Transitory Psychosis

As my 51st birthday approaches, the reality is setting in: I’m not the young guy anymore. (No, I didn’t just buy a mirror.) Of course, I’ve known my chronological age all along, but I’ve just been introduced to my “ministry age.”

I read an article from Leadership Weekly, the weekly e-newsletter from Leadership Journal. The article by Jimmy Long, “Determine Your Ministry Age,” points out that our assumptions about leadership reflect the values of our generation. This is especially true in a multi-generational organization like a church.

The article includes a 25-question quiz that helps the reader determine his “ministry age.” By answering the questions and adding up the numerical value of the answers you come up with a ministry age that places a person in one of three categories: Younger Leaders, Pragmatic Leaders, or Traditional Leaders. The intent is not to rate one type of leader above another but to create an ongoing dialogue among leaders regarding why we lead the way we do, how divergent values affect a leadership team, and what kind of leadership is needed to carry forward the work of the church.

Interestingly, your ministry age may be above or below your chronological age. Mine is 48. To find our yours go here. It’s fun and free.

Yesterday I had a dentist appointment. Like a lot of people, I don’t like going to the dentist. In fact, when I told people I had a dentist appointment, most said, “I’m sorry,” like someone had died. Yesterday, however, a positive dental visit. I was there to begin work on a crown to replace a large, old filling. Things went unusually well, mostly because the dentist and his assistant went out of their way to communicate throughout the visit.

This morning I realized the things that made this visit a good one are ingredients that make good leaders a pleasure to follow. Let me summarize.

1. Tell/Show me why. Yesterday’s visit began with pictures, a full color, up close picture of the tooth they were about to work on. They told and showed me why I needed the crown. When I was able to see with my own eyes how dangerously brittle the old filling was my trust in the dentist skyrocketed. I could readily see he wasn’t just doing unnecessary work. I think most people follow leaders who will tell them the truth and explain why they should go a particular direction. Leaders who simply say, “Trust me,” do not engender the trust they are seeking.

2. Tell me what. The dental assistant did a great job of explaining the process step-by-step. She told me exactly what was about to happen. That eased my concerns and answered some long-standing questions I had. Some leaders don’t let the people in on the process. I think that’s a mistake.

3. Tell me where we are in the process. After explaining what would be done, the assistant was careful to tell me where in the process we were along the way. That helped me to feel a sense of accomplishment regarding what had been done and anticipate the next move. It’s not enough for leaders to simply set a direction, they need to keep followers informed along the way.

4. Tell me when we’ll be done. The dental assistant was quick to tell me how long the procedure would take and it finished right on time. Of course, not everything in life is that precise, but leaders need to provide some kind of timetable, even if it has to be revised along the way. Interminable projects create intolerable circumstances.

5. Tell me where we’re headed next. After the procedure was complete, the dentist told me what other work needed to be done in the future and how the decisions regarding it would be made. That gave me confidence that he knew where he was going and how to get there. When leaders can provide the same information, followers will eagerly go along.

Of course, the key to making this work is for the leader to know the why, what, when, and how of the project and then communicate it effectively to their followers. Laying that kind of groundwork isn’t easy but it is a key to effective leadership.