Learning & Growth

Behind the Curtain: 3 Questions Leaders Must Ask (Post #3)

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(Written by Mark Stanifer, SightShift Certified Coach and founder of Dare2LiveCoaching.com)

You’ll recall from Parts 1-2 of this series that the question being explored is this: “What questions must be answered to ensure your public persona matches your behind-the-curtain private one?” There is one more question a leader must wrestle with in order to ensure alignment between public and private personas.

Let’s return to the account of Jesus in the wilderness and explore the final test.

Avoid or Sacrifice

In the third test Jesus faced, the tempter changed tactics a bit. In the previous two, Jesus’ answer came from the truth found in the sacred scrolls. For this third test, the enemy began with words Jesus would have been familiar with from Psalm 91. Again, we must understand that while Jesus was the Christ, he was also a human. A human that was destined for a difficult ministry path and a brutal death. A daunting mission if there ever was one.

One can debate how much Jesus knew of the path that lay ahead of him. What is clear is that he understood his mission and the sacrifice it would require. As a leader, you are not asked to make the same sacrifice that Jesus was. Still, pursuing your becoming and your mission will require sacrifice. The temptation in this third test is for a shortcut, a way around the difficulty and an easier path to success.

The third question to ask is this: Where am I trying to avoid the sacrifice and take a shortcut?

Have you ever had this thought, “If this is what God really wanted, why isn’t it easier?” Or maybe for you it sounds like, “If I can just speed things up the impact will be greater.”

The way the story was written in Luke 4 gives no indication to the time between question and answer. It also does not describe what thoughts Jesus may have had prior to this about the sacrifice that lay ahead. It does not take speculation, though, to conclude that this test was a targeted attack on what the enemy perceived as a point of vulnerability. Why else would he go there?

It’s a point of vulnerability for leaders as well. The easier road, the safer path, the shortcut around the struggle, what leader isn’t tempted to consider that? Still, personal experience and the stories of others confirm for that process really is the “shortcut.” Meaning, attempts to find a way around the challenge or the sacrifice don’t lead to better results faster. Only lesser results more quickly and missed opportunities to pass the test and be refined in the process. Jesus showed the way, and the way is through it.

Pubic and Private Persona

What did Driscoll, Hybels, and Zacharias have in common? Among other things, they failed to stay consistent in asking these three questions to help pass the tests they faced as leaders:

1. Where am I trying to take for me rather than give for others?

2. Where am I compromising, rather than committed to, my values?

3. Where am I trying to avoid the sacrifice and take a shortcut?

Jesus’ example wasn’t just a divinely perfect man disconnected from his humanity. For him to be what the Father intended, he needed to know the full human experience. In so doing, he showed the way, including the way to ensure that the behind the curtain leader is the same as the one in front of it. The strength and resolve that Jesus displayed came from a grounded understanding of his identity and a clear vision of his mission. That same strength and resolve is available to all leaders by following the same process. Receiving from the Father a grounded sense of identity and allowing that to compel one consistently forward in the mission He has for us.

It seems fitting here to allow James the last word: “Consider it great joy, my brothers, whenever you experience various trials, knowing that the [refining] of your faith produces endurance. But endurance must do its complete work, so that you may be mature and complete, lacking nothing.” James 1:2-4 (emphasis added)

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Behind the Curtain: 3 Questions Leaders Must Ask (Post #2)

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(Written by Mark Stanifer, SightShift Certified Coach and founder of Dare2LiveCoaching.com)

You’ll recall from Part 1 of this series that the question being explored is this: “What questions must be answered to ensure your public persona matches your behind-the-curtain private one?” The first question that must be asked is, “Where am I trying to take for me rather than give for others?” There are two more questions a leader must wrestle with in order to ensure alignment between public and private personas.

Let’s return to the account of Jesus in the wilderness and explore the second test.

~~~~

Compromise or Commit

The second test Jesus faced went straight to his values. The tempter was inviting him to compromise. Testing if he would stay committed. Yet Jesus, as our leader example, modeled what his ultimate value was in the way he responded to this second test.

None of us will face stakes as high as what Jesus faced in this test. The tempter was offering him the kingdom of earth. Now, we know the enemy’s pattern from the early pages of the Bible. It is to cast doubt on the authority and trustworthiness of God, to undermine Him and his creation. We should not presume that Jesus wasn’t affected by his offer. The enemy knows how to exploit our humanness.

The second question a leader can ask is this: Where am I compromising, rather than committed to, my values?

It may be helpful here for you to think of values in this way: centered on God and committed to becoming who He made you to be.

The offer Jesus was given was the antithesis to those values: substitute something other than God as the center and deviate from the path of becoming the best and fullest expression of himself. Understanding his test in this light makes it directly relatable to the tests (the refining) that leaders face. How are you answering that question, in the things that seem insignificant and in the things where the significance is great?

You may read that last statement and feel the pressure to double down striving to be good in all things. The intent here is not to heap perfectionistic pressure on you and make the striving any heavier to bear. Relax and let Father’s refining do its good work. Or you may discount the insignificant and focus only on the big things. Recognize, however, that big things always start off as little ones. For you, the growth opportunity is to notice the smaller testing moments and stay committed vs compromising. In both cases, God’s process is refining you to be “mature and complete, lacking nothing.” (James 1:4)

Photo by Mark Duffel on Unsplash

(Post #3 tomorrow)

Behind the Curtain: 3 Questions Leaders Must Ask (Post #1)

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(Written by Mark Stanifer, SightShift Certified Coach and founder of Dare2LiveCoaching.com)

“What questions must be answered to ensure your public persona matches your behind-the-curtain private one?”

John posed that question to me recently. While he didn’t elaborate on where it came from, knowing John there was an experience that led to him asking himself that question first. And then he followed his curiosity, wondering how others would answer it. In this article, I approach the question from a leadership lens. But, in truth, what follows applies to anyone who wants to fully be who they were created to be.

In thinking about that question, I couldn’t help but consider some very public and horrendous examples of where leaders displayed public personas that were very different than the one behind the curtain. Mark Driscoll, Bill Hybels and Ravi Zacharias come to mind immediately. Despite any positive impact these leaders had, it is now obvious that what was behind the curtain did not match the image on public display.

These are just three negative examples. The splashy and traumatic ones that make the news. There are countless others, as well as countless examples of where the public and private personas did match. Although they don’t make the news, no doubt you’ve experienced both.

So what makes the difference? What are the ingredients that lead to congruency in the personas of some and not others? What can we draw from the failures, and not just the epic and public ones, that will help us avoid similar outcomes? I’m going to borrow a line from C.S. Lewis’ opening forward to his book, Mere Christianity, here. There are “far more, and more talented, authors already engaged in such matters” as to the numerous differences between leaders who are congruent or not in public and private personas.

Instead, let’s return to the original curiosity of what questions can help lead to congruency for the leader.

The Temptation of Jesus

In Luke 4:1-13, the gospel writer describes the testing of Jesus in the wilderness. The importance of the experience Jesus had immediately before this — his baptism and the Father’s affirmation of Jesus’ identity — cannot be overlooked when considering the wilderness account of chapter 4. Jesus knew who he was and where he was going before facing the test of the wilderness. That was the foundation that allowed him to pass the test.

Yet, in the testing, we see a glimpse of what all leaders face. Jesus, as a man, was subject to the same temptations we face. Paul affirms this in 1 Corinthians 10:13. The Message version says this, “No test or temptation that comes your way is beyond the course of what others have had to face.” Including Jesus.

James 1 also talks about testing and trials and temptation. It’s helpful here to think of these words as describing a process of refining, so we can be “mature and complete, lacking nothing” (v4). In other words, the tests and temptations which life brings are opportunities the Father uses to help us become the fullest and best expression of who He wants us to be.

Although likely obvious, it is worth stating that the congruency of public and private persona to which we’re aspiring in this article is one in which the leader’s example is loving God and loving others. Christ-like. And with Jesus as the example, we find in his wilderness temptation three questions a leader can ask to help pass their own tests. To help keep the visible persona aligned with the behind-the-curtain persona.

Take or Give

The first test Jesus faced came after a 40-day fast. Jesus was hungry. The account in Luke 4:2 says so. It is not true to the text or Jesus’ humanity to believe otherwise. Jesus’ tempter surely understood that; otherwise the first question would have been different. There is no doubt that Jesus desired food. But in that moment, his desire for food was not greater than his desire to be grounded in who he was, who the Father said he was.

The first question a leader can ask is this: Where am I trying to take for me rather than give for others?

Jesus had the authority and the power to do what the tempter was suggesting. He had the desire for food; anyone fasting for only a few meals know that same desire. He had the means. He had the motive. And now had an opportunity. Yet he resisted the temptation. He passed the test and was refined in the process, because he chose not to take for himself.

This isn’t to say that desires should be denied or ignored. Hunger, left unfulfilled, doesn’t give life. Desire is natural, and God ordained. But when desire is not channeled by the grounding of one’s identity it will result in the choice to take rather than give. The consequences of taking for oneself could be small or they could be significant. Think of David and what his desire did to Bathsheba and Uriah and the ripple effect on his kingdom and impact as the leader.

Motive is important here. It’s what makes the difference between cooperating with the testing (refining) process and pushing against it. This first question helps the leader uncover the motive surrounding the desire — Is it for me and my gain or for the benefit of others?

Photo by Tim Marshall on Unsplash

(Series continued tomorrow)

Blog Series: Behind the Curtain

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No matter the organization you choose to analyze, there’s an understanding every one doesn’t see all the stuff. There are things not seen or known by the public and, often, not the majority of those engaged in the organization (staff, volunteers, etc.). Some call it seeing behind the curtain.

Others refer to as organizational politics. I’m not a fan of that label, but it’s understandable why people use it. And therein lies what we’re really analyzing-people.

The stuff behind the curtain is actually the actions/interactions of organizational leaders. How do they get along? How do they manage themselves? Is there a mirror anywhere, and who’s responsible for its use?

It seems healthy, thriving organizations care about what’s behind the curtain as much as, if not more than, the other side. A couple of weeks ago in watching a young organization I wondered to myself what it would take for it to be one of those organizations for the long haul-an organization whose public persona matches what’s behind the curtain.

I invited my friend Mark Stanifer to join the wondering by sending this question: What questions must be answered in order for what’s behind your organization’s curtain to match your public persona? The result is a blog series that we’ve co-authored.

Mark’s contributions focus on questions for leaders; mine focus on questions for the leadership team.

Keep watch for Mark’s first post.

Photo by Kelly Sikkema on Unsplash

Saving Lives: We All Can

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Recently in a class I was facilitating, two references to suicidal ideation were unexpectedly mentioned. The first one was definitely out of nowhere for me and the rest of the class.

The main topic of that night’s class was finding peace in your beliefs. Naturally, the first presenter of three on the night’s program was a pastor. While he was speaking, a participant shared this in the chat (Zoom meeting):

I just want to let you know that you saved my life when I found you on tiktok.

The second reference to the possible loss of life was shared by the second presenter, a church attendee sharing their story in finding a church home. Part of this story included suicide consideration-this after serving on several church staffs, by the way.

After hearing these personal stories from two people who could easily no longer be on earth, a connection crossed my mind. The theme of the class was finding peace. These two had a season where they were searching for peace. In that season of lacking peace, their lives were at risk.

CONNECTION: Lack of peace is life threatening.

I shared that connection with the class and then offered this encouragement to everyone. Whatever you have offering peace to any community (family, neighborhood, work, church, city), your offering saves lives. It’s not only the pastor who brings peace by preaching or aiding someone in securing their personal beliefs. It’s also the teacher who asks the student about the bruise. It’s the law enforcement officer who delivers good news. It’s the grocery shopper who commends the cashier. It’s the neighbor who offers to mow the yard. It’s anyone who takes time to notice and inquires when they sense a lack of peace.

Any effort to bring, restore, support, or provide peace is life saving. For them. For you. For us.

“Blessed are the peacemakers, for they will be called the children of God.”

Matthew 5:9

Child of God, how did you make peace this week? Congratulations! You saved life.

Photo by Priscilla Du Preez 🇨🇦 on Unsplash

Against Empathy (book review)

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Took me a while, but I finished Paul Bloom’s Against Empathy.

As a more rational than emotional human, not only did I appreciate Bloom’s premise and defense, I also gained perspective. The sense of empathy he addresses is this:

Empathy is the act of coming to experience the world as you think someone else does.

Chapter 1, Other People’s Shoes

The title of that chapter is certainly something I’ve attempted to pursue in compassion growth. Try walking in other people’s shoes. What Bloom suggests is a balance of emotion that can go awry when rational compassion is untapped. For example, he shared this truth about himself:

…in the year of the Sandy Hook killings, more schoolchildren were murdered in one American city-Chicago-than were murdered in Newtown, and yet I’ve never thought about those murdered Chicago children before looking that up, and I’m not likely to think about them again…while my mind often drifts back to Newtown. Why?

Chapter 1, Other People’s Shoes

Bloom argues what really matters in everyday life is self-control and intelligence about compassion not being highjacked by high empathy caught up in the suffering of other people. Caring for the suffering must involve assessing how best to do so. This assessing is what effective altruists define as combining heart and head.

With each chapter, Bloom digs deeper touching on intimacy, violence and cruelty, and the age of reason. He admits his views are not readily appreciated, but stands his ground with fair judgment of his own work and other researcher’s results.

The result: I’m no longer going to mindlessly nod my head in agreement the next time a voice heralds a need for empathy. I’m going to check my own voice. I wouldn’t use Bloom’s declaration that empathy is something to avoid. But I am going to go deeper than the surface of immediate reaction to suffering. If Bloom’s premise raises any level of reaction for you, add this title to your list to read.

By the way, it’s available on hoopla.

Role Clarification: It’s Critical

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In my years of leadership, one vital item that continues to gurgle to the top determining the health of a team member and ultimately the entire team is role clarification. Just this week, I was reminded again how often simple clarifications are missed and how they impact decisions and conversations.

I was having a second conversation which some would call “hard” with a leader after a first with their colleague. Come to find out, that first one wasn’t necessary, but only because the second one clarified both of these leader’s roles. Totally changed that conversation and explained some odd, head scratching moments over the past two years. I felt bad, but not for long when this leader said, “Yeah, that happens a lot.”

They may be right more than they know. Hopefully in their context they can work to lower that frequency. Speaking of context, there seems to be a common thread of how role clarification gets missed. That thread can be summed up in one word: CHANGE.

If it’s true that change is constant, then it must be true that clarification also needs to be constant. For example…

  • If a team member receives a new title or responsibility, repeated clarification for everyone is necessary. A one-time announcement by email, social media post, or meeting announcement doesn’t suffice. And just stating the title doesn’t cover it. Consider delivering a brief job description, purpose for the title, and who is impacted by this role; it probably wouldn’t hurt to update the organization chart. What may seem like a small change is still change.
  • When a new team member is added (no matter the level), repeated clarification for everyone is necessary, particularly if the position is a new position. One could ask, “So whose responsibility is that?” My opinion, it’s the primary responsibility of the new team member’s immediate supervisor; in the case of their reporting to a board, then the board should own this task. Please avoid making it the new team member’s responsibility to explain why their job was created, what their job is, and what the new organization chart looks like. If that’s how your leadership rolls, you may be looking to refill this position sooner and more often than you’d like. It may seem obvious, but adding new team members is change.
  • When your organization is growing or goes through any major leadership shift, repeated clarification may seem like overkill. But consider this question: How many ripples does growth or a shift create? When you finish the list of all the ripples, that number multiplied by no less than two is how many clarifications are needed to avoid confusion and misunderstanding and their potential fallout. One truth to grab on to-growth is change.

Change equals a clarification need. If that stresses you out as a leader, then this task is most likely not in your wheelhouse. Odds are you know the team member that lives in that wheelhouse. Talk to them soon. It’s critical.

Photo by Austin Distel on Unsplash

Sunk Down Deep

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‭‭A little one-question quiz for you. Which biblical character said these words:

I had sunk down deep below the mountains beneath the sea. I knew that forever, I would be a prisoner there. But, you, Lord God, rescued me from that pit.

When I read this particular verse this week, I chose to sit in it for a few minutes in attempt to feel the impact of their situation. Any of these words or phrases feel familiar?

  • “Had sunk down”…indicates an awareness of the gradual process that led to where they found themselves.
  • “Deep below the mountains”…expresses they feel completely alone, no one is around.
  • “Beneath the sea”…not only do they feel alone, it’s a sense of desperation that no one can even go where they are.
  • “I knew”…they believed, were convinced, had come to the realization.
  • “Forever”…this was it; there was no hope of things ever changing; they were resigned to their fate.
  • “A prisoner”…they saw no way out, certainly not a way within their power, and no one was around to provide a way.
  • “But, you, Lord God”…no one, that is, but their God. Their God was the only one with a way out.

If any of these thoughts, emotions, and expressions correlate to you today, take a few minutes to find this person’s story and read it through a different lens.

You’ll find this person’s story in the Old Testament. The person? Jonah. The quote? Verse 6 from his prayer in chapter 2 (CEV).

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Five Whys from Bridge A Life’s Superhero 5K

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Ran a 5k this morning at the 13th Bridge A Life Superhero Race. This was just my second time at this race, first since 2021 when the event included a 10k for their 10th Anniversary.

Each time I run a 5k I ask myself why. It’s certainly not as taxing as a full marathon, but it’s not my favorite distance. That’s for another post…maybe.

After being at the race for a second time, the answers why this 5k are many.

One: To share about our work at Samaritan Counseling. The tent was busy!

Two: To see what’s possible. Always with goals in mind, I had given myself four lofty goals this week. Managed to achieve one of them: Placed 2nd in Age Group. I’ll take it. (RACE ORGANIZERS: Thanks for including a child’s name on my bib. Thinking of them kept me moving in Mile 3.)

Three: To encourage other runners. Five coworkers also entered the race, and several community partner colleagues were on hand as well.

Four: To be inspired. The oldest male competitor, Bill Welch from Parrish, introduced himself at our tent. He said he enters a 5k every Saturday to support charity. He’s completed over 1,100 races. He’s 86. He took home 3rd place in his age group. Let’s just say it’s going to take over 1,000 races for me to catch Mr. Welch.

Five: To support Bridge A Life‘s vital work in Foster Care. This event brings awareness to the reality of children in out of home care in Manatee, Sarasota, and DeSoto Counties. This year, nearly 700 names were chalked at the start/finish line.

P.S. Great Job, Bridge A Life! I imagine you feel somewhat like I did at the finish line. 

SURPRISE!

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Monday, I was waiting for an interviewee to enter our Zoom meeting. I already had an opinion of how it would go, yet I knew that wasn’t a good mindset as an interviewer.

I decided prayer was a good option while I waited. The main request I voiced was to have an open mind.

Twenty-eight minutes later I voiced a second prayer admitting to God and the interviewee that I was surprised by our conversation. The first thing I remember saying was, “Thank you for being a God that surprises us.”

After I closed the meeting, I wondered why that is. Why am I surprised when God gives me what I ask for?

There are many possible answers for that question. One may be correct for one instance and another for another.

In this case, I tend to think I was surprised how quickly God showed me I was wrong, and it actually brought me joy. Doesn’t quite sound normal.

Surprise!

Photo by Xavi Cabrera on Unsplash