Building healthy leadership teams and cultures is one of the most important tasks we engage in as leaders. In this unique podcast, Pete and Rich share how understanding genograms has served as a powerful tool to create a healthy, transformational, team culture at New Life over the last twenty years. Click below to watch the video or the link to listen to the audio file. LISTEN HERE Save Save
In this month’s podcast, Pete interviews Rich Villodas, the Lead Pastor at New Life Fellowship, on how the The EHS Course provides the foundation for discipleship/spiritual formation in our local church. It offers an inside look of Rich’s perspective on how The EHS Course provides a robust theology, shapes New Life Fellowship’s culture, and serves as a means to create long-term, healthy community. Click the video below to watch or the link to listen to the audio file. LISTEN HERE Join Pete on Tuesday, March 8 @ 12 ET for his Emotionally Healthy Leader Webinar “Culture and Team Building”. Click below to REGISTER.
Hiring is, perhaps, the most challenging tasks of leaders. Why? Poor discernment in this area results in stalled momentum, lots of extra meetings, and, often, hurt relationships. I am not an expert on hiring, but I have made plenty of costly mistakes over the years. 5 C’s summarize what I call “emotionally healthy” hiring: Competence. This is on every list of hiring – and should be. Does the person have the skills, knowledge, and ability to do the job? I overlooked asking hard questions in this area for years when I had great “chemistry” with the person, had history or friendship, or had become impatient waiting for God’s provision. I have never made a good hiring decision under pressure. Calling. Does this potential person discern God is in this for the next step of their journey with Jesus? As we pray, do we believe God is in this? What does their spouse hear from. Read more.
CULTURE AND TEAM BUILDING We make plans and decisions every day as leaders. One of the primary tasks of a leader is to create an emotionally healthy culture and build a healthy team. For Christian leaders, this task is even more demanding because the kind of culture and teams we create are to be radically different than those of the world. How healthy is your practice of culture and team building in your leadership? Join Pete and Rich in this month’s edition of the Emotionally Healthy Leadership Podcast as they discuss this pivotal leadership theme. We also invite you to continue this leadership conversation at our upcoming 2016 EH Leadership Conference. Click the video below to watch or the link to listen to the audio file. LISTEN NOW
I’m excited to participate in Movement Day 2015 in New York City this coming Thursday to participate on a panel around a frank discussion on bridging barriers of race, culture, and class. In preparation, I thought I would get on paper my top 10 reasons of why racism continues in the church today. Here they are: Failure to capture Scripture’s vision of the church as a multi-racial community that transcends racial, cultural, economic and gender barriers. The gospel is the power of God that bridges the infinite gap between humanity and God as well as the “dividing wall” between races, cultures, ethnicities, social classes, and genders. Measuring success primarily by numbers. We want to grow our churches. We want it to happen quickly. The problem is that bridging racial barriers is slow and will rarely produce “big” numbers. Superficial discipleship. We focus on getting people “over the line” into salvation and connected. We don’t. Read more.
We will be restructuring our Emotionally Healthy Leadership Conference 2015 in April around The Emotionally Healthy Leader book that I have recently completed (release date is July 2015). Each chapter has an assessment to help leaders get a sense of where they are as a starting point. The following is a sample one for you to consider around culture and team building: Use the list of statements that follow to briefly assess your leadership practice when it comes to culture and team building. Next to each statement, write down the number that best describes your response. Use the following scale: 5 = Always true of me 4 = Frequently true of me 3 = Occasionally true of me 2 = Rarely true of me 1 = Never true of me ______ 1. I invest in key people from my team, both in their transformation in Christ and in their skill or professional development. ______. Read more.