All leaders fail, but not all leaders find ways to make failure fruitful. The fear of failure often keeps leaders from moving forward and the pain of failure keeps them from trying again. Effective leaders turn failures into opportunities to grow by changing their perception of and response to failure.

This series will look at failure through the lens of one of the most public failures of the Bible, David’s sin with Bathsheba, a failure that is still talked about thousands of years later! This well-known story is found in 2 Samuel 11-12 where we learn that David committed adultery with Uriah’s wife, Bathsheba, and then plotted Uriah’s death. We’ll focus not so much on the details of his failure but on Psalm 51, which is his cry for forgiveness and his reflection on his failure. We’ll use the word “FAILS” to learn five principles that helped David respond to his failure in ways that brought fruit from his failure. The first is to Find a new definition of failure. David acknowledged his sinfulness but refused to let that define him.

3 For I know my transgressions, and my sin is always before me.

5 Surely I was sinful at birth, sinful from the time my mother conceived me. 6 Yet you desired faithfulness even in the womb; you taught me wisdom in that secret place. 7 Cleanse me with hyssop, and I will be clean; wash me, and I will be whiter than snow.

12 Restore to me the joy of your salvation and grant me a willing spirit, to sustain me. 13 Then I will teach transgressors your ways, so that sinners will turn back to you (Psalm 51:3, 5-7, 12-13, NIV).

How did David define his failure and what can we learn from him?

Failure is an event, not an identity.

David clearly acknowledged that he had failed. “I know my transgressions…” At the same time, he cried out to God for cleansing in expectation that his sin could be forgiven and his joy restored. He saw his failure as an event, as something which had happened. But the failure was not his identity. His posture was essentially “I failed, but I’m not a failure.”

Some leaders allow failure to define them. They see themselves as failures and dwell on how badly they have done wrong. But serving leaders see failure as an event, not an identity. They can say with David, “Yes, I failed, but I’m not a failure.”

Failure is an opportunity for a new beginning.

David was in the depths of grief and sorrow as he reflected on his sin. Yet, he was able to see a glimpse of the future and declared that after his restoration, “I will teach transgressors your ways, so that sinners will turn back to you.” He refused to see his failure as the end of the road for his influence. By faith, he could see how God would allow him to use his failure to help others.

Some leaders acknowledge their sin and assume that it’s the end of their ability to influence. But serving leaders believe that God will even use their failures to advance His purposes through their lives.

Failure is a universal human experience.

David does not minimize or excuse his sin, but he recognizes that human failure is a universal experience. He sees that he is not the only sinner in the world; there are other “transgressors” who have also failed as he has. He would not allow his failure to distance him from others but would use it to strengthen his connection with others who have also failed.

Some leaders allow their failures to isolate them from others. But serving leaders use their failures to associate more deeply with others.

For further reflection and discussion:

How do I normally see my failures, as an event or an identity? How has this impacted my response to failure?

Are there times that I have failed and allowed that failure to keep me from dreaming of ways that God could use me in the future? What has been the impact of this view on my life and leadership? What would change if I saw the same failure as an opportunity for a new beginning?

When I fail, do I allow the failure to isolate me from others, or do I use it to associate more with others? What difference does this make in my leadership? How do I move towards using my failures to bring me closer to others?

Read again the account of David’s failure in 2 Samuel 11-12, and his psalm of repentance, Psalm 51. What additional insights do you learn about failure from this story?

Until next time, yours on the journey,

Jon Byler

In the next issue, we’ll look at how to accept responsibility for your failures.

Effective leaders are never content with the way things are; they challenge the process. They refuse to accept that current reality is the best that is possible. They push themselves and encourage others to develop and grow towards a better future. Challenging the process is a mindset that creatively pushes traditional boundaries, explores new options and is willing to take risks. Servant leaders like Paul, challenge the process to advance the Kingdom of God.

Examine Paul’s example of challenging the process.

Paul was not content with the way things were. He continually pushed out to accomplish new things for the Kingdom of God. His passion for reaching new areas is clearly expressed in 1 Corinthians 10:15b-16, Our hope is that, as your faith continues to grow, our area of activity among you will greatly expand, so that we can preach the gospel in the regions beyond you. For we do not want to boast about work already done in another man’s territory. Paul continually pushed out to new areas, he found new ways to work with a team of disciples, he found ways to quickly establish leadership in new locations, he developed a network of supporters, and found ways to support himself with tent making. All of these were innovations that continue to challenge us two centuries later. His message challenged the church to think in different ways and resulted in the inclusion of the Gentiles. I am a beneficiary of that innovation!

Understand the power of challenging the process.

Discipleship is a call to grow and develop, to move forward and to become the persons God created us to be. Leadership is about change, taking people to higher levels. Leaders of organizations are called by God to move the organization towards God’s intended purposes. Visions, by definition, are a picture of the future that includes change. Visions will not be accomplished unless a leader is willing to challenge the process. Leaders are not content with the way things are and effectively challenge the process to produce change. Change is good, but change for the sake of change is not our goal. The goal is growth which is change in the right direction! We are called to challenge the process and find ways to work with God to make this happen. Challenging the process is the first step towards growth and movement. Every advance is the result of someone not being satisfied with the way things are.

Accept the call to challenge the process.

You are called to challenge the process! God didn’t create you to passively accept the situation of your world. He created you to be a change agent in your home, business, profession, community and church. Look around prayerfully and find a problem. That’s not a difficult assignment, most people can do that! But leaders see the problem and then get to work to find a solution. They ask, “What could we do about this problem?” They think critically about to improve the situation and look for innovative ideas to deal with what others accept as normal. They recognize that there is a big difference between critical thinking and a critical spirit and go far beyond complaining about current realities!

Servant leaders don’t seek to challenge the process because they want to make a name for themselves, build their own organization or make money; they do it because they realize deep in their heart that God Himself is not satisfied with the way things are. They understand that God’s heart grieves over the broken condition of the world. He is not satisfied with the fact that 2 billion still wait to hear about His love. He is not content to watch my neighbor’s marriage break, or my friend lose his home. Again and again God has intervened in the affairs of the world to bring change and hope where there was only darkness. Every time a servant leader raises a voice to say “There must be a better way” they reflect this heart of God. Act like a leader and challenge the process!

For further reflection and discussion:

• Think about the leadership of Jesus. In what ways did He challenge the process?
• Take 10 minutes to think about your area of leadership (home, work, community, etc.). Where is God not content with the way things are? What can you do to move forward in that area?

Reflect on the group you lead by asking the following questions: (or discuss them with your group!)

• On a scale of 1 to 10 how much do we challenge the process as a group?
• What could we do to critically evaluate our results? (Are we unafraid to really measure our success or failure to reach God’s goals for our group?)
• What one problem do we face in our group?
• What could be solutions to this problem? (Make a conscious choice not to evaluate any ideas at this stage, just get them out!)
• Are there ways we could improve what we are doing in this area?
• What one step can we take to move forward?
• Does my leadership encourage risk taking by myself and others? Why or why not?

All great leaders have a passion for personal growth and development. This passion often is rooted in a strong desire for success and personal achievement. Servant leaders have a similar passion for growth but a very different motive. They are committed to expand God’s kingdom through their leadership and recognize that their growth will allow God to use them more effectively. Peter challenges his listeners to grow in knowledge and also in character, “But grow in the grace and knowledge of our Lord and Savior Jesus Christ. To him be glory both now and forever! Amen.” (2 Peter 3:18)

Servant leaders are motivated to grow as they recognize the following growth principles.

Growing leaders bring glory to God.

Your growth is the key that unlocks the potential God has placed in your life. Peter’s instruction in the verse above acknowledges that growth brings glory to God. The parable of the talents in Matthew 25 makes it clear that God expects everyone to develop the gifts He has given. Servant leaders recognize that they are stewards of the gifts and calling God has given them and this reality motivates them to develop themselves to their full potential, not for their glory but for His.

Growing leaders expand their influence.

As leaders grow in character, knowledge and skill the natural result is greater impact on the lives of those around them both in the quality of their leadership and in the quantity of those they are able to lead. Servant leaders are committed to expand God’s kingdom through their leadership and realize that they must grow to meet that goal.

Growing leaders grow their organizations.

Leaders are the determining factor for the growth of the organizations they lead. The leader becomes the ceiling for the organization since no group can grow past their leader. Non-growing churches or businesses are a result of leaders who are not growing. Servant leaders desire for their organization to grow as God planned and commit themselves to personal growth to facilitate this process.

Growing leaders lift the lid for those who follow.

Servant leaders realize the power of their lives to influence others. Their growth is a model for others who follow and their growth inspires others to grow. Further, as the servant leader grows in effective leadership skills, followers are empowered and raised up to do increasingly difficult tasks.

Growing leaders make a conscious choice to develop.

Effective leaders recognize that growth does not happen by default, it requires a deliberate choice. While there are many pressing needs in every business or church, a servant leader recognizes that one of the best ways to serve others is to keep growing himself! He/she is committed to taking time to develop and grow.

Do whatever it takes to fuel your passion for personal growth. Others are counting on you!

For further reflection and discussion:

• What are my motives for growth? Is personal ambition mixed with a desire to please God?
• In what way has my own growth encouraged or discouraged my organization from growing?
• What are two specific ways I have grown in the last six months?
• How much time do I take each week for personal growth? (This may include reading, attending formal training, listening to CD’s or podcasts designed for growth, etc.)
• In what specific areas is God calling me to grow?
• What steps do I need to take to begin growing in these areas?

Leadership is about seeing the need for and guiding the process of change. Management focuses on maintaining what exists, but leadership encourages change. However, change is uncomfortable and very few people enjoy change unless it is a change that we strongly desire (as when I changed my marital status from single to married!). Someone commented that the only people who truly enjoy change are wet babies! We naturally want to stay where we are, do the things we are already doing, and stay within our comfort zone.

But we need to change. Change is a part of growing and a natural part of life. All living things grow and change. Death comes when change stops. God wants us to grow and He wants those under our leadership to grow also. Servant leaders realize that change is a necessary part of growth and they guide others through the process of change. They understand that helping others change is essentially assisting them to develop all the potential God has placed within them. The workers in a business, the members in a church, or the staff in an office all have greater potential than they are currently using. A servant leader sees that potential and works to help them change and grow.

Servant leaders guide others through the process of change but not just to feed their own ego or to build a name for themselves or the organization they lead. They are not interested in change for the sake of new things, to keep people occupied or to create an appearance of activity. They lead change to develop people and to fulfill God’s purposes for their lives and the organization. They recognize that not all change is healthy and that real growth is change in the right direction. In the process of leading positive change a church, business, or organization will naturally grow, but that is not the ultimate objective for a servant leader.

Servant leaders help others see the purpose of change. They cast vision to show the benefits of change in ways that motivate followers to pay the cost of change. The price of change is always high. It may not always be a financial cost; change may cost learning new ways of working together; it may cost learning a new leadership style; it may cost a loss of valued relationships or sense of community. Leaders are able to show that the cost is worth the effort.

Are you thinking for a change? Are you attentive to what God wants to change in you and through you? Serve others by leading change.

Next time, we’ll talk about what it means to lead change.

Until next time, yours on the journey,

Jon Byler

For further reflection and discussion:

• What needs to change in my own leadership? What will I do to begin or continue?
• What needs to change in my organization? What is the purpose of this change and what is God calling me to do to lead the change? What is my motive for this change?
• What obstacles will I meet in leading this change? How will I persuade people that the price of change is worthwhile?