with someone who holds a different view so you can get a different perspective? This is not necessarily to change your belief but to understand how others view things.
  4. I know politics are a hot topic, but what political views do you hold to without properly vetting these views?

Leave a comment

Filed under Uncategorized

Tagged as , , ,

November 3, 2022 · 1:02 pm

Creating Healthy Work Environments: Reducing Trauma in the Workforce!

We have spoken about toxic environments before, but I want to add to that discussion today. This discussion will apply to all kinds of organizational structures. This will include churches, businesses, volunteer, and nonprofit organizations. The goal is to reduce stress and increase healthy input and productivity.

For organizations to reach their potential, leaders must develop an environment where those within the organization are supported and valued. Team members will want to succeed and take ownership of their assignments when supported and valued. When a team member is not supported or valued, issues arise. Members can begin to think that what they contribute does not matter. And they will not work to their fullest potential.

There are many ways to support members that do not cost much money. Encouraging workers and team members go a long way. Provide incentives for good work. Give extra paid time off. Celebrate positive achievements. Give room for suggestions and ideas. Consider these ideas and find ways to implement the good ones. This gives ownership to the people in the group. And without saying, recognize the people who have good ideas. Don’t take credit for someone else’s ideas.  

Most people do not like to be micromanaged. Micromanagers mean well, but in the end, they can cause insecurities and mistrust within the environment! Trust the people to do the job. Do not be a helicopter boss. If a team member needs to improve their ability to meet the requirements or work to the required level, provide instruction and additional training. Do so gracefully and lovingly. The goal is to grow the person and not just discipline them. Talk about improvements. Let them make suggestions and, where possible, use those suggestions. Afterward, follow up and communicate periodically with the team member. In some cases, the leader may need to consider other areas of work or different assignments that fit better within their skill set.

Working with team members not meeting the task requirements will also build morale. Nothing is worse or more frustrating than having a team member not pulling their weight. This person would be sidelined in the sports world until they can improve. I am not suggesting that these team members be sidelined but that they receive additional training and an explanation of the goals and expectations of the job.

Poor communication and a lack of vision cause issues. Poor communication will be the cause of many organizations’ low morale. I encourage over-communicating the vision, purpose, and goals of the organization. Nothing is worse than inadequately communicating goals, process changes, and assignments. This can lead to confusion, nonproductivity, and inadequate use of human resources.

Once communicated, changes must be shared. I spoke with some in one organization who said that one problem is that the goal line keeps changing. They head to the goal line only to find that it has moved. Or, worse, the goal line has been completely relocated to another field. The point is that they get frustrated. They can only finish one task after another priority or goal is put in motion. This can develop apathy and discouragement in the workforce.

Communication and vision are critical components to the successful implementation of organizational goals. “Without a vision, people perish” (Proverbs 29:18). A vision not communicated is unfulfilled. “Write the vision, make it plain so that the one who hears can run with it” (Habakkuk 2:2). The vision should be understood, communicated, and written so that team members can implement it. Nothing is worse than having a vision that cannot be communicated succinctly or enacted because it is too complicated.

One final thought is the unwritten rules people are expected to live by. Every organization has policies and guidelines and a set of unwritten rules. Other times what is communicated corporately is different from what happens. For example, a church I was on staff often said they were friendly. In many cases, this was true, but after researching and asking newcomers to the church about their experience, I found this was not always the case. People who were not connected to someone in the church before they attended felt that the church was not as friendly as communicated. The positive is that we met with key leaders and discussed ways to change the environment to match what was being communicated. Unwritten rules may include time off, open-door policies, dress codes, etc.

As leaders, we must choose how we will lead. Will we dominate those we lead, or will we develop an inclusive, integrated, and growth-oriented organization? Will we address the unwritten rules or let things remain the same? It is our decision. It is our choice. Our actions will determine the environment and character of those on the team.

Questions for consideration:

  1. Are there areas in your organization where communication can be enhanced?
  2. What can you do in your organization to show support and value to team members?
  3. Do you micromanage those you lead? Why do you think you do this?
  4. Are there team members needing to be confronted about their performance? What precisely will you do to make this a success?
  5. How can you improve communication in your organization?
  6. What are the unwritten rules that need to be addressed?

Leave a comment

Filed under Uncategorized

Tagged as ,