Leading Hope with Kevin Jack Leading Hope with Kevin Jack

Intro

– Find somewhere you can find a mentor; also hear that experience is the best teacher.

– Large organization where you can learn systems: Small organization where you can do a lot of stuff.

– Find a great workplace culture; or you can learn as much from a bad culture as you can a good culture.

– Offer my perspective on picking your first job…assuming you have a choice. If you don’t; you might just need to take a job.



History

– 3 Internships while in college.

– Children’s Intern at Home Church: Common

– Youth Intern at Growing Church: Did Nothing.

– Children’s Pastor at Small Church: Did Everything & Was Overworked and undervalued.

– Youth Pastor eventually interim pastor at Mid-Sized Church for 3.5 years



Two Points

1. Find Calling, Not Benefits, Not a Career, Not a Ladder of Advancement.

1. Key Questions (Ministry-Focused)

1. Does your heart break for the community?

2. Do you love the people?

2. Further

1. Pay package and benefits do give you a sense of value for the role. (Within Reason)

2. Future Opportunities are helpful, there’s not many people who stay at an organization for 10 years. Sometimes “advancement” is dangled without any plan or vision.

2. Your job choice should be tailored to your development, which means you must know your weaknesses.

1. Your first job should not be viewed as your maximum level of impact, but your maximum level of development.

1. People coming in overestimate the impact they are making, underestimate what they can be learning.

2. Now Pick, with that in mind. To maximize your development.



Guidelines to Consider

1. If you lack strategy, go to a large organization!

2. If you lack experience, go to a small organization!

3. If you’re secure, get a leader you will learn from.

4. If you’re insecure, get a leader you will connect with.

5. If you’re mature & secure, pick opportunity.

6. If you’re not, pick culture.



Don’t: Pick Benefits, Salary, Cool City, or Future Promises.



Close

– People pick jobs for all the wrong reasons. Choose Calling & Development over everything else first.

“How to make the best case possible that unites rather than divides.”



The things I’m looking at when I’m constructing a thought line.

Principles

1. Immersion predates writing.

- I don’t need to know everything they think, I need to know what they value: I need to value what they value.

- Talk about with the name change.

- Note: I’m storing up all that information.



2. My case is only as strong as my weakest argument.

- If I’ve got 5 points and 4 are strong, I have a weak argument. If I have 4 points and 4 are strong, I have a strong argument.



3. I’m owning my weak points to defuse them.

- I have to be immersed because I need to know what the objection is. I own it and explain why I think it’s still worth it.

So important: I’m actually open! Not convincing, just explaining to people my process.



4. Never Approach From Head On

- Defense are up! Always approach from an angle!

- Politics: Not talking issues and policies; talking priority.

- Don’t ever use the thing to talk about the thing: People expect that and so they’re convinced.

- Why I use sermon titles.

- Always use the thing to talk about another thing.



5. Story is King

- Defenses drop in narratives. Not illustration: point. Long parable to immerse.

Intro

Politics Series (Non-Political Political Series)

Resources available at elephantsanddonkeys.church



Step #1: Discern

Decision: Not addressing this would be more of a distraction than addressing it.

Goal is not attention, goal is mission.

Don’t enter controversy because of boredom, do it because of your purpose.

Explain our decision: It will be more of a distraction not to, and our responsibility is faithfulness.

So, we are deliberately entering controversy to avoid future controversy.



Point #2: Thought Line

Explain Finding the thought line.

Be very clear on how my goal is to be of service to the common desires that God has placed within the people and in myself.



Point #3: Reduce Collateral Damage

Created a website

Published in advance



Point #4: Expect Smoke

What happened

Our approach:

Responded to messages

Stayed out of the comments

Intro

– Final Episode: You have to know when to abdicate the focus of leadership and only be a shepherd.

– Don’t fully know how to explain this, so may leave people confused, but I’ll do my best.

Examples

– My family is more in need of my shepherding than my leadership.

– My friends do not value my leadership ability, they value me personally. To choose to lead in that environment is to damage the friendship.

– In crisis, the organization needs to see I’m more concerned about if we’re good than if we’re great.

– Not “appear” to care, actually care.

Point

– Organizations need leaders who care about the organization and the individual. Prioritize Both.

– Personal Lives need people who care most.

– When you only know how to lead your personal life will fall apart.

Episode 223 Also Available On: From Shepherd to Leader (Part 2) April 3 Leader Notes Shepherds will help people [...]

Shepherds will help people continue to grow regardless of where they are. Leaders will hold people to a standard, develop them up or move them on.

Are they improving vs will they meet the standard?



Shepherds will apply their time based upon your proximity and need, leaders will apply their time based upon your potential.

They need a lot of my time vs Is this the best use for my time?



Shepherds will always do what they feel is best for the individual, leaders will always do what they feel is best for the individual & the organization.

If it’s not best for the organization it’s not best for the individual.



Shepherds believe leading by example is enough, leaders know they need to pull more levers than that.

Shepherd is more leadership present, Leader is more strategically absent.



The leader is present when it’s helpful, the shepherd wants to be needed.

Shepherd overvalues loyalty, Leader overvalues impact. not saying negatively, saying that is the bent.



Shepherd evaluates people based upon intentions, leader evaluates people based upon outcomes.