There is hope for all of us

"I have noticed that some potential leaders have disqualified themselves, because of their reaction to change. "

Over the past few posts I have outlined the less than mature way that the key leaders around Jesus reacted to his statements about future change. I have noticed that some potential leaders have disqualified themselves, because they have reacted in similar ways.

Sadly those leaders, who have overcome their own sense of disappointment and failure, have occasionally been put on the back burner regarding leadership development. Sometimes by those with authority over them who have lost confidence in their ability to change and grow as a leader. Those reactions were -

They deliberately used stalling and highhanded statements

Had over optimistic loyalty mixed with foolish bravery

I want us to look in the next series of blogs at the different ways Jesus handled the reactions of his senior leaders. The way Jesus responded enabled them to be trained and, where appropriate, restored. The outcome was very encouraging as they were empowered and equipped to lead the great and thriving church in Jerusalem.

There is hope for us all!!

Over Optimistic Loyalty & Foolish Bravery

"Their great words of loyalty were soon shown to be hollow as the disciples quickly fled the scene"

In the UK football managers come under immense pressure due to poor results. The club directors then get hassled by the media to make changes. In these pressure situations the directors can find themselves making massively over optimistic statements of loyalty to the manager, that in reality they can’t deliver. Very quickly their words come back to haunt them as they then go on to sack the manager. It’s interesting how times of uncertainty can cause us to make over strong, definitive statements.

This happened to the leaders that Jesus was training. As Jesus described a difficult future, explaining to them that when under pressure they would fall away. Peter declared, “Even if all fall away, I will not”. “Even if I have to die with you, I will never disown you.” And all the others said the same (Mk 14: 29 & 31). As we go on in the narrative one of the leaders has a moment of foolish bravery. Just as they were arresting Jesus he drew a sword and struck the servant of the high priest, cutting off his ear. Having rebuked the leader who used the sword, Jesus went on to heal the servant.

Their great words of loyalty were soon shown to be hollow as the disciples quickly fled the scene. Mark explains that “everyone deserted him and fled. He then went on to describe how “a young man, wearing nothing but a linen garment, was following Jesus. When they seized him, he fled naked, leaving his garment behind. (Mk 14: 50-51). This was a humiliating end to a terrible day. Would there be any way back for these leaders as they let Jesus down so badly?

Individual flare thrives in a well defined strategy

"The aim should be to allow the team to thrive and create new opportunities within a well defined and articulated strategy"

This blog is a short diversion as we work through the way senior leaders cope with change. I enjoy observing how good sports coaches develop successful teams and strategies. In a previous blog I quoted one aspect of how Jose Mourinho developed teams (Sunday Times 08.08.10).

Another very successful football manager Carlo Ancelotti gives some insights into his approach in building great teams. (Interview with Matt Lawton Daily Mail Sat 23rd). He says: “It is important to have good organisation, play quickly and have the right movement. But I knew by then that you have to build the shape of the team to the characteristics of the players. It’s very important to use good organisation but also use the instinct and ability of the players when you attack. It is different when you defend. When you don’t have the ball the players have to take up the right positions.”
As a leader you can find yourself operating in two very different ways. One is to build on a rigid reporting and permission-requiring model, where everyone has to fit into the structure and know their positions. Another is where you are so enamoured with talented individuals who have energy and vision. You allow them to create a micro organisation/ministry, without them having any regard to how it fits into the shape and structure of the whole.
Leaders can major on one of these models, often settling to manage within their individual comfort zones. This often can be the result of overwork, time, capacity and emotional pressure. Or simply mental laziness, where leaders don’t get down to the hard graft involved in getting the balance right between the shape and requirements of the organisation and harnessing the varied talents and characteristics of the team members. The aim should be to allow the team to thrive and create new opportunities within a well defined and articulated strategy.