Leader

Part 4: Leadership to Foster Innovative Church Cultures

Part 4: Leadership to Foster Innovative Church Cultures

As the cultural managers of their churches, there are three timeless and placeless attributes of leaders who successfully foster cultures in which people eagerly participate in the ideation, development, and implementation of new ideas. Part 3 of this 4-part series covered the first two: risk-taking and trust-building.

The third key characteristic church leaders must personify to cultivate an innovative church community is collaboration. Innovation simply does not happen in isolation.

Part 3: Leadership To Foster Innovative Church Cultures

Part 3: Leadership To Foster Innovative Church Cultures

In the first part of this 4-part series, we looked at why millions of people worldwide are leaving our churches and Christianity as they know it, but also how Jesus eliminated all the barriers to the Gospel. In the second part, we looked at the role church leaders play in fostering innovative church cultures that provide significant positive change in people’s lives. And the three timeless and placeless attributes of leaders who successfully foster cultures in which people eagerly participate in the ideation, development, and implementation of new ideas!

The first key leadership characteristic church leaders need to exemplify to foster an innovative church culture is risk-taking. Doing anything new inherently involves risk. According to innovation historian Scott Berkun, “there is no way to avoid all risks when doing a new thing.”

How much is your sequence of change costing you?

How much is your sequence of change costing you?

Is your system for change costing you? When change is necessary, does it feel more painful implementing change then it does just leaving things the way they are? Letting problems stay the same longer than necessary could be costing your organization immensely. And making changes in the wrong order could be as well.

Where is the best place to start then? There is no blueprint for a specific change system that can be implemented successfully in every organization. There is a blueprint however for successfully designing an effective change system for each organization.

Why diversity isn't thriving in your organization

Why diversity isn't thriving in your organization

How it is that some organizations have diverse leadership teams while others seem to only have leaders who look, act, and talk the same? I once heard an executive leader of a 25,000-person organization located in a very diverse metro area in the U.S. say that while they believed in women in leadership, they couldn’t find any qualified enough in their organization. Somehow, I highly doubt that to be entirely true.

Creating organizational environments where diversity thrives at all levels actually begins with better understanding ourselves.

The unusual element necessary for long-term success

The unusual element necessary for long-term success

What does failure do to you?  Does it stop you in your tracks, make you walk back 2 steps, or invite you to lean in and learn?

When things don’t turn out the way we expect, and we ‘fail,’ if we turn this inward and believe that we are therefore a failure, we ultimately hold ourselves back from everything we were created to be and do in our generation. And we certainly will never embrace ‘failures’ as the necessary element of sustained success that they are.