Of the many things I’m doing, what should I delegate? Effective leaders learn which responsibilities they need to strategically move from their plate to others on their team. Again, we can learn important lessons by observing the actions of the apostles in the early church.

 ¹In those days when the number of disciples was increasing, the Hellenistic Jewsamong them complained against the Hebraic Jews because their widows were being overlooked in the daily distribution of food. ² So the Twelve gathered all the disciples together and said, “It would not be right for us to neglect the ministry of the word of God in order to wait on tables. ³ Brothers and sisters, choose seven men from among you who are known to be full of the Spirit and wisdom. We will turn this responsibility over to them ⁴ and will give our attention to prayer and the ministry of the word.”  (Acts 6:1-4, NIV).

The passage indicates that the apostles delegated the task of distributing food. What can we learn about why they decided to delegate this work instead of something else?

Delegate tasks that are not priorities.   

The apostles said they would delegate the work of food distribution so they would not “neglect the ministry of the word.” Both tasks were good, but they recognized that if they continued doing both, the ‘ministry of the word’ would suffer. Others, at this point, could do the food distribution, but they were the only ones who could faithfully carry out the ministry of the word. And it was the ministry of the word that brought the greatest impact for the church. Every leader benefits from identifying what tasks bring the greatest return.

Some leaders delegate items they don’t enjoy doing so that others will do them. But serving leaders delegate tasks that are not priorities so they can focus on things which bring the greatest impact to their organization.

Delegate tasks that are not strengths.  

The scripture passage doesn’t say what each apostle’s strengths were, but in a group of 12 they surely were not all gifted in the administration required for providing food to the widows. The result was that the job was not done well, and the complaints revealed the need for a change. The apostles found persons who were better suited for this work and delegated it to them. Like many leaders, when the work began, they needed to do it all themselves, but as the work grew, they needed to identify the strengths of others and focus on the things they did best—in this case, teaching the word.

Some leaders hesitate to delegate to others things they don’t do well assuming that others will also do it poorly or not enjoy it. But serving leaders humbly acknowledge that they are not gifted in every area and that God has designed others to do well in these areas. They identify those strengths and delegate tasks that fit the giftings on their team.

Delegate tasks that strengthen the team.  

The seven leaders who were chosen had undeveloped potential that was not being used to the benefit of the church. They were ready and willing to do more, they just needed to be empowered by the leaders! This is true in many churches, businesses and non-profits.

Some leaders look for tasks that need to be done and find people to do them. But serving leaders look for people to develop and delegate tasks that will grow them.

For further reflection and discussion:

In the past, how have I decided what to delegate? How well did it work? What can I learn from the early church leaders about how they chose what should be delegated?

What tasks are highest priority for my leadership? (List at least 10 tasks that you do regularly and reflect on which ones bring the greatest return to your organization.  Rank them in order of what impact they bring the organization. The ones on the bottom of your list are key items to delegate.)

What tasks am I currently doing that someone else on my team could do better than I can? For each task, identify the person(s) who would do that task well. 

Reflect on two or three key members of my team. For each one, identify a task that would take them to the next level of growth and development. Develop a plan to delegate that task to them as soon as it is practical.     

Until next time, yours on the journey,

Jon Byler

In the next issue, we’ll look at how we decide to whom we delegate tasks.

If delegation is hard work and doing the work myself is easier, why should I delegate tasks to others? Consider the story from the early church:  

  ¹ In those days when the number of disciples was increasing, the Hellenistic Jews among them complained against the Hebraic Jews because their widows were being overlooked in the daily distribution of food. ² So the Twelve gathered all the disciples together and said, “It would not be right for us to neglect the ministry of the word of God in order to wait on tables. ³ Brothers and sisters, choose seven men from among you who are known to be full of the Spirit and wisdom. We will turn this responsibility over to them ⁴ and will give our attention to prayer and the ministry of the word.” ⁵ This proposal pleased the whole group. They chose Stephen, a man full of faith and of the Holy Spirit; also Philip, Procorus, Nicanor, Timon, Parmenas, and Nicolas from Antioch, a convert to Judaism. ⁶ They presented these men to the apostles, who prayed and laid their hands on them. ⁷ So the word of God spread. The number of disciples in Jerusalem increased rapidly, and a large number of priests became obedient to the faith (Acts 6:1-7, NIV).

We can learn several things about delegation as we reflect on this story. 

Delegation strengthens people.  

As the seven men who were selected picked up additional responsibility, they developed greater administrative skills, sharpened their communication ability and grew in their thinking and problem-solving capacity. Their leadership potential was developed because the apostles believed in them and were willing to delegate responsibilities that brought growth.

Some leaders delegate simply to get the work done and help the organization succeed. But serving leaders delegate because it helps people grow. They look for tasks that will help that person grow into their full potential.  

Delegation strengthens the organization.

“So the word of God spread. The number of disciples in Jerusalem increased rapidly…” The work that was delegated by the apostles allowed strengths to function more effectively and improved the quality of the work. At the same time, it increased the impact of the early church in terms of quantity. When leaders are developed, organizations are strengthened.   

Some leaders seek to strengthen their organization by adding more people to the team. But serving leaders strengthen their organization by investing in their team. They recognize that God’s design is not for only one person to excel but for teams to function effectively as tasks are delegated to the right individuals.

Delegation strengthens the leadership pipeline.   

When the apostles added seven people to their leadership team, they now had a team of nineteen instead of twelve! Several became leaders that took the gospel out to new locations, especially when persecution broke out later. They were developing a strong leadership pipeline that would meet the current needs but also ensure that there were leaders ready to succeed them in the future.

Some leaders focus only on present needs and delegate work that needs to be done. But serving leaders delegate work to prepare others to take up leadership in the future. They recognize that there is no success without a successor.

For further reflection and discussion:

When I have delegated tasks in the past, was it primarily to get the work done or to develop people? What would change on my team if I focused more on developing people?

On my team, who is ready for an opportunity to take on more responsibility? What can I delegate to them to help them grow and develop their potential?  When will I do it?

Is there a current role I have been considering filling by finding someone outside of my organization? If so, is there anyone already in my organization who could be developed to take that role? What would be required for that to happen?

What is the current strength of my leadership pipeline? Do I have leaders ready to step into any role in my organization? Are there changes that should be made to strengthen my team in this area? What does my pipeline strength indicate about my leadership?   

Until next time, yours on the journey,

Jon Byler

In the next issue, we’ll examine what we should delegate.

Will anything we do today in the physical world matter in eternity?  Consider the vision of the eternal kingdom shared by John and Isaiah.

Then I saw “a new heaven and a new earth,” for the first heaven and the first earth had passed away, and there was no longer any sea. ² I saw the Holy City, the new Jerusalem, coming down out of heaven from God, prepared as a bride beautifully dressed for her husband (Rev. 21:1-2, NIV).

The nations will walk by its light, and the kings of the earth will bring their splendor into it. The glory and honor of the nations will be brought into it (Rev. 21:24, 26).

And they will reign for ever and ever. (Rev. 22:5)

²¹ They will build houses and dwell in them; they will plant vineyards and eat their fruit. ²²….my chosen ones will long enjoy the work of their hands. ²³ They will not labor in vain… (Isaiah 65:21-23).

These passages, along with others, describe a future that is much different from what we often imagine when we think of heaven.  John sees heaven coming down to a new earth, one that has been purified by fire (see 2 Peter 3:10). He sees a massive city filled with the glory of the nations. Isaiah sees work and labor as a part of this wonderful future.  What does all of this have to do with our work today?

Our work today enters into eternity.  

John’s vision of a glorious city also includes the kings of the earth bringing their “splendor” into it. So, it appears that some of the splendor of this earth will somehow be carried into eternity! Isaiah, in 60:6-17, mentions camels, gold and incense, flocks, ships and wood that is brought to adorn God’s sanctuary. So, it appears that when our work reflects God’s goodness, justice, creativity, and care for people, something of that work may enter the new earth!

Some leaders work hard to build and create wealth with no thought of how it may impact eternity. But serving leaders work to develop the best art, craftsmanship, creativity and products that reflect God’s goodness. They seek to create “splendor” that will enter into eternity.

Our work today endures in eternity.

Isaiah’s vision of eternity includes people building houses, planting vineyards and working with their hands. The picture Scripture paints is not an eternity without work—but work without the curse! No frustration, no futility, no wasted effort, no sweat. Just the joy of creating, developing, and filling the earth with beauty and goodness.

Some leaders look forward to completing their work and live for the times they are not working. But serving leaders embrace work to glorify God, now and in eternity.

Our work today expands in eternity

John’s vision indicates that those in the new earth “will reign for ever and ever.”  This is the ultimate fulfillment of the original commission from Genesis 1:28 which we examined in a previous issue. While our current work partially fulfills this mandate, it will be fully expanded and realized in eternity. We will exercise authority and power free from sin—to fill the earth with God’s goodness.    

Some leaders sharpen their leadership capacity only for present success. But serving leaders develop their leadership muscles in preparation for eternal impact.  

Your work today matters! From creation to eternity, scripture consistently affirms the value of human work.   

For further reflection and discussion:

• What elements of my current work most fully express God’s beauty, creativity and goodness?  What would it be like to have something of what I have done here on earth brought to Him as a part of the “splendor of the nations”? How does that energize me to do my best in my work?  
• In what way would it be energizing to think of my current work continuing in eternity? Are there things that I have always dreamed of doing that I might be able to accomplish in eternity?
• In what ways am I developing my leadership capacity in my daily work?  How might God use these skills to allow me to rule in eternity? What more can I do to prepare for that time?
• Reflect on the following passages that provide more context to the principles we examined in this issue: Psalm 8:6;  Isaiah 60:6-17, 65:17-25; Daniel 7:27; Matthew 25:14-30; 1 Corinthians 6:1-3; 2 Peter 3:10; Revelation 5:10, 21:1-21; and 22:1-5. 

Until next time, yours on the journey,

Jon Byler 

If you would like a single document with all four issues from this series, click here for a PDF copy. 

*Many of the thoughts in this series come from Jordan Raynor’s book “The Sacredness of Secular Work,” which I highly recommend.

Your daily work matters because it reveals God’s Kingdom to the world! We have seen in previous issues that our work is an expression of God’s original commission and that our work is a calling from Him. Now consider these verses and their implications for your daily work: 

But thanks be to God, who … uses us to spread the aroma of the knowledge of him everywhere (2 Corinthians 2:14, NIV).

We are therefore Christ’s ambassadors, as though God were making his appeal through us (2 Corinthians 5:20).

The kingdom of heaven is like yeast that a woman took and mixed into about sixty pounds of flour until it worked all through the dough (Matthew 13:33).

Have nothing to do with the fruitless deeds of darkness, but rather expose them (Ephesians 5:11).

These verses together show that Jesus came to establish and demonstrate His Kingdom, a new way of living and serving in the world. His Kingdom is a place where everything is being restored to the way things ought to be. It is a Kingdom of restored relationships, justice, beauty, and order. It is a place of safety and security, and where work is meaningful and rewarding. He chooses to spread His Kingdom through ordinary people doing their work for His glory! If this is true, how do we do this?

Our work reveals God’s Kingdom as we represent the King.

God uses us to spread the “aroma of the knowledge of him everywhere.” Does ‘everywhere’ include the place we work on a daily basis? Certainly! You are “Christ’s ambassadors” where you live and where you work. You represent Him in your “ordinary” leadership decisions—keeping your word, treating people respectfully, finishing the job with excellence, and caring for the people with whom you work.

Some leaders work to promote their own kingdom and agenda. But serving leaders see their work as visible revelation of the Kingdom of Jesus.

Our work reveals God’s Kingdom as we weed out what does not belong.

Our work can be a way to “expose the fruitless deeds of darkness” and root out what does not belong in the territory of the Kingdom. Your daily work may call out injustice, expose corruption or abuse, reveal inequality, refuse dishonest practices, or simply pick up the trash in a messy environment. You may confront unethical reporting or correct a misleading metric. Each action removes what does not belong and is a step towards revealing God’s Kingdom.  

Some leaders weed out only what does not increase profit with little thought to integrity. But serving leaders are willing to pay the price of exposing and removing anything that does not belong to the Kingdom of God.

Our work reveals God’s Kingdom as we plant what belongs. 

God’s Kingdom is revealed as we do what is right in every context. It is revealed as we treat workers as significant people, as we pay people fair wages, as we show concern for the physical and mental wellbeing of our team, and as we take care of the environment. Writers and musicians bring beauty to the world through art and songs; civic leaders promote laws and policies that promote justice and peace. These actions may seem small, but like yeast, they gradually influence everything around them. First one person, then another, then the community and beyond.

Some leaders plant what will produce profit. But serving leaders plant what belongs. Every serving leadership act is a revelation of a new Kingdom and reveals a bit of heaven’s glory on earth.   

For further reflection and discussion:

How does the reality that God entrusts me to be an ambassador for Him and to represent His Kingdom in my workplace impact my leadership?    Are there ways I have demonstrated that in the past week?    What will I do in the next week to better live out my calling to be His ambassador?

In what way does my work root out what does not belong in the world?   Are there additional ways I might be called to root out or expose injustice, discrimination, disorder, or disunity?

Reflect on ways that your work reveals the world as it should be by answering the following questions:

How does the way I treat people in my work reflect the Kingdom?

How does our service or product make the world a better place?  

How do we show respect for our environment?

How does our work promote peace and justice?

Until next time, yours on the journey,

Jon Byler

In the next issue, we’ll look at how our work impacts eternity.

*Many of the thoughts in this series come from Jordan Raynor’s book “The Sacredness of Secular Work,” which I highly recommend.

What do you call what you do today? If you use words like “work”, “job”, “career” or “profession” you may miss the element of God’s call on your daily activity. But the word “vocation” conveys the idea of a calling and better reflects the biblical perspective. Whether you are a farmer, a plumber, a graphic designer, a computer engineer, a manufacturer, or an office worker, your work today matters because it reflects God’s calling for you. It is a sacred vocation, just as it was for two men called to build the tabernacle during the time of Moses. 

³⁰ Then Moses said to the Israelites, “See, the Lord has chosen Bezalel…., ³¹ and he has filled him with the Spirit of God, with wisdom, with understanding, with knowledge and with all kinds of skills— ³² to make artistic designs for work in gold, silver and bronze, ³³ to cut and set stones, to work in wood and to engage in all kinds of artistic crafts. ³⁴ And he has given both him and Oholiab…, the ability to teach others. ³⁵ He has filled them with skill to do all kinds of work as engravers, designers, embroiderers in blue, purple and scarlet yarn and fine linen, and weavers—all of them skilled workers and designers (Exodus 35:30-35, NIV).

These two men were called to do the work of building and furnishing the tabernacle.

Our vocation is a response to His call.

God called these two men for the special task of building the tabernacle. “See, The Lord has chosen Bezalel…and has filled him with the Spirit of God…” This calling to work in wood, metal and stones was just as genuine as God’s calling to Moses to lead the people. There are eight distinct skills mentioned in these verses, each reflecting God’s creativity through human work. We could add a long list of the many ways God calls people to fulfill His commission to “fill the earth” introduced in the previous issue.

Some leaders see their daily work as a reflection of the choices they have made about their careers. But serving leaders see their work as a response to God’s call on their lives. 

Our vocation is a reflection of His excellence.

God “filled them with skill” to do the work He called them to do. The tabernacle was to be a beautiful expression of God’s glory and He expected them to complete the work with excellence. When we view our daily work as a calling from God, we will want to do the best we can to reflect His excellence. Paul echoes this when he urges us to “work with your hands…so that your daily life may win the respect of outsiders…” (1 Thessalonians 4:11-12).

Some leaders view their work as simply a way to earn an income and are not concerned about the quality of their efforts. But serving leaders seek to work with excellence because they see their work as a calling from God.

Our vocation is a response of worship to His glory

These craftsmen were “filled with the Spirit” to build a place of worship for God. Their skill and excellent work was also an act of worship! They were not just cutting wood and shaping stones, they were worshipping God through their work. When God calls us to a specific work and we do it for His glory, the work itself is an act of worship. The most mundane tasks become meaningful when they are offered as worship. Paul affirms this when he says, “So whether you eat or drink or whatever you do, do it all for the glory of God” (1 Corinthians 10:31). Some leaders work for themselves and focus on what they will gain from their efforts. But serving leaders see their work as an act of worship to God. 

For further reflection and discussion:

How clearly do I see my work as a calling from God?  Do I sense that God called me to my profession? How would it impact me to refer to my work as my “vocation”?

Is there any way that I see church leadership as more spiritual than other professions? In what way is my own work a “full time ministry” for God?

Do I consistently do the best work I can to bring honor to God? What would I change if He showed up tomorrow where I am working?

In what way is my daily work an act of worship? What could I do to be more aware of how my work is an offering of worship to God?

Until next time, yours on the journey,

Jon Byler

In the next issue, we’ll examine how your work reveals God’s Kingdom.

Do you ever wonder if what you do today really matters? In this series we’ll explore why our daily work carries deep and lasting significance*. Our daily work occupies most of our time and energy—whether teaching students, building kitchens, plumbing homes, farming fields, writing software, or working in an office.  

Most Christians are familiar with the Great Commission in Matthew 28:19–20: “Go and make disciples of all nations.” This is central to the mission of the church, and we tend to focus on it. But the first chapter of the Bible introduces an earlier commission:

God blessed them and said to them, “Be fruitful and increase in number; fill the earth and subdue it. Rule over the fish in the sea and the birds in the sky and over every living creature that moves on the ground” (Genesis 1:28, NIV). 

This verse provides God’s plan for mankind from the beginning.  His call was for people to partner with Him to develop the world and extend the goodness, order and beauty He placed within it. This was His first commission and it directly relates to the work you do every day in several ways. 

Your work helps fill the earth.  

“Be fruitful and increase in number; fill the earth…”  God created a beautiful garden that occupied a small area, but there were vast areas untouched by His goodness, beauty and order. God didn’t do that work; He gave humans the mandate to increase and fill the earth with people, homes, farms, cities and gardens. The work you do today is in some way a response to His call to fill the earth with His purposes.  

Some leaders focus on creating a product or service that will produce income. But serving leaders see their work as participating in God’s plan to fill the earth with His goodness, beauty and order.

Your work helps subdue the earth.  

“and subdue it…” God’s call to Adam and Eve to subdue the earth was a call to make it useful. This was a call to create civilization and culture—to develop art, education and culture. It was a call to explore the earth, discover the minerals hidden in the soil and the vast reserves of oil underground. It was an invitation to discover better ways to grow crops and build structures. It was a call to find ways to organize people in societies that allow them to flourish and thrive. It was a mandate to find ways to communicate and share thoughts and ideas with others. Your work today does something to make the world more useful.

Some leaders use their work to exploit the earth, seeking to maximize personal gain at the expense of others. But serving leaders see their work as a means to make the world more useful for others.

Your work helps rule over the earth.  

In the final part of this commission God tells the first couple to “rule over” the world around them, particularly the animal world. This has the idea of partnering with God to take the world somewhere. God could have done this on His own, without any help from us. But He invited man to participate in His work.

Adam was called to cultivate creation, developing its potential and bringing increasing order and beauty. He had at his disposal “gold, resin/pearls, and onyx.” (Gen. 2:10-12). Scripture later describes the New Jerusalem using similar materials—gold, onyx, and precious stones (Revelation 21:18–21)—suggesting that human work ultimately contributes to God’s unfolding purposes.

Some leaders seek power and authority to benefit themselves. But serving leaders see their work as partnership with God to bring His good rule upon the earth.

For further reflection and discussion:

• How do I tend to see my work, as a necessary evil or as an integral part of God’s plan for the world? What difference does it make in my leadership?
• Do I see my daily work as having equal significance traditionally recognized “Great Commission work”? How could my daily work also contribute to the work of the Great Commission?
• In what specific ways does my work make the world a more useful place?
• In what ways does my work help bring a bit more of God’s order, beauty, and goodness into the world?            

Until next time, yours on the journey,

Jon Byler

In the next issue, we’ll look at how our daily work is an act of worship.

*Many of the thoughts in this series come from Jordan Raynor’s book “The Sacredness of Secular Work,” which I highly recommend.

When leaders grow other leaders, the people flourish and the organization thrives.  The primary work of every serving leader is to intentionally grow others. Jesus demonstrated this by empowering His twelve disciples.  

 ¹ When Jesus had called the Twelve together, he gave them power and authority to drive out all demons and to cure diseases, ² and he sent them out to proclaim the kingdom of God and to heal the sick (Luke 9:1-2, NIV).

As Jesus sent out the twelve, He shifted His focus from doing the work to equipping others to carry it forward. In doing so, He demonstrated how growing others produces flourishing.

Growing leaders brings flourishing by sharing power.  

Jesus “gave them power and authority.” His mindset was not simply to use His power and authority, but to share it with those who followed Him. He shared both power and authority. He gave the disciples both the capacity to do accomplish the task (power) and the legitimate permission to act on His behalf (authority). Prior to this passage, He spent time training them and demonstrating how to do the tasks He would ask them to do. Now He gave them permission to go and implement what they had learned.

Some leaders seek to gain power and authority for themselves. But serving leaders deliberately distribute both so that others can grow and contribute. Some leaders help others grow their capacity, but don’t provide a place for them to use what they’ve learned. But serving leaders share both power and authority.

Growing leaders brings flourishing by stretching capacity.

Jesus “sent them out to proclaim the kingdom of God and to heal the sick.” He had demonstrated preaching and healing to them; now He asks them to go and practice! This was undoubtedly a stretching experience for the disciples. They might have wondered as they headed out, “Can I really do this?” But the confidence of Jesus in them provided the impetus for them to rise up and do what He asked. Great leaders look for opportunities to stretch the capacity of those on their team. They evaluate where each person is at and what assignment would appropriately build their capacity. Then they assign responsibilities that builds capacity and confidence on their team.

Some leaders fear that increasing responsibilities of those they lead will result in mistakes and failures. So they keep people at the same level. But serving leaders see potential in every individual and provide them with growth opportunities that will stretch their capacity and build a stronger team. They recognize that mistakes and failures are a necessary part of the growth process.

Growing leaders brings flourishing by scaling the mission.

By sending out the twelve Jesus began to scale His mission. When Jesus preached and healed His impact was limited to the places He could physically reach. But when He sent out six teams of disciples He was effectively fulfilling His mission in many locations, ultimately reaching many more people and places than He could have done alone. He recognized that if He didn’t grow His team, the work would stop when He was gone. But with a strong team empowered and prepared to do the work His impact would spread far beyond His physical presence.  

Some leaders try to increase results by working harder and faster. But serving leaders invest in the growth of their team and slowly build the capacity to scale their mission and multiply their impact.

For further reflection and discussion:

Reflect on your own leadership journey in relation to this element of growing leaders.  On a scale of 1-10 (10 is perfect) how would you rate your own leadership?   How much of my time actually goes to developing people on my team?   What portion of my time should I be spending on developing others?

How quickly do I share power and authority in my leadership? When I equip others, do I also find ways to give them platforms to use their new skills?  

How much do I believe in the potential of those I lead? How does that impact my leadership with them?

Think about the people on your team. Identify one person that is ready for a growth opportunity. Who is the person, what new responsibility are they ready to take and when will you do any needed training and empowering for this to happen?

In addition to the scripture used in this issue, reflect on the following verses from the life of Jesus: Matthew 10:1-15, 14:16, 16:19, 21:1-3, 26:38-41, 28:18-20; Mark 6:7-13; Luke 6:12, 9:1-6, 22:8-13; John 20:21-23 and 21:15-17. What additional insights do you find?            

Until next time, yours on the journey,

Jon Byler

If you want a document containing all six issues of this series, click here.

*Note: This series is based on The LeadersServe Culture which is designed to help people flourish and organizations thrive. This happens when leaders serve. The LeadersServe Culture training provides an in depth look at each of these elements with practical exercises to clarify, communicate, and cultivate each one into the life of your organization. For more information about this model and other training resources visit www.LeadersServe.com

Every organization rises or falls on the strength of its teams. When leaders intentionally build teams with synergy, people flourish and remarkable outcomes are achieved. Jesus understood this principle well and carefully and prayerfully built a team that would eventually change the world.       

 ¹³ Jesus went up on a mountainside and called to him those he wanted, and they came to him. ¹⁴ He appointed twelve that they might be with him and that he might send them out to preach ¹⁵ and to have authority to drive out demons. ¹⁶ These are the twelve he appointed: Simon (to whom he gave the name Peter), ¹⁷ James son of Zebedee and his brother John (to them he gave the name Boanerges, which means “sons of thunder”), ¹⁸ Andrew, Philip, Bartholomew, Matthew, Thomas, James son of Alphaeus, Thaddaeus, Simon the Zealot ¹⁹ and Judas Iscariot, who betrayed him (Mark 3:13-19, NIV).

After calling this unlikely group of twelve Jesus spent three years to shape them into a team with remarkable synergy that would literally change the world.  Notice how He did it.

Team synergy brings flourishing by building relationships. 

Jesus “appointed twelve that they might be with him….” The first concern of Jesus was that the disciples would be in relationship—first with Him and then with each other. He understood that the only way they would be able to change the world was if they learned to know, trust, and love each other. Relationships can be difficult, messy and challenging and Jesus’ team experienced all of this. But over the course of three years, they became a strongly united team.  People are designed for relationships and effective leaders find ways to build healthy relationships with their team. They recognize that each person on the team has their own dreams, hopes and challenges. They are not simply machines to do tasks.

Some leaders build teams around tasks expecting that the common goal will result in synergy. They don’t spend time or energy building relationships. But serving leaders first build teams around shared relationships that build trust and respect. 

Team synergy brings flourishing by uniting around a mission.

“He appointed twelve…that he might send them out to preach…and drive out demons.” Jesus had a mission to be accomplished with the team that He chose—they were to go out and preach. Strong relationships were the foundation that launched them into mission. All teams exist for a purpose and Jesus made it clear from the beginning what their task would be.

Some leaders build teams that relate well together but don’t accomplish the mission! Serving leaders hold teams accountable to accomplish the mission.

Team synergy brings flourishing by encouraging diversity.

“These are the twelve he appointed.” It is hard to imagine a more diverse group of 12 than this group. Some were uneducated fisherman or tradesmen; at least one was a professional. Some were outspoken; others didn’t say anything that was recorded! Some were working with the Romans; others were committed to resist their rule. Jesus deliberately brought together a diverse team. He understood that when relationships are built and a common mission is shared, diversity strengthens the team and maximizes impact.  

Some leaders try to build diverse teams without relationships.  The result is explosive! But serving leaders deliberately build diverse teams with a foundation of healthy relationships and a clear mission focus. 

For further reflection and discussion:

Reflect on your own leadership journey in relation to the synergy of the team(s) you lead. On a scale of 1-10 (10 is perfect) how would you rate your own leadership?   Do I tend to focus on relationships or mission on my team?  What is the result in my leadership?

• How healthy are relationships on my team(s)? What is something I can do this week to strengthen relationships between myself and the team and between team members?
• How do I keep my team accountable to outcomes that advance our mission?

Is my team diverse enough in strengths, personalities, and perspectives to accomplish all they can do?   If not, what changes can I make?

In addition to the scripture used in this issue, reflect on the following verses from the life of Jesus: Matthew 4:18-22; Mark 10:35-45; Luke 6:12-13, 9:46-48, 9:51-55, 10:1, 22:24-31; John 1:35-51; Romans 12:3-8; and 1 Corinthians 12. What additional insights do you find?         

Until next time, yours on the journey,

Jon Byler

In the next issue, we’ll look at the final element of a flourishing culture: Growing Leaders

*Note: This series is based on The LeadersServe Culture which is designed to help people flourish and organizations thrive. This happens when leaders serve. The LeadersServe Culture training provides an in depth look at each of these elements with practical exercises to clarify, communicate, and cultivate each one into the life of your organization. For more information about this model and other training resources visit www.LeadersServe.com

Organizations flourish when the mission is clear and everyone understands what is most critical to accomplish. The mission of an organization describes the activities that bring the greatest value to those being served.

Jesus had absolute clarity about His mission. This was perhaps most clearly stated at the beginning of His ministry when He read the words of Isaiah in the synagogue at Nazareth.

¹⁸“The Spirit of the Lord is on me, because he has anointed me to proclaim good news to the poor. He has sent me to proclaim freedom for the prisoners and recovery of sight for the blind, to set the oppressed free, ¹⁹to proclaim the year of the Lord’s favor” (Luke 4:18-19, NIV).

With these words Jesus identified the focus of His work on earth and the things that would characterize His ministry. In doing so, He shows serving leaders how a mission focus produces a flourishing culture*.

Mission focus brings flourishing by defining what is most important.

Jesus could have done many things that would have been good and beneficial, but He chose to define the actions that were most important to achieve His mission. The verbal declaration of His mission established where He would focus His energy and shaped His ministry. His mission would be defined by proclamation and acts that set people free.  

Organizations that define what is most important are able to flourish when everyone understands the things that are mission critical. They do not try to imitate what others are doing, but stay laser focused on their own mission.

Some leaders aren’t willing to do the hard work of deciding what actions are critical to fulfilling the mission. But serving leaders define the actions that will bring the greatest return to the organization.

Mission focus brings flourishing by determining what brings greatest value.

The mission of Jesus was focused on meeting the felt and deeper needs of the people He came to serve. Had a survey been taken of the people in the area asking them what their greatest needs were, I’m sure that they would have mentioned most of the things that Jesus listed as His mission. Organizations flourish when they determine ways that they can serve that bring the most value to their members, clients, or customers.

Some leaders determine what products or services they will offer based on their own estimation of what their customers want. But serving leaders proactively ask questions to find out what things bring the greatest value to those they serve.  Then, they clarify to the entire team the actions that bring the greatest value to their customers. They share stories of ways that people value the service or product provided by the organization.

Mission focus brings flourishing by disclosing what is not mission critical.

Jesus’ mission statement did not list things which He would avoid in His work. But the act of naming the mission critical items identified many other actions that would be a waste of time and energy for His calling.

Some leaders assume that all activity is important. But serving leaders continually watch what is being done in the organization and call out any activity that is a wasted effort. They understand that the “not to do” list is often as critical as the “to do” list. They remove obstacles from their team that detract from the activities that are critical. As they do, they build an organization that flourishes.

For further reflection and discussion:

• Reflect on your own leadership journey in relation to mission clarity. On a scale of 1-10 (10 is perfect) how would you rate your own mission clarity?
• Have I talked to those I serve (our members, customers or clients) to ask what things they most value that we do for them? In what ways does this shape my understanding of what is central to our mission?
• How clearly have I articulated to my team the actions which are most central to our mission as an organization?
• Is my team clear on what activities we should not be doing? How well does our culture eliminate waste from our actions?
• In addition to the scripture used in this issue, reflect on the following verses from the life of Jesus: Matthew 10:8, 28:18-20; Mark 10:45; Luke 4:18-29, 43, 19:10; John 10:20, 12:46, 18:37; Acts 1:8.  What additional insights do you find?     

Until next time, yours on the journey,

Jon Byler

In the next issue, we’ll examine the next element of a flourishing culture: Team Synergy

*Note: This series is based on The LeadersServe Culture which is designed to help people flourish and organizations thrive. This happens when leaders serve. The LeadersServe Culture training provides an in-depth look at each of these elements with practical exercises to clarify, communicate and cultivate each one into the life of your organization. For more information about this model and other training resources visit LeadersServe.com.

Jesus invested time and energy to instill His values in the lives of His disciples. His first formal teaching, the Sermon on the Mount, begins with a list of values:

He said: ³“Blessed are the poor in spirit, for theirs is the kingdom of heaven. ⁴Blessed are those who mourn, for they will be comforted. ⁵Blessed are the meek, for they will inherit the earth. ⁶ Blessed are those who hunger and thirst for righteousness, for they will be filled. ⁷ Blessed are the merciful, for they will be shown mercy. ⁸ Blessed are the pure in heart, for they will see God. ⁹ Blessed are the peacemakers, for they will be called children of God. ¹⁰ Blessed are those who are persecuted because of righteousness, for theirs is the kingdom of heaven (Matthew 5:3-10, NIV.)

Jesus begins His teaching, not with commandments for living but with values to practice. He wanted the values of His followers to align with His. His example guides serving leaders to clearly establish the values of the organization in ways that produce flourishing.

Values alignment brings flourishing by guiding actions.

The values Jesus described were not just great theories, they were meant to guide actions in daily life. He was focused on shaping behavior. Every organization chooses what actions are accepted and important. When done with intentionality and careful thought as Jesus did, this produces alignment and flourishing. Everyone understands what actions are expected and which ones are not.

Some leaders assume that people will find a good way to live and act while they are together without additional direction from the leader. But serving leaders carefully communicate the values in ways that guide the actions of those they serve.

Values alignment brings flourishing by setting standards.

The explicit list of values Jesus shared with His disciples set the standard for how they were to live. His values made it clear what behaviors were acceptable and at the same time clarified what behaviors were not acceptable. On several occasions He corrected them when their values did not represent His kingdom. He understood that values set the standard and everyone needed to be held accountable to live by the standard.  He brought alignment by clearly setting the standards and holding everyone accountable to them. He understood that what leaders tolerate teaches values faster than what they articulate.

Some leaders expect that a list of values on the wall is sufficient to set the standard. But serving leaders talk about the values often and hold themselves and everyone else accountable to keep the standards that have been set.  They work deliberately to get the values off the walls and into the hearts of their people.  

Values alignment brings flourishing by shaping culture.

It was the expectation of Jesus that His followers would live out a new way of living and in time develop a new culture that reflected His priorities. Likewise, an organization that clarifies and lives out the values of the organization will develop a culture shaped by those values. Culture becomes powerful when everyone involved can say, “This is the way we do things here.” This becomes the foundation of a flourishing organization.

Some leaders allow their organizational culture to be shaped without intention. But serving leaders leverage the power of values to shape a healthy culture in which people flourish and the organization thrives.

For further reflection and discussion:

Reflect on your own leadership journey in relation to how clearly you have aligned values in your organization. On a scale of 1-10 (10 is perfect) how would you rate your own leadership in this area? What has been the result in your leadership?

In my organization are values expressed by default or by design? What can I do this week to more intentionally talk about the values which are important to my organization?

Is there someone I know on my team that is violating one of our values? What will I do to address this issue?   

Do those I lead understand our values well enough to articulate them and help hold each other accountable? What can I do to strengthen this element of our organization?

In addition to the scripture used in this issue, reflect on the following verses from the life of Jesus:  Matthew 26:51-52; Mark 10:41-45; Luke 9:51-55, 10:17-20, 22:24-27; John 13:1-17. What additional insights do you find?              

Until next time, yours on the journey,

Jon Byler

In the next issue, we’ll look at the next element of a flourishing culture: Mission Focus