Drew Boswell

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The Power of Asking “Why?”; Part One

Children are naturally inquisitive. When they reach the toddler years they begin to ask the question “why”? With four children I have answered thousands of their why questions.

Me, “time to take a bath.”

Child, “why”

Me, “because you have been outside playing and you are dirty.”

Child, “why did I get dirty?”

Me, “because you were digging in the dirt and you made mud pies.”

Child, “why, why, why, why, etc.

. . . because I said so, now get in the bathtub!

why question in metal typeOftentimes it is aggravating when my children ask why, because I suspect that they are using it as a stall tactic to keep from doing what I asked them to do. But, I suppose that many times there is genuine curiosity and desire to learn why the sky is blue, or why dogs have four legs, or why there aren’t any more dinosaurs, or why that man is homeless, or why we need to wear pants, etc.

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The question of why is asked many times in the Bible. God asks people why:

Genesis 4:6 “The Lord said to Cain, ‘Why are you angry, and why has your face fallen?’”

Matthew 6:28 “And why are you anxious about clothing? Consider the lilies of the field, how they grow: they neither toil nor spin, . . .”

Genesis 18:13 “The Lord said to Abraham, “Why did Sarah laugh and say, ‘Shall I indeed bear a child, now that I am old?’”

People ask why from curiosity and wonder:

Exodus 3:3 “And Moses said, “I will turn aside to see this great sight, why the bush is not burned.”

People ask God why when they don’t understand the circumstances that they find themselves in:

Psalm 22:1 “My God, my God, why have you forsaken me? Why are you so far from saving me, from the words of my groaning?”

Job 3:11 “Why did I not die at birth, come out from the womb and expire?”

images3People ask the question of why for various reasons. Some are truly seeking answers to things that they do not understand. They want to help their organization grow and they as individuals want to grow.

Some simply say it as a way of expressing their opinions as being right. They are not seeking truth only seeking to prove their opinions to be correct. While an explanation being given they, instead of listening, are forming their next “why” question in their mind.

Some use the power of why to stir up trouble. They are not seeking solutions but seeking only to watch as their organization goes into a brawl. These are instigators and troublemakers. They really don’t care that an answer is reached, instead they are more interested in the chaotic process.

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So before you drop the W bomb, consider the following:

1) Asking why helps to separate tradition and history from doctrinal truth and vision. The two are not always self-contradictory, but many times can be. The leader has the charge of leading the organization into truth and the future while not allowing nostalgia and tradition to derail the vision.

2) Asking why can be a time of growth. Any organization that does not allow its’ members to ask the question is setting itself up for decline. The decline can be found in a member who is truly seeking honest answers as to why things are done a specific way and they are denied an opportunity of growth. The organization, if it allows others to ask why, opens itself up to evaluation. Organizations operate the way they do for a reason, good or bad. Asking why helps to confirm the rationale for its’ methods or exposes their weaknesses.

3) Asking why exposes the leader’s heart. There are many leaders who see those on their team as means to ends. They are not concerned about their personal growth; instead they are seen as a way to advance their agenda. If they ask why, it is seen as rebellion to the leader – these type of leaders want hear, “yes” not “why.” Any leader who sees it’s staff as disposable will leave destruction in their wake.

A good leader has a vision and plan and grows his people as he grows his organization. Loyalty and trust is earned by expressed concern and love. Staff need to know they are cared for and that their own growth as a person is important to the main leader. Everyone on the team needs to understand why we are doing this – even if the answer is obvious or simplistic.

4) Asking why may lead to an answer. Are you really ready for the answer? Before you ask why, you need to consider are you willing to change if the answer comes back as something you didn’t expect. Asking why is an indication of your desire to understand and grow – but don’t ask the question is you really don’t want to know the answer. Otherwise you are just stirring up trouble.

5) Asking why is powerful and evokes a powerful response. When you ask it, you should seek to confirm in others on the team that you are genuine in your desire to help improve the organization. Also, know that there may be strong emotional responses and be prepared to just step back or let things go until another day.

Asking why speaks to mimages1otive, the heart, or past situations that were “sticky.” So solutions or answers were reached and things were decided that worked for the day. Sometimes it’s better not to drudge all that up again. When you ask why, be ready for a strong answer.

If an answer is not known, then plan to be apart of finding the answer. If you are going to point out something that is wrong, then plan to be apart of the solution if you are able.

But don’t stop asking why. But prayerfully find the right time and check your heart to make sure you are asking for the right reasons.

 

 

Empowerment

Empowerment:

verb (used with object)

  1. to give power or authority to; authorize, especially by legal or official means:

“I empowered my agent to make the deal for me. The local ordinance empowers the board of health to close unsanitary restaurants.”

  1. to enable or permit:

“Wealth empowered him to live a comfortable life.”

think-do-what-toldIn your organization how confident do those who look to you for leadership feel empowered? If one gives responsibility for a task, then they should also be given the authority/power to carry it out (and not have to constantly report to someone to see if forward steps are appropriate).

Assignment + Freedom and Authority = Empowerment

When people are given freedom to take care of an assigned task and then trusted to carry it out then they have been empowered. When a person feels empowered to handle a specific responsibility then several things can happen in an organization:

1) Confidence in decision-making. The person who holds the responsibility and the authority to carry it out will be much more confident in their decision-making. Those that hold a responsibility but lack the authority to execute the task constantly struggle with making a decision. If the leader knows that they are trusted to make the decision, then they can look forward and innovate, instead of looking over their shoulder to see if they are going in the right direction and have approval.

2) Raise questions – those that feel empowered tend to ask questions more readily. They want to make sure they have all the information needed to complete the task. They want to do a good job, so they make sure they have everything they need. Also, those who are empowered who are apart of a larger team, feel more freedom to look at others areas, that are not their own and ask questions.

The more questions that are being asked, the better the organization will be as a whole. Questions like, “why do we do it this way?” or “this seems really expensive, is there a way to keep the quality but do it cheaper?” These questions should be done with respect and professional tact, but when questions are raised it helps the leadership as a whole see things differently (or at least more systematically).

3) See new possibilities – The issue of empowerment typically comes up with new leadership. Organizations that are not empowering new leadership will eventually lack innovation. “Fresh Eyes” have the ability to see all the flaws that the established leadership have either ignored or no longer see the issues as being relevant.

For example, once you know where the bathrooms are you no longer think, “how will our guests know where the bathrooms are located?” But new “eyes” will allow you to address issues that established leadership “knows” (or may not know) but have chosen not to address. These new leaders will ask questions and raise issues that may need to be dealt with (but for whatever reason up to this point have not been dealt with).

Also, when people feel empowered, are making decisions that are moving the organization forward, and when questions are encouraged, new possibilities arise. They may say, “what if we did this instead of this?” or “Why don’t we put up signs so new people can find the bathrooms?” New ideas will come forward and the organization either says, “yes” or “no”– but for a moment it readdresses what is important, a flash of the organizational culture is brought to the forefront, and the new leaders will see “how things are done.”

4) Disagreement – When people do not feel empowered to make decisions then they do not feel the freedom to disagree. When a leader is never challenged, and people do not feel the freedom to ask questions, or suggest new possibilities – then they surely will not disagree with the leader (at least face-to-face).

But disagreement, if discussed, will force the organization to evaluate both sides of the disagreement and reach a solution. Disagreement allows the organization to sift through what is truly important and what is not. It has to decide what parameters it is using to make the decision. It evaluates what both sides of the argument would affect. In the end disagreement will lead to a deeper understanding of why and how things are done a particular way.

Some questions to ask:

1) How empowered do those in my organization feel?

2) Are people given both responsibility and the authority to carry it out? (how much oversight do those in the organization receive) By the way, a lack of oversight can be just as damaging to empowerment as too much oversight.

3) Do people feel a freedom to ask questions? What is your organization’s way of encouraging questions? When was the last time someone asked a really good question that made everyone around the table stop and think?

4) Do people feel free to disagree with the main leader? If so, what is the typical response? Are people “punished” for disagreeing? Is there a organizational culture in place that rewards agreement and discourages evaluation?

 

Creativity and the Gospel; sharing a never changing message in a new way

Foam and Paint. 

103048691_304556543080616_7496349836531834343_nThis past Sunday First Baptist Church Valdosta held it’s annual Fall Festival. Every year we try to share the gospel in a creative way. We have tried carving a pumpkin and sharing as we carve referencing parts of the pumpkin as we went. We have read a story from a book and several other methods. This year we wanted to come up with a unique and new way to share a timeless message.

This past year Valdosta Kids began going through Lifeway’s the Gospel Project. It has five symbols that it uses to share the gospel (a crown, “x,” the cross, gift, and hands).

We put these symbols on our t-shirts for VBS. We would have the kids point to the symbols as we went through the presentation. I wanted to refresh the minds of our kids who attend the gospel project, attended Vacation Bible School, and to introduce the gospel to those children who may be hearing it for the first time at the Fall Festival.

So how do you take these symbols and present them to a large crowd of people who range in age from infants to senior adults and vary in their familiarity with the gospel? At, first I thought just print them out, really big. But this didn’t feel very creative and I doubted that it would hold the younger children’s attention, especially if they already knew what the symbols meant. So with a sketch pad, I started brainstorming. What, I came up with was a way for the pieces to fit together to form a man. It is a man who begins as being broken into pieces and through Christ becomes whole again. Eureka. After two full days of carving foam and painting, I was pleased with the result. I plan to use it many more times in the future.

 

Why Use Creativity to Share the Gospel?

cerealHoly Lucy Charms? No. 

I know there are those out there that feel simply reading the Bible and sharing “the Roman Road” is enough. The Word of God is “sharper than any two edged sword” and is what God has given us to save the soul.

We do not need to add anything to the gospel. This is true, but as soon as I would have launched into the first verse I would have lost the young children. So, the foam shapes and symbols are not an attempt to add to the gospel or change the gospel only to explain it from a different angle.

Consider the following when you are planning your next event:

1. People Learn Differently. 

Everyone has a way that they learn best and it not always the same. Educators call these different ways of learning “learning styles.” Some are kinesthetic learners — these learners do best when they are moving (games, acting out the story, moving around etc.).

Some learn best when they hear the information, these are called auditory learners. And some learn best when they see the information — visionary learners. This is a simplistic way of dividing students into groups but educators have shown that we all have a preferred way of receiving information, so presentations should try to include all three. Ask yourself, “how am I engaging the kinesthetic, auditory, and visionary learners?”

Most ways of teaching focus on the auditory learner — “come sit down and listen to what I say.”

  • All children are tactile-kinesthetic. They learn best by touching and doing.
  • In the first few grades of school, some children begin to show a strength in the visual area. They learn best by watching and seeing.
  • At around ten to twelve years of age, some children will begin to show a strength in the auditory area. They learn best by listening.
  • Among all people over ten years old, 20 percent learn best by hearing, 40 percent learn best by seeing, and 40 percent learn best by moving and doing.

When a child says he wants to “see” an object he really means he desires to hold it and touch it.

Think About It . . .

  • How has most of our teaching traditionally been done?
  • Do we need to change the way we teach? If so, why?
  • How can we more effectively teach children who learn differently than we do?[1]

2. “The More Hooks in the Water the More Chances there are of Catching Fish”

If you say the same thing in your gospel presentation and the person has heard the exact same thing before, then they anticipate what you are going to say and then tune you out. They think to themselves, “I have heard this (exactly word for word) before. Change up the illustration, the graphic, the method). As long as what you are doing is theologically solid then use your God given creativity to share His Word (in new and different ways).

If there brain thinks it is receiving new information it has to work and figure out where to put this new information. The more paths in the brain that lead to the ultimate conclusion (I need Jesus to save me because I am lost), then the brain is able to make deductions and understand information at a deeper level. The more angles you are able to explain something, the better and deeper the student will understand the topic.

Four Angles

 Each person looks at things from his own angle.

Some people are why people.          “Why should I learn this?”

Some people are what people.         “What are the facts about this?”

Some people are what if people.     “What would happen if you did this with it?”

Some people are how people.          “How does it work?”

When a person learns something, he will usually approach it from one of these four angles.

The point is:

  • God made each of us different from others.
  • God made each of us unique.
  • How does realizing this help us to be more effective communicators?
  • What changes can you make in your classroom, your material, your class routine, and your teaching style to help you communicate more effectively to the unique children in your class?  [2]

I believe that this a main reason we have so many stories of people and examples of God’s grace. Each point us to Jesus (creation, Cain and Abel, Sampson, David and Goliath, the early church, Paul and church planting, etc.)  — why so many stories to explain the gospel? Each one shows us God in a different way, and each explains the gospel at a different angle. God is the best teacher.

3. People Appreciate Creativity and Original Thought. 

I know we don’t ways have time to “whiteboard” ideas and brainstorm specific topics of events. Many times we fall into a default mode where we just don’t have time to be creative; we say, “let’s just do it the way we did it last year.” But people appreciate and recognize the little details that are given attention.

I had three different kids say, “Pastor Drew, the clown costume again . . .really?” Ouch, but it helped me to realize that next year I need to up the game on my costume. You can bet I won’t be a clown next year. Go big or go home baby! Think about your last trip to Disney. What made the trip really special” What makes Disney special? There are tons of (small and big) details that make it awesome. There is no trash anywhere, everything is clean and freshly painted, no one ever breaks character (ever!), the fireworks show is awesome, and on and on I could go. If you want people to hear you when you share the gospel, then be creative — do something that they don’t expect. What’s your hook? How will you engage them with creativity?

I know the Holy Spirit is the one who is guiding the moment — but God chooses to use us in the presentation. He chooses to use all of us (your head knowledge and your heart), and we are each unique. He has made you with a brain, a personality, and life experiences (use them). Before you buy more wordless books, or chik tracts, sit down with some pen and paper, pray, and say “God use me to reach the masses.” Be like Samuel and say, “Here I am Lord, your servant, I am listening.”

You may get really excited to see what He does.

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[1] See Learning Styles by Marlene D. LeFever (David C. Cook).

[2] Based on the research of David Kolb, Experimental Learning: Experience as the Source of Learning and Development (Prenice Hall) and Bernice McCarthy, The 4Mat System: Teaching to Learning Styles with Right/Left Mode Techniques (Excel, Inc.).

The Leader and Orientation; Setting the Course

compass2How Does the Leader’s Personality Affect the Rest of the Organization?

One of the strange mysteries of parenthood is seeing your image reflected in your children. I see my wife and I in each of our four children. We both have certain characteristics that our children seem to have inherited. Without getting into which child displays which characteristic, let me just summarize to say, that good or bad they are like their parents. They like the same kind of movies, tell the same kind of jokes, and like the same kind of cereal. Parents have a huge influence over the character and personality development of their children (even if they don’t recognize it and even if it is not always good).

In a very similar way organizations, over time, begin to reflect the characteristics of its’ leadership. If the leader is slow and calculated in decision-making, then the organization will reflect this way of making decisions or other characteristics like laissez-faire management, cooperative style, “fireball” in personality, visionary, etc. will be reflected in those that follow their leader. Certain people will be attracted to a way of doing things, and others will be displaced as they prefer to go elsewhere (because of a dislike of the characteristics of the leader). So, over time, the organization begins to take on the shape of its leader (good or bad).

In a paper presented to academia.com Peggy Heid discusses the correlation of the leader’s characteristics to the organization. She says,

“The research of Denison Consulting (2010) found that in cases where the leader had served a reasonable amount of time, there was indeed a direct correlation between the leader’s strengths and an organization’s culture. A study by Giberson, Dickson, and Resick (2005) lends support to the idea that the organization is a reflection of its top leadership. They found evidence of both personality and values becoming homogenous within the organization over time.”[1]

Can an organization choose its’ own personality?

According to the study mentioned above, over time the organization will begin to display the leader’s personality (aggressive, introversive, extroversive, financially conservative, risk taker, deliberate, academic, non-academic, trusting, slow to trust, etc.)

In the Bible, 1& 2 Timothy and Titus are books dedicated to the idea that it is essential for a church to choose men whom are solid in doctrine and character. Why can’t anyone serve as pastor or deacon? Because of the influence they will have and the bend they will take the church. The author and speaker John Maxwell said “Everything rises and falls on leadership.”[2] In the secular and sacred organizations become like their leaders. So, yes, an organization can choose its’ personality by hiring a leader that reflects the character and personality traits it desires to posses.

Can you choose the theology and doctrinal beliefs of the organization?

Timothy is told by Paul to watch out for false teachers, these bad leaders would lead the congregation away into trouble. Paul says to young Timothy,

“As I urged you when I was going to Macedonia, remain at Ephesus so that you may charge certain persons not to teach any different doctrine, nor to devote themselves to myths and endless genealogies, which promote speculations rather than the stewardship from God that is by faith.” (1 Timothy 1:1-4). Therefore, the key leaders  must be known for and reflect integrity in the Christian faith because, yes, they can influence the doctrinal beliefs of the organization. However, if a church desires to stray from the truth of Scripture and go down the road of making god into their own image then they can be sure there will be someone willing to serve as their leader and preach whatever untruth they want for a paycheck.

cycleAnother biblical example of organizations reflecting leadership is from the book of Judges. There is a cycle of sin throughout the book. The cycle begins with the Israelites following and worshipping the one true God. But over time the leader dies and the people begin to worship idols. They are then taken off into captivity or slavery. Then God’s people cry out and a judge (leader) is given who lead them into victory over their enemy. Then peace and freedom return to the land once more. Then eventually the judge (leader) dies, and the cycle repeats itself again, and again, and again. These examples show us that a leader is needed to guide. If it is within the church environment, he must also have godly character.

Maurice Ellis in discussing leaders in the field of education and how they should display courage said, “Leaders are paid to set direction, not wait for direction to emerge.”[3] Leaders are needed to set the course for an organization. The organization has to recognize that when they appoint that leader then they must do so with wisdom and an open heart — because they will change (for the good or bad) over time based upon the leaders’ character and personality. If you happen to be the leader, then recognize your strength or weakness of character will effect the organization. If you have a hidden character flaw deal with it now, because it will eventually find its way to the masses.

Does the age of the organization affect the change by the leader?

Depending upon age of the institution, this process may be slow or extremely quick. If we use a church as an example of an institution then we would discover that church plants (which are very young in age) tend to quickly or even immediately take on the characteristics of the leader. If you were to look at an established church, who may be a hundred years old, then the church is much slower to take on the characteristics of the leader due to institutional memory and tradition.

For more on the topic of influence and the leader click here.

For more on institutional memory click here.

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[1]http://www.academia.edu/3660162/Implications_of_the_Senior_Leaders_Characteristics_on_Organizational_Performance – written by Peggy Heid

[2] John Maxwell. The 21 Irrefutable Laws of Leadership (Nashville, Tennessee; Thomas Nelson), 2007

[3] http://www.edutopia.org/blog/successful-school-leadership-social-emotional-learning-maurice-elias

 

Abraham and Isaac go to a Worship Service; Genesis 22

Abraham and IsaacLaurent de La Hire, 1650

Abraham’s Example of Genuine Worship: Genesis 22:1-2, 9-13

“After these things God tested Abraham and said to him, “Abraham!” And he said, “Here I am.” 2 He said, “Take your son, your only son Isaac, whom you love, and go to the land of Moriah, and offer him there as a burnt offering on one of the mountains of which I shall tell you. . . . .

9 When they came to the place of which God had told him, Abraham built the altar there and laid the wood in order and bound Isaac his son and laid him on the altar, on top of the wood. 10 Then Abraham reached out his hand and took the knife to slaughter his son. 11 But the angel of the Lord called to him from heaven and said, “Abraham, Abraham!” And he said, “Here I am.” 12 He said, “Do not lay your hand on the boy or do anything to him, for now I know that you fear God, seeing you have not withheld your son, your only son, from me.” 13 And Abraham lifted up his eyes and looked, and behold, behind him was a ram, caught in a thicket by his horns. And Abraham went and took the ram and offered it up as a burnt offering instead of his son.”

In the story of Abraham being tested by sacrificing his only son Isaac we get see a heart- wrenching story. Abraham who has not had a child his entire adult life, and it is only when he is old that God blesses he and his wife Sara with a boy. They had endured the cultural shame of having no children. Now God had promised to give them a child, and he had finally arrived.

We see from the text that Isaac is old enough to carry a load of wood for the sacrifice, and was very much aware of how such a time of worship would go, and what was required to offer it. He asks along the way, “Behold, the fire and the wood, but where is the lamb for a burnt offering?” He would have undoubtedly experienced many such times of sacrifice.

The story takes place in the context of a worship service and it was to take place at a given location. But, what transpires there is not “Lord I lift you name on high,” or any other lighthearted song sung half-heartedly.

During this time, Isaac was asked to kill his son. If Isaac had become an idol to Abraham – or had Abraham put Isaac before the Lord, we really don’t know. But, what if this is how our times of worship are really supposed to be? What if they are supposed to be deeply personal, and extremely moving?

What if God says, “I don’t want your puny left over offering, I want your children.” What if God says, “I don’t want what you had planned on bringing to the worship service, instead I want that which is most precious to you.” What if he tells us ahead of the worship service what the offering should be, and the act of worship is bringing it to the alter – where you leave it?

Instead of thinking of worship as a place to go to get “fed, fueled, encouraged, excited, etc” or any other completely self-focused objectives, what if we are to learn how worship should be from this passage? What is worship is supposed to be heart-wrenching and truly sacrificial? This is not exciting. A time of worship where our faith is truly tested is not enjoyable. It is quite miserable. What if worship is where we stand before our God and he painfully extracts the sin in our lives. This is not done with a cup of coffee in the hand.

True worship, based on this story, leaves the follower of God truly and deeply joyful that there was a substitute given. This kind of worship leaves the worshipper caring less where they go for lunch after the service. They may even sit and weep because God has given His one and only Son for them (and their family).

At Abraham’s worship service there was deep, deep, deep sense of thankfulness. How long did Abraham hug his son after it was all over; a moment, an hour? Did they weep together?

Notice that God does not rip Isaac from Abraham’s arms. Abraham as to bring Isaac to the alter and lay him on it. We learn to lay down that which is most precious to use, to put God first, and he in His grace provides what we need to worship Him. Praise God for the ram caught in the thicket.

It would be a very risky prayer to ask God to give you this type of worship service. But what we see is God’s love for Abraham. God had a very big plan for this this man, he was to be a blessing to the entire world, and he would not allow anything (or anyone) to get in between Him and his precious child. If you are His child, he loves you with this same jealous love. He will not allow anything to get in-between you and Him. He simply loves you too much to see you caught up in sin.

We are to sacrifice that which means the most to us, so that others may be blessed. Jesus laid down his one and only Son so that all of creation would be restored.

God asks the same of Jesus’ followers. 1 John 3;16 “By this we know love, that he laid down his life for us, and we ought to lay down our lives for the brothers.” We give and sacrifice to maintain a right relationship with the Father, and he uses that faithfulness and righteousness to bless the world around us.

Pray for your worship service to be truly worshipful (but know this is a costly and dangerous prayer).

"For by grace you have been saved through faith." Ephesians 2:8

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